Experts have been predicting an end to all the 3rd party agents supporting people to find jobs, and companies to find people.
We’re in an age where once again, politics and social issues are dividing our societies, with sometimes dangerous and deadly results.
Artificial Intelligence and machine learning are are already impacting our personal lives whether we consciously choose to allow them, or not.
Some of the wisest people I know believe that enduring relationships require give and take to enable trust to be built and loyalty to be formed.
Culture fit has traditionally been a fundamental part of the recruitment criteria. However, more recently this element is being dropped.
As AI continues to transform our lives, and drive job displacement, who is going to help the people who can no longer work?
Even after all these years, I’m still surprised at job seekers who don’t know the fine details of their current employment packages.
3 months into my job search and I was starting to consider that I might not have any chance to get back into the type of work I’d done so successfully many years ago. It knocked my confidence.
Staff are using AI tools to create presentations, press releases, plus automate tasks and communications. But is there a value for AI in the boardroom?
In this day and age, how can any hiring leader not be supplying timely feedback to people they have interviewed?
We are constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
We are speaking to many of our senior level job seekers, and hearing about extra -ordinary levels of candidate burnout.
We’re constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
Hiring companies really cannot afford to continue with bad recruitment processes, especially when the fixes are free to effect.
My colleagues and I have seen so many of the same mistakes made by senior level job seekers from across the HR profession, so many times.
If you are caught lying on your resume, it can lead to disqualification from the hiring process and tarnish your reputation.
Being able to actively contribute on business matters, offer insights, and provide perspectives beyond just people-related issues...
…beyond providing safe and pleasant work conditions and fair payment for work done, the employer should have no further involvement with the private lives of their employees.
Sharing your experiences with others can also provide perspective and help you determine the best course of action.
Too often there is a limited pool of qualified, high performance HR professionals available in the job market.
Please don't oversell your experience. I can spot B.S. a mile off, and I will rate you more for your honesty if you haven't done everything we need.
Managing day to day service delivery in addition to the enormous workload burden of pandemic crisis management was simply exhausting
Poor handling of redundancies and layoffs are classic examples of how HR can instantly be labelled as unfeeling, “two faced”, disrespectful and callous.
Ensuring engaged employees is not a fluffy HR concept, nor a passing trend, nor an intangible or immeasurable business theory.
....despite everyone’s claims of commercial savvy, we still see 2 very different camps of HR job seekers.
The interim contract and consultant market is becoming an increasingly popular route for many senior-level professionals.
HR has an unrivalled view across the organisation and regularly deals with serious and complex issues that have an impact at all levels.
...look at this CV, this person has been working for 30 years, which is longer than I've been alive!
Every HR person tells us that they're strong for relationship building, business alignment and partnering, change & project management, etc.
It's so ho-hum when you tell me that the company is committed to professional development, diversity, work/life balance