Change Change Change & The Commitments

No running away and escaping.  No crouching and hiding.  The clock is ticking.  The bell is tolling. It means standing your ground and fighting the good fight.  You stand up and show your courage because you, your colleagues, your organisation, your community and the ones you love are very much dependent on the success of the Change Programme for your and their survival.

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Avoiding Digital for HR dummies

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.

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How to increase your employment offer acceptance ratio

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.

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Your HR Resume - 12 components that make it compelling, stand out & impress the hell out of hiring managers!

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.

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It’s Expensive to Not Provide Candidate Feedback

...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.”

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The ONE quality that all the superstars in HR have…

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.

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Up close and personal

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. 

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Why isn't the Head of HR becoming our new CEO?

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.

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THE HOURS YOU SPEND ON YOUR RESUME - part 1

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. 

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