Remote wellness – How to help employees feel valued

By |2022-08-31T17:28:14+01:00August 29th, 2022|HR, HR Tips, HR Trends, Leadership, Remote Working, Tips for employers|

In a world where hybrid or 100% remote working is become “The Norm” we all face times where it can affect our personal health and wellbeing. We are aware that social exclusion, loneliness, and poor mental health are strongly correlated. Employees who struggle to communicate effectively at work may feel excluded or alone. According to statistics pulled from numerous mental health surveys, only one in five employees stated that their employer has provided additional mental health services since the start of the pandemic, down from 35 percent 2019 (Pre-Covid). Stigma in the workplace continues to be a significant problem, and employees are having difficulty accessing mental health care. So, how can organisations support mental health?   Creating a positive workplace Consider the type of workplace culture you wish to establish. By embracing people from various backgrounds and valuing their differences, you can foster a positive, inclusive workplace atmosphere. Work becomes a positive experience rather than one that is anxious when leaders foster an environment of empathy, optimism, trust, and compassion.   Routine check-ins Leads and managers need to increase engagement and build a trusting and open environment where staff feel they can be open and honest about their issues and make them fee “heard”. People have the opportunity to be more open and it lessens stress. This can also give managers the ability to look for stress or deteriorating employee mental health. The manager and other team members' relationship is strengthened by these open chat sessions.   Health and wellbeing programmes HR should make sure that mental health therapies [...]

Are competency-based interviews a thing of the past?

By |2020-10-28T11:24:53+01:00September 17th, 2020|HR, HR Tips, HR Trends|

  I recently assisted a client with hiring a HR Business Partner and when chatting through the interview process and format, they mentioned that they prefer to conduct conversational type interviews rather than competency based interviews. This got me thinking, are competency based interviews a thing of the past? And is it better to have a more conversational style interview? This was music to my ears, and the candidates’, as competency questions and answers can come across as rehearsed and unauthentic. Candidates and clients alike, like to get to know each other on a professional and personal level and by having a more conversational style interview can weed out any uncertainties and is a much more honest approach. Having carried out some research on this, I came across two more personal styles of interviews that I think could be more current and suitable for today’s environment.   Soft-Skill Assessments - Soft skills are the non-technical skills needed to do a job. Individuals with soft skills can work well with others, come up with new ideas, and thrive in their environment. Examples of soft skills include integrity, adaptability and communication. As recruiters, we have to find candidates who have both hard and soft skills, but soft skills can determine if the candidate will be a good fit for the position. In order to assess a candidates soft-skills, interviewers should ask behavioural interview questions, such as; Was there ever a time when you saw a co-worker do something wrong? What did you do? Hard skills are evident on a candidates CV but [...]

What does the role of HR look like in 2019?

By |2019-04-17T15:06:29+01:00April 11th, 2019|HR, HR Trends|

What does the role of HR look like in 2019 – Have you positioned HR to allow strategic contribution to the future success of your organisation? On a daily basis, the most common conversation I have with prospective senior candidates is about the content of a role profile and how Operational vs Strategic the role is (in reality). From a recruitment perspective, I decided jot down some of my observations about the direction HR is taking, and what I am seeing on the marketplace currently when sourcing for Senior HR Manager/ BP/ Director roles. It has really changed drastically during my time in recruitment. What is a strategic HR role? This is where HR has moved away from the tactical, hands on work and no longer working in the day to day. It is a true focus on aligning business objectives to the people strategy, an identification of long-term or overall business aims and interests and the means of achieving them through people. It takes shape in an environment where leadership feel passionately about having people number 1 on the agenda to drive the company to success. Strategic HR work involves expertise in talent management, brand values, attraction and retention capabilities, workforce planning, organisational design and effectiveness. There is a huge movement away from a tactical and reactive HR towards being strategic, deliberate people teams who take a fully rounded, holistic view of HR that add value at a C-Suite level. “It is almost impossible to achieve sustainable success without an outstanding CHRO who should be a key sparring [...]

HR Professionals "pining" for Part-Time

By |2018-04-30T09:03:04+01:00October 12th, 2016|HR, HR Trends, Tips for employers|

Lately I advertised a role for a part-time HR Business Partner and was inundated with applications from highly qualified, highly credible, highly personable and highly paid HR professionals. The choice of people applying for this role was amazing and completely outstripped the number of quality applicants that I would typically get for a full-time role. Every enquiry in relation to this role started with…."it is so rare to see a part-time role in HR at Business Partner level and above”. Most people I spoke with were comfortable to take a pay cut for the “privilege of part-time work”. In fact, one lady was happy to take a pay-cut of up to 55% for the luxury of a part-time role. The majority of the people I spoke to wanted to continue working in their chosen profession of HR but they also wanted some flexibility and work/life balance. You would think that in this day and age, this would not be too much to ask! .....WRONG And the moral of the story…? To all you employers out there who are planning on hiring a HR professional for your business but have a limited budget? Why not make the role part-time?Hire someone who is more than capable, comfortable and content in this role – and to make the budget work offer it three days a week – not five! People working part-time are often more focused and productive and have also been known to answer the occasional email on their days off! It is a WIN: WIN situation not be overlooked Would [...]

Be values focused, profits and wins will follow!

By |2018-06-28T12:00:50+01:00April 5th, 2016|HR, HR Trends, Leadership|

Yesterday I had the pleasure of attending DCU’s Leadership and Talent Institute Conference on the subject of “Leadership for a Sustainable World” The content of the day was insightful and provided great food for thought. Particularly interesting for me is that many of the principles and points being made were simple and very much back to basics i.e. being respectful, taking responsibility, being aware and having integrity. There were speakers from all over the globe – and while it was great to hear from thought leaders in Darla Moore School of Business, University of Boston, Unilever, Maturity Institute, DCU and Joe Schmidt, next year it would be great to hear from Irish companies as to how we are making a difference and contributing to the Leadership and Talent discussion.Food for thought from the day.According to Professor Pat Wright of the University of South Carolina, Succession planning is critical to business sustainability – the risk of getting it wrong is very costly and this is well documented. Research shows that traits of successful CEO’s include humility, willingness to accept feedback and unselfishness. On the other hand, traits of unsuccessful CEO’s are arrogance, failure to listen and selfishness.According to Stuart Woollard of the Maturity Institute we need to think in terms of “Societal Value” ie the best quality at lowest cost (including cost to the environment & society) Companies should be managing people for value not cost. Stuart had plenty of examples to support this theory eg Costco & Toyota. They have a focus on Societal value and guess what? Their [...]

Visionary IBEC HR Leadership Summit

By |2018-04-30T10:11:16+01:00October 27th, 2015|HR Trends|

Last week, Caoilinn and I took a day to attend the IBEC HR Leadership Summit - An excellent day. We all walked away with some insight into how the world is changing at a rapid pace and what that will mean for people both personally and in the world of work! For me the following points were eye opening and thought provoking: The war for talent in Ireland is back with a vengeance and we, as HR professionals, need to be increasing open to new ways of attracting and retaining talent. According to IBEC’s recent survey, the greatest areas of skills shortage are in the areas of IT and Engineering. Social Media will take over our lives unless we develop measures to prevent it. Social media and technology should make our lives easier – not take over our lives completely. Multitasking is not always a productive way of working. Challenge your-self every day! Encourage your children to be as creative as possible. Creativity will be increased demand in the workplace as technology takes over and more routine work is automated. We need to be prepared to live longer and work later than our predecessors. Our children will live and work even longer than us – 1 in 3 children born in 2012 will live to be 100. Our children will therefore need to start saving as early as possible. Our children won’t just have one career. With the change in required skills they will retrain at a couple of intervals throughout their lives. The norm will increasingly be two [...]

HR – 5 top trends

By |2018-06-28T13:43:12+01:00August 20th, 2015|HR, HR Trends|

Recruitment in the HR space has never been as exciting in Ireland. Growth, Change, Competition and Globalisation are creating an unprecedented level of interest in areas such as Talent Pipelining, Engagement, Talent Management, Succession planning and C&B. According to Valerie Daunt (Director - Human Capital Consulting, Deloitte) “HR faces continuing challenges in generating the investment to begin to close the gap between current practice and desired outcomes”. “With targeted investment, HR leaders can begin to really engage with solutions to the people challenges facing their organisations. Investment in HR technology is crucial to begin this process; however, this investment must be accompanied by efforts to redesign processes, talent management programmes and retraining of HR professionals to see the maximum return”. There is one problem! There is a lack of expertise in the Irish market to fuel the demand for this new “breed” of HR professional that can help to bridge that gap! Serving to highlight my point is Deloitte’s Capital Market 5 top trends 2015 survey: Culture – no longer a ‘soft’ concept Culture and engagement are at the forefront of talent issues for the majority of Irish companies, according to the Human Capital Trends 2015 survey. Leadership – a perennial challenge This year’s report indicates a continuing lack of progress in what has become a perennial organisational challenge – leadership. Learning and development – into the spotlight. In 2015, the need to transform and accelerate corporate learning moved to the third highest priority in Ireland. Performance management – the secret ingredient As business needs for leadership, stronger engagement, [...]

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