I will never forget one particular occasion many years ago taking a brief from a potential client when she looked me in the eye and said something that really took me by surprise. “Actually, Paul. More than anything, it’s crucial that you find me a Scorpio”.
I thought she was joking but she was being completely serious.
She then added, “We need a bit more bite around here. It’s hard to motivate a team of obsessive Virgos while I’m such a dynamic Piscean”!
Creating an effective team environment is vital for any business to succeed. There’s really no opportunity for personality clashes, and there’s no way that a business will achieve its targets if, for whatever reason, the team are not motivated. Read More…
A recruitment and selection policy is a statement of principles, outlining how your organisation should conduct its recruitment and selection process.
The aim of such a policy is to ensure that a transparent and unbiased recruitment and selection process is followed; one that results in the appointment of the best candidate, based solely on merit and best-fit with your organisational values, philosophy, and goals. Read More…
Editor’s Note: This is a guest post written by Megan Thomson from NSK Consultants. Her opinions are her own.
Recognising there are weak links in your team chain may sometimes be the best thing for your business. Why? Well, weak chains are often just rusty. A little bit of polish and attention and they can be just as strong as the rest. Rather than following the old hat tip of removing the apparent ‘weakest’ members of staff, there needs to be more nurturing involved in team building, starting right in management.
You may think that your team could do with some new blood, but think about your current staff first. Do you really need new staff, or do you just need to invest a little more time in those ‘passive’ employees? It is never easy to realise we have flaws in our own management skills, but there is hope for managing your passive employees to nurture a better working environment. Read More…
Today, the best talent can be located anywhere in the world. The days are long gone of needing to build your business in one central location or having all your team sitting in the office together. Pods of teams separated by partitions, whiteboards and conference rooms are fast becoming a thing of the past.
With all the communication tools and technology available today, time differences and the once all too infamous ‘tyranny of distance’ are practically non-existent.
There is absolutely nothing stopping you from building a dream team that crosses borders, time zones and language barriers. Read More…
Ooh … I can see you squirming already.
Back in the day I know (perhaps to my own detriment) that I was one of those very rare recruiters who genuinely cared more about my candidates’ future than I did about the fee up on the board or the commission cheque at the end of the month. In fact I can honestly say that I have helped more candidates through their own career transition than I have necessarily placed candidates into new positions.
Why are so many recruiters afraid to represent candidates who have either been let go or who are working through an outplacement program? Why are they almost afraid to offer outplacement or career transitioning advice?
Ah … of course … because in the contingent world the fee only comes when the candidate gets placed. How could I forget! Read More…
Boston. One of my absolute favourite cities in the USA.
What comes to mind when you think of Beantown? Is it The Red Sox? The Boston Tea Party? Faneuil Hall? Harvard? Good Will Hunting? Or perhaps it’s “Cheers” … where everybody knows your name!
Over the last few months we’ve shone the spotlight on several US cities. Not to promote them as a tourist destination but to highlight some of the country’s best talent.
For example, maybe you’ve got your eye set on one of the Top 50 C-Level Marketing Professionals in Seattle, the Top 50 Female Full Stack Developers in New York City, the Top 50 Female Front-End Engineers in San Francisco, the Top 50 Female UI/UX Designers in Austin, Texas, or the Top 50 Hadoop Developers in the Bay Area.
Today it’s Boston. One of the oldest cities in the USA, the largest in New England, and home to some very talented C-Level Sales Professionals.
Wherever you believe your ideal candidate might be ‘hiding’, at RecruitLoop, we’ve created a very specific sourcing algorithm and process to help you find them, anywhere in the world. We call it Sourcing as a Service. Sourcing is the process of identifying the specific characteristics of your ideal candidate, then finding as many people who meet that criteria as possible.
Here are the Top 50 C-Level Sales Professionals in Boston for your perusal based on their experience, qualifications and digital footprint. Read More…
Editor’s Note: This is a guest post by Julie Capuo from UK-based We do HR. Her opinions are her own.
If you’re an entrepreneur, you will find it essential to have an effective Human Resources (HR) business plan. You may have already discovered the value of a good strategic vision and overall business plan, but it’s every bit as important to ensure your HR plan is effective to secure the success of your business.
Without one, you will find your staff underprepared and not ready to work towards your organization’s goals. You will find it more difficult to hire new employees when the time comes, and you won’t be prepared for turnover and succession planning in the management of your company.
Use these five steps to avoid these problems and to see that your company is ready for whatever staffing and management issues may arise: Read More…
We all know that we seem to have more energy, are less stressed, more creative, more helpful to others and achieve more when we are happy. Yet when it comes to workplaces, the same ‘formula’ often doesn’t appear to apply. While keeping customers and clients happy has been a focus of business success for years, ensuring employee happiness has not always been such a priority.
But if we are more energised, more creative and get more stuff done when we are happy and companies want to be more productive and profitable, it follows that having happy and engaged employees is something every employer should strive for.
The growing body of research around employee engagement and the link to profitability is irrefutable – happy employees mean improved productivity and increased profits. Whether we look at entrepreneurial startups or large, established enterprises, the same holds true: People are more productive and creative when they have more positive emotions.
Positive and happy people are not only more likely to come up with a new idea or solve a complex problem that same day, but also do so the next day.
Creating a workplace filled with happy people isn’t as difficult as you might think. And it isn’t about salary increases.
In fact, research confirms that salary is never the primary reason people leave jobs – they leave jobs first and foremost because they feel under-valued or unappreciated. They feel their contribution is not valued.
This is not to say that an appropriate salary is not an important component of recognition – it is. It’s just not the most important component.
Here are 10 things you can do immediately to change the happiness level in your employees and improve your bottom line. Read More…
If you measured every metric that every article on the web suggested you should measure to confirm whether you are recruiting effectively or not, you would end up spending most of your time measuring your recruiting activities as opposed to actually recruiting!
Recruiting metrics are absolutely essential, as long as you are tracking the most relevant activities for you and your team … and your priorities can certainly shift depending on the circumstances.
From my two decades in the recruitment game, I know that unfortunately for many hiring managers (and recruiters too for that matter) the notion of recruiting metrics is often ignored or even deemed irrelevant.
What are the most essential recruiting metrics for you or your organisation? What behaviours are you hoping to create through the use of effective recruiting metrics?
For example, it’s a no brainer that the cost of every hire should be measured, but have you considered all the costs involved in a hire? Recruiter fees, whether internal or external, are straightforward. But what about the time it took the hiring manager to interview? Read More…
Editor’s Note: This is a guest post written by Helen Sabell – CEO & College Principal at The College for Adult Learning, Her opinions are her own.
The HR department remains a mystery to many. You see them when you first apply, and at every performance review afterwards. But what else do they actually do?
We all know the textbook outline of a HR professional. They search for and recruit appropriate candidates, guide employees and establish policies within the business. Ultimately, they are the gateway between an employee and their employer.
What you didn’t know is that HR professionals are also responsible for establishing and maintaining a healthy workplace culture, dealing with many sensitive situations and being just as good at administration as they are at communication.
HR professionals are the superheroes of the 9-5 workplace, and must learn to juggle all of these different responsibilities in order to drive sustainable growth for the business and enjoy the benefits of being a HR manager.
Check out these 5 unspoken responsibilities you may not have known are handled by HR. Read More…