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
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
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
....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
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
As part of her interview answers, she regularly references (by name!) the people in her team and/or her business, who are poor performers and/or leaders. In fact, she cannot speak well of anyone in the organisation.Read More
We have been doing some research recently into the HR structures of some of our newer, more technologically savvy businesses and it appears that a subtle but significant change in HR might be taking place. In the past, the senior HR person in any organisation was probably the Group Head or SVP of HR or something similar but we are now seeing the rise of a Head of Talent Management instead. What might be going on? Is this a permanent change, and what does it mean for the HR profession?Read More
HR or Personnel? I really don’t care what you call yourselves and it seems to worry you more than anybody else. Maybe you won’t sort this out until you decide what it is you do or what it is you want to do.Read More
But the employee is left in shock, dismay, hurt, and utter bewilderment. They are devastated, and whilst some can quickly dust themselves off and continue with great career success elsewhere, there are many that cannot.Read More
Think of the information to be mined – name, home city location, work history; and often also birthdate, extra curricular interests, education history, conversation history (thus indicating interest areas), phone numbers, travel schedule, professional contacts and more.Read More
How far through is the person in decision making? Like the folks who are just curious about seeing a house with no intent of purchasing, there is an alarming number of job seekers, even at very senior level, who find it acceptable to enter into a hiring process "just to be sure" of an employment offer they've already accepted elsewhere!Read More