Arguably we’ve already raised enough business leader astonishment and derision at our need for “Finance for HR” courses. You rarely see other functions getting called out for a ‘dummies’ approach to understanding business fundamentals, so stampeding to courses on “Digital for HR” may not be our best tactic.Read More
But I knew I wanted this particular person. So I told the candidate as she walked out of the interview room, that I thought she was great and I wanted her on our team. And 20 minutes later, I emailed her detailing a list of reasons why we had to work together, and how I would personally support her through all the learning areas we'd already discussed at interview.Read More
Hiring managers are NOT looking for job descriptions or activities on your resume. Job descriptions are simply boring descriptions of the responsibilities of the HR positions you have held in the past. Today, that simply won’t cut it.
The language of business is dollars and numbers. Everyone wants HR folks who deliver impact and produce results.Read More
Digital transformation is being bandied about as the answer, and technologies such as Blockchain are being considered for automating a range of tasks which would instantly free up the time of HR departments around the world.Read More
Recruitment driven diversity strategies miss the point. Well meaning leaders intent on 'fixing' the problem often order 'hire more women' as the solution......
- women are hired but don't stay because they are not included
- men are very defensive and resist, resist, resist!
- women feel they are tokens - and it impacts their personal confidence and effectiveness.
...46% of candidates who believe they have had a “negative” overall experience say they will take their alliance, product purchases and relationship somewhere else....An unhappy candidate could also make negative remarks about your company, chasing away potential talents and clients. In fact, 27% of candidates following a bad experience would “actively discourage others to apply.”Read More
Financially savvy HR managers can identify where the “artful” aspects of finance have been applied to the numbers, where the “soft spots” (or BS) are in the numbers, and they know how applying the numbers differently might lead to different conclusions. They are thus prepared, when appropriate, to question, push back and challenge the numbers like any other member of the business team.Read More
Every HR person tells us that they're strong for relationship building, business alignment and partnering, change & project management, etc, etc. If I had a dollar for every time I've heard exactly the same platitudes......Read More
Maybe you already use it as a basic courtesy to acknowledge the efforts of your social circle when you take the time to pen your gratitude for a gift, or for being hosted at a party or dinner. And with many of us leading crazy busy lives today, it might in fairness be a "Thank you" SMS or email, instead of the lovely hand written cards of old.Read More
In this instance, the questions needing answers, weren’t so sensitive or intrusive that the hiring leader could feel the opening of discrimination risk if the offer went sour. In actual fact, the questions showed care, compassion, and an understanding of the need to balance new home and family integration with professional life in a new country.Read More
I then observed a cafe with a sign in their window, offering free coffee and breakfast for anyone unemployed who was to attend an interview that day.Read More
The MD then called the candidate directly – explained that we’d have to cancel the final meetings as we couldn’t afford to match the other employment offer, but wished him luck in the other role. The candidate was bemused - no offer had been received and he wasn’t in other hiring processes!Read More
....despite everyone’s claims of commercial savvy, we still see 2 very different camps of HR job seekers. Those who think and talk purely like HR practitioners, and those who think and talk like business leaders who just happen to have the HR specialism in their "toolkit".Read More
HR has an unrivalled view across the organisation and regularly deals with serious and complex issues that have an impact at all levels. Decisions about people are fundamental to the success and wellbeing of an organisation but, despite these qualities, it is usually the accountant, lawyer, salesman, or operations person who lands the top job.Read More
It means a bottom gets on the seat sooner, to maximise delivery and productivity for the function. It means the company is never feeling "at ransom" in addressing performance issues for the fear of being left short of a key specialist. It means minimum disruption to the team and to the company.Read More
They received over 3,500 applications. They did not have the time/energy/resource/whatever, to read them all. So too bad if the 100% perfect person was applicant number 3500. The company made a successful hire regardless.Read More
I remember sitting with my then colleagues in a London office, and having one of them exclaim - look at this CV, this person has been working for 30 years, which is longer than I've been alive! This was met with sniggers and head nods from all present. Except me. When I stated that I too at that time had been working for 30 years, I was met with shocked faces.Read More
Today for instance, on LinkedIn we see that of 2,648 advertised jobs at HR Director level within the USA, only 6 are available for a part time work arrangement. There are 0 advertised jobs on that same site for part time HRD roles within the UK.Read More