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 [...]

Is your hiring process HOT or NOT?

By |2018-04-09T09:26:48+01:00August 24th, 2017|HR, Tips for employers|

You’ve advertised a role and have been inundated with applications, great! Surely, you’ll get strong candidates and can pick and choose who you want…right? In an interview process, often we find that it can be the employer who feel they are in charge and leading the interview process. After all, as an employer you are giving a candidate a great opportunity…?Unfortunately, that really isn’t the case, in an increasingly growing and buoyant candidate driven market it is easy to forget that candidates often have several different interviews in a week. These candidates who are in hot demand are being asked to sell whilst simultaneously being sold to. Whilst the interviewer can sell the perks and benefits on why your company is the best company in all the land, is your company and the people you work with selling the benefits? Recently, we had a candidate interviewing for a role within a large, well known company. The interview process involved several stages. All had gone well and the candidate was progressing. However, at the last stage when our candidate was waiting in reception, her initial interviewer passed her, and was not only not recognised but ignored (3 interviews later!). In addition, she was asked at each stage for identifying documents despite providing the required documents on day one. For the candidate, these were deciding factors. She turned down the offer and accepted one from a much smaller company with a shorter contract, but who had a more positive, personal and friendly atmosphere. Take a look at your company. What sort [...]

What’s your mindset?

By |2018-04-09T10:26:37+01:00October 21st, 2016|HR, HR Tips|

Recently I attended a really thought provoking event hosted by the American Chamber of Commerce which was on the topic of the role of Life Long Learning & Business Growth. The speakers on the day were of equal measure witty & informative which kept the audience refreshingly alert and engaged. All of the topics and findings from this day have stuck with me still, but it was Philip Matthew’s talk on the Mindset for growth that I find myself coming back to and resisting the urge to speak about at every given chance … clearly my willpower hasn’t held up on this occasion!  In keeping with the day’s theme of lifelong learning, Philip’s speech focused mainly on the research and workings of Carol Dweck a highly respected and published psychologist who lectures in Stanford University. Dweck proposes that people’s learning style/mindset can be categorised into two, a fixed mindset and a growth mindset which in summary can be described as follows: A fixed mindset are those who believe that their talents and achievements in their career and indeed their personal life are innate in them and that they are essentially born with their strengths and talents. Those with a growth mindset are “individuals who believe their talents can be developed through hard work, good strategies and input from others.” The see failure not as evidence of unintelligence but rather as a foundation and springboard to learn and grow from. People with this mindset not discouraged by failure, but they don’t actually see themselves as failing in those situations — [...]

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