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 MoreIt means that companies ultimately make their hiring choices from people with the best CV's.....rather than from those in the "too hard" basket who actually might be the best people for the job. Unfortunately, using the CV alone as a key input for hiring decisions, has resulted time and again in a poor hiring match.
Read MoreIt 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 MoreToday 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 MoreMaybe 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 MoreComments I’ve received from this group in this month alone include:
“You don’t know what you’re talking about so do yourself a favour and put my CV through your client if you want to make some money.”
“What a f*****g pile of s**t”
“Bog standard automatic reply, don’t know why you bothered you moron”
Read MoreNot everyone leaves their employment by choice...... Any kind of vagueness or glib explanation will only affect your credibility with the interviewer. Lying and fudging the truth will invariably be found out. Professional interviewers can spot B.S. from a mile away and their “gut instincts” are honed to spot any inconsistencies.
Read MoreI 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 MoreArguably 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 MoreMany of us fear tests, having negative memories of them from our school days. However, if tests are part of the process for the role you want to be considered for, you'll have overcome your concerns.
Read MoreThe interview schedule if it exists, doesn’t run to plan. The candidate is jumping through hoops to show interest, but it’s a one way love affair – the candidate answers a bunch of detailed questions about themselves but gets minimal chance to ask probing questions of the company interviewers.
Read MoreDigital 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 MoreRecruitment driven diversity strategies miss the point. Well meaning leaders intent on 'fixing' the problem often order 'hire more women' as the solution......
...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 MoreFinancially 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 MoreGlassdoor.com, which allows anonymous postings, is an indicative barometer of work conditions within any company. It would be a great starting point for applicants to rate their interview experience, inclusive of timeliness of feedback.
Read MoreAs 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"...I do not know even which feedback to ask for since I don't even know which role we have been discussing nor have I actually applied for any specific roles. Do you think I am doing something wrong, or is there something wrong with my CV?"
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