This is the time for an Agile approach to the Mobility of Talent

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In our featured blog this week, Kevin Lyons shares his views on the Mobility of Talent and having an agile approach... Kevin is a senior HR professional at FTSE learning business Pearson, he has a career spanning Human Resources in leading companies and is a regular voice in media communicating his views regarding Human Resources trends and topics.

 

A fast changing and rapidly altering business reality and global economy, with shorter term challenges added to the mix, and a landscape of digital transformation, mean that all organisations must face the requirement for a workforce that is both agile and flexible. In addition, this requirement encompasses a workforce with the ability to mobilise to quickly meet business and marketplace needs, while also being able to develop the skills and capabilities that will future proof the organisation.

Talent mobility enables a business to rapidly meet requirements, and move key skills across areas and provide the routes for the talent to develop  So more than ever organisations will need to blend talent mobility with an agile approach. But how can they best do that?

At Pearson, where I work, the world’s learning company, we have developed a highly successful talent mobility programme. Based on short term secondments, we can move employees quickly across teams and divisions to meet resourcing needs, but also provide a key opportunity to develop talent, and break down silos by the sharing of knowledge and skills across the company

The programme is called Wave, and every employee that goes on a short term secondment, called a Wave, is a surfer, and joins the ranks of Wave surfers. This combination of achievement and recognition, blended with the experience of working in the new role, is developmental, and motivational and engaging. The Wave programme is also light on administration and highly agile and flexible.

This programme indicates a key direction of travel in the way that organisations meet the challenges of the evolving society and marketplace.

Traditional structures of talent acquisition and workforce planning are not rapid or nimble enough to meet today’s rapidly evolving business needs and the changing requirement for skills and capabilities. Equally traditional forms of development must be replaced by a greater emphasis towards learning through experience instead of seeing learning purely through the lens of training.

We are moving to an agile mobile approach to Talent that is fast and highly flexible, and so be prepared and ready!

 

Kevin Lyons is a Senior HR Manager for Pearson PLC. Kevin’s passion is Talent, and what he sees as the key pillars of inclusive Talent Management, Diversity & Inclusion combined with Learning & Development and Wellbeing. Kevin is also fascinated by the impact of technology on HR, organisations and wider society, and believes strongly in evidence based management. 

 

James Cumming is our MD, Interim and Transformation Search specialist. Please get in contact with him directly to discuss any of these topics further.

 

Empowering Success: The Indispensable Role of Employee Training and Development in Business Growth

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Employee Training: The success of an organisation hinges not only on its products or services but, critically, on the capabilities of its workforce.

Employee training stands as a cornerstone in fostering a skilled and adaptable team. It is ready to navigate the challenges of the modern workplace.

This blog explores the multifaceted aspects of employee training, delving into its definition. And, the necessity of a comprehensive training plan. We will also make considerations for a training budget, the myriad benefits of training, consequences of neglecting this crucial aspect. Also covered is the role of technology in training management, and the growing trend of employee self-service.

Defining Employee Training: A Foundation for Growth

Employee training encompasses a spectrum of activities designed to enhance an individual’s skills, knowledge, and competencies within their role. It goes beyond initial onboarding, extending throughout an employee’s tenure to ensure continuous development and alignment with evolving industry standards. This could include technical skills development, soft skills enhancement, and staying updated on industry-specific trends.

Crafting a Training Plan: Navigating the Path to Success via Employee Training

A structured and well-thought-out training plan serves as the compass for organisational growth. It outlines the specific training needs of employees. And it aligns these needs with organisational goals, and charts a roadmap for skill development. This not only aids in employee satisfaction but also enhances productivity and overall company performance.

The Strategic Art of Budgeting for Training

Allocating resources to training is an investment in the future of the organisation. A carefully crafted training budget considers the needs of various departments, and the costs associated with different training methods. But also the anticipated returns on this investment. It ensures that training initiatives are not only effective but also financially sustainable.

Unveiling the Why: Benefits of Employee Training

The benefits of employee training are manifold. It enhances job satisfaction and employee morale, leading to increased productivity. Moreover, a skilled workforce is better equipped to adapt to changes, fostering innovation and resilience. Training also plays a pivotal role in talent retention. Employees are more likely to stay with an organisation that invests in their professional growth.

The Domino Effect: Impacts of Neglecting Employee Training

Conversely, the absence of a robust training program can have severe consequences. It may result in a stagnant workforce that struggles to keep pace with industry advancements. In turn, leading to decreased efficiency and competitiveness. Moreover, employees may feel undervalued, negatively impacting morale and potentially causing an exodus of talent.

Technological Integration: Managing Training with Precision

The advent of technology has revolutionised the way training is managed. From booking training sessions to recording progress, specialised software streamlines the entire process. The question arises: should organisations embrace employee self-service in this realm? Allowing employees to take control of their training schedules fosters autonomy and can lead to increased engagement and motivation.

Empowering Employees: The Role of Online Content

In an era dominated by digital transformation, having a repository of online content is instrumental in facilitating continuous learning. Accessible at any time, this content can cover a wide array of topics, from technical skills to industry trends. However, the sheer volume of content necessitates a discerning approach to curate material that is relevant, engaging, and aligns with organisational objectives.

Conclusion: Investing in People, Investing in Success

Employee training is not a mere checkbox on a to-do list; it is an ongoing commitment to the growth and success of an organisation. From defining what constitutes training to embracing technological advancements, every aspect plays a crucial role. As we navigate the complex landscape of the modern workplace, one thing remains clear: organisations that invest in their employees through comprehensive training are not just preparing for the future; they are actively shaping it.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

How to Effectively Complete Salary Benchmarking

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Salary benchmarking is the process of comparing your organisation’s salaries to those of similar roles in the market to ensure that your compensation is competitive. Here are the best practices for effective salary benchmarking:

1. Define Job Roles Clearly:

  • Job Descriptions: Develop clear and detailed job descriptions for the roles you want to benchmark. This should include responsibilities, required skills, qualifications, and experience levels.
  • Standardise Titles: Ensure that job titles are standardised for accurate comparisons across organisations.

2. Identify Salary Benchmarking Sources:

  • Industry Surveys: Utilise industry salary surveys, reports, or studies that provide data on compensation for specific roles within your sector.
  • Government Data: Explore public databases (e.g., the Office for National Statistics in the UK) that provide wage data by occupation and region.
  • Compensation Databases: Consider using industry-leading compensation databases such as PayScale, Glassdoor, and Indeed, which aggregate salary information from various companies.
  • Recruitment Agencies: Collaborate with recruitment and consulting firms that offer salary benchmarking services tailored to your industry.

3. Assess Geographic Differences:

  • Location: Consider the geographical location of your organisation, as salaries can vary significantly based on regional cost of living and demand for specific skills. Benchmark against companies in the same location or adjust for geographic differences.

4. Analyse Total Compensation:

  • Beyond Base Salary: Evaluate the total compensation offered, including bonuses, benefits, stock options, and other incentives. Understanding the full compensation package is crucial for a comprehensive analysis.

5. Collect Data:

  • Gather Information: Use surveys, public data, and industry reports to gather salary information. You might also conduct your own survey with industry peers, ensuring confidentiality and accuracy.
  • Competitor Analysis: Research the compensation packages of direct competitors, including benefits, work-life balance, and growth opportunities.

6. Data Analysis:

  • Statistical Methods: Analyse the collected data using statistical methods to identify the average, median, and range of salaries for each role.
  • Adjust for Experience Levels: Look at how salaries vary based on experience, tenure, and education relevant to each job role.

7. Internal Equity:

  • Review Internal Salaries: Compare the benchmarking data with your current salaries to identify anomalies or inconsistencies. Ensure that your pay structure aligns with performance and contribution across similar roles.

8. Create a Benchmarking Report:

  • Summary and Recommendations: Summarise your findings in a report that highlights key insights, salary ranges, and potential adjustments needed for competitive compensation.
  • Presentation: Present the data and recommendations to leadership for review and decision-making.

9. Regularly Update Benchmark Data:

  • Ongoing Process: Salary benchmarking should be an ongoing process rather than a one-time event. Regularly update your data and revisit your compensation strategy to adapt to changing market trends.

10. Communicate Changes:

  • Transparency: If adjustments to salary structures are made, communicate these changes clearly to relevant employees, highlighting how compensation is determined and the rationale behind any adjustments.

By following these best practices, you can conduct meaningful salary benchmarking that allows your organization to remain competitive in attracting and retaining top talent.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Head of Interim, Sam Dyde. 

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

Optimising team performance

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For our featured blog this week, we caught up with Dani Bacon and Garin Rouch about their new ‘distinction podcast’ series, where they are aiming to bridge the gap between academic research and management practice. The series is based on leadership and remote working and this particular podcast is on ‘optimising team performance’.

Dani was Director of People and Business services at Investors in People, but this year has set up her own consultancy business to help organisations take a more strategic approach with their people and to make their organisations more effective and human.

Garin is an organisation development consultant, he’s been running his own practice for 10 years, but has been an OD consultant for 15 years.

There are a lot of myths around leadership practice. But there is also an enormous amount of good high-quality academic research that leaders could be using in their day-to-day practice. And that HR professionals could be advising their managers to implement on a day-to-day basis as well.

In this podcast they’re looking at teams, and what leaders can do to maximise performance. Dani and Garin have identified five specific actions that you can take away to apply to your work in optimising team performance.

 

https://www.youtube.com/watch?v=GJ18v6fCT-0

 

 

If you’d like to chat with Dani and Garin more about optimising team performance, you can contact them here.

If you would like to find out more about re:find and how we can support you and your business then please get in touch.

James Cumming is our MD, Interim and Transformation Search specialist. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn.

Job titles: the complex to the downright hilarious

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Are Job Titles Becoming Obsolete?

Job titles have long been a key indicator of a person’s status and role within a business. However, I’ve noticed a significant shift in recent years, particularly in the HR field, where job titles have become increasingly ambiguous and less standardised.

Understanding Broad Job Titles

Job titles can mean vastly different things across various businesses, which can create confusion for everyone involved. Roles like HR Business Partner and HR Director are some of the broadest in the HR sector, with a wide range of levels and responsibilities within each title. To truly understand a role’s position within a company, I’ve found that focusing on the base salary and reporting lines is often more revealing than the title itself.

Thinking ‘Outside the Box’ 

We’re now in a world where many people no longer want traditional job titles and are pushing for more innovative titles that reflect a company’s culture and values. A few businesses we’ve worked with recently have excelled in this approach, using creative titles that resonate with their employees and customers.

I recently spoke with a senior HR Director who shared an interesting perspective: if you want your people to “think outside the box,” why give them an “inside the box” job title? This idea of aligning job titles with a company’s culture and encouraging creativity is certainly gaining traction.

The Funniest We’ve Seen

Of course, some companies have taken this trend to the extreme, and we’ve come across some truly hilarious and unconventional job titles! While some of these titles may not clearly convey the role’s responsibilities, they certainly catch attention. Many are centered around the theme of making people happy, whatever that may mean 😊.

Here are some of the most unusual job titles we’ve found:

  • Director of Making People Happy and Content
  • Creator of Happiness
  • Commissioner for Happiness and Purpose Fulfillment
  • Chief Happiness Hacker
  • Happiness Wrangler
  • Snake Milker
  • Bacon Critic
  • Wizard of Light Bulb Moments
  • Recruitment Wizard
  • Sourcing Ninja

Clearly, there are no limits to creativity when it comes to job titles these days. What’s the funniest or most unique job title you’ve come across recently?

Let’s Connect!

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Director Carl Hinett

Unlocking Opportunities: Exploring HR Jobs Near Me

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Unlocking Opportunities: Exploring HR Jobs Near Me

Why is it so hard to find HR jobs near me these days? I have been in the HR recruitment market for nearly 20 years, and this is often the first question people seem to ask me.

Whether you’re a seasoned HR professional looking to take the next step in your career or someone considering a move into this dynamic field, finding the right HR job can open up a world of opportunities.

But where do you start? In this guide, we’ll explore the ins and outs of searching for HR jobs near you, offering practical advice, insider tips, and real-life examples to help you land the role that’s perfect for you.

From understanding the different roles in HR to tailoring your application for success, we’ve got you covered.

Overview of the HR Field

Given, that in today’s ever-evolving job market, the role of Human Resources (HR) has never been more critical. Human Resources (HR) is a critical function in any organisation, responsible for managing the employee lifecycle—from recruitment and onboarding to development, retention, and offboarding.

The field has evolved significantly, with HR professionals now playing a strategic role in shaping company culture and driving business results.

Why HR is a Lucrative Career Path

HR roles offer a variety of career paths, from generalist roles to specialised positions in areas such as talent management, employee relations, or organisational development. Additionally, the rise of HR technology and data-driven decision-making has made the field even more dynamic and rewarding.

Understanding the HR Landscape and How to Find HR Jobs Near Me

Different Roles in HR

– HR Generalist: Handles a wide range of HR tasks, including recruitment, employee relations, and compliance.

– HR Business Partner (HRBP): Works closely with senior leadership to align HR strategies with business goals.

– Talent Acquisition Specialist: Focuses on sourcing, interviewing, and hiring candidates.

– Compensation and Benefits Specialist: Manages employee compensation, benefits programs, and job evaluations.

– Learning and Development (L&D) Manager: Responsible for employee training programs and career development.

– Employee Relations Specialist: Focuses on managing relationships between the company and its employees, often dealing with conflict resolution.

– Example for HR jobs near me: At companies like AstraZeneca, HR roles are clearly delineated, allowing professionals to specialise and advance in their careers.

  Required Skills and Qualifications

– Key skills include strong communication, interpersonal skills, problem-solving, and an understanding of employment law. Qualifications such as a degree in HR, Business Administration, or certifications like CIPD (Chartered Institute of Personnel and Development) are often essential.

– Example for HR jobs near me: Many HR professionals in the UK pursue CIPD accreditation to enhance their credentials and career prospects but this is not a prerequisite outside of the public sector.

Emerging Trends in HR

– The adoption of HR technology, such as Applicant Tracking Systems (ATS) like Workday, and HR analytics are transforming how companies recruit and manage talent. Additionally, the shift towards remote work has led to new challenges and opportunities in managing distributed teams.

– Example for HR Jobs Near Me: Companies like Vodafone have embraced HR technology to manage their global workforce efficiently, leveraging tools like SAP SuccessFactors.

Preparing for an HR Career

  1. Educational Pathways

– A degree in Human Resource Management, Business Administration, or Psychology is often recommended. Postgraduate qualifications and professional certifications like those from CIPD or SHRM (Society for Human Resource Management) can also be beneficial.

– Example for HR Jobs Near Me: The University of Warwick and Aston University offer specialised HR courses that are well-regarded in the industry.

  1. Building Relevant Experience

– Gaining experience through internships, part-time jobs, or volunteering is crucial. Many professionals start in administrative roles or as HR assistants to build their understanding of HR operations.

– Example for HR Jobs Near Me: A student might intern at a company like BT in their HR department, gaining hands-on experience with recruitment and employee engagement.

  1. Developing a Personal Brand

– Building an online presence is essential. Maintaining a professional LinkedIn profile, participating in HR-related discussions, and showcasing expertise through articles or blogs can help you stand out.

– Example for HR Jobs Near Me: Following HR influencers like David Green or Lucy Adams on LinkedIn and engaging with their content can increase visibility.

  1. Finding HR Jobs Near Me

– Local vs. National Job Search

– Searching locally can offer the benefit of proximity and potentially better knowledge of the job market. National searches might open more opportunities but could require relocation.

– Example for HR Jobs Near Me: Someone based in Manchester might focus on local opportunities with companies like Co-op or BAE Systems while also considering nationwide positions advertised by firms like Amazon.

 Utilising Job Boards and Search Engines

Popular UK job boards for HR roles include:

– Indeed: A global job board with extensive HR job listings in the UK. https://uk.indeed.com/

– LinkedIn Jobs: A platform that not only lists jobs but also allows for networking with HR professionals. https://www.linkedin.com/jobs/

– HR Ninjas: Part of the HR community across the UK. https://jobs.thehrninjas.co.uk/

Personnel Today Jobs

– Overview: A leading job board for HR professionals, offering a wide range of job listings across various sectors.

– Website: https://www.personneltoday.com/hr-jobs

– Specialties: HR Generalists, L&D, Talent Acquisition

CIPD Career Hub

– Overview: The official job board of the Chartered Institute of Personnel and Development (CIPD), focusing on HR roles for CIPD members and beyond.

– Website: https://pmjobs.cipd.co.uk/

– Specialties: HR Generalists, HR Business Partners, Learning & Development

The HR Director Magazine

– Overview: A specialist HR job board and career advice platform, Changeboard offers listings for HR roles and insights into HR career development.

– Website: https://www.thehrdirector.com/hr-jobs/

– Specialties: HR Managers, L&D, Talent Acquisition

Simply HR Jobs

– Overview: A job board focused exclusively on HR roles, offering listings across a range of industries and job levels.

– Website: https://www.simplyhrjobs.co.uk

– Specialties: HR Administrators, HR Generalists, HR Business Partners

Networking and Referrals

– Networking is crucial in HR. Attending industry events like the CIPD Annual Conference, participating in local HR meetups (such as Disrupt HR – which we help support), and joining LinkedIn groups can help you connect with potential employers and peers.

Working with Recruitment Agencies

Below is an extensive list categorized by specialisation, including general HR recruitment firms, executive search firms, and those with a niche focus.

Executive Search Firms Specialising in HR

These firms focus on placing senior-level HR professionals and executives.

Spencer Stuart

– Overview: A global executive search firm with a strong focus on HR leadership roles. Spencer Stuart is known for placing top-tier HR executives in FTSE 100 companies.

– Website: https://www.spencerstuart.com

Egon Zehnder

– Overview: Another global leader in executive search, Egon Zehnder has a dedicated HR practice that places senior HR professionals in leadership roles.

– Website: https://www.egonzehnder.com

Odgers Berndtson

– Overview: This executive search firm has a dedicated HR practice, placing senior HR professionals in strategic roles across various industries.

– Website: https://www.odgersberndtson.com

Korn Ferry

– Overview: A global consultancy offering executive search services, Korn Ferry specializes in placing HR leaders in top companies.

– Website: https://www.kornferry.com

Russell Reynolds Associates

– Overview: A leading executive search firm with a strong HR practice, Russell Reynolds places senior HR professionals in top leadership roles.

– Website: https://www.russellreynolds.com

General HR Recruitment Firms

These firms specialise in recruiting for a wide range of HR roles across various industries and levels.

Henlee Resourcing

– Overview: A niche HR recruitment firm focusing on interim and permanent HR roles across the South West and Midlands.

– Website: https://www.henlee.co.uk

Annapurna Recruitment

– Overview: Specialising in HR, Digital, and IT recruitment.

– Website: https://www.annapurnarecruitment.com

Oakleaf Partnership

– Overview: A specialist HR recruitment agency that focuses on mid to senior-level HR roles.

– Website: https://www.oakleafpartnership.com

Morgan Law

– Overview: Specializing in public sector and not-for-profit HR recruitment, Morgan Law offers both interim and permanent placements.

– Website: https://www.morgan-law.com

Totum Partners

– Overview: A specialist in HR recruitment within professional services, Totum Partners focuses on HR roles in legal and accountancy firms.

– Website: https://www.totumpartners.com

HR Heads

– Overview: A boutique HR recruitment firm focusing on senior HR roles in the South East and London.

– Website: https://www.hrheads.co.uk

Elliot Scott HR

– Overview: A global HR recruitment firm with a strong presence in the UK, Elliot Scott HR focuses on HR roles in various sectors, including financial services and technology.

– Website: https://www.elliottscotthr.com

Hays Human Resources

– Overview: One of the largest recruitment firms in the UK, Hays offers extensive HR recruitment services, covering roles from entry-level to senior positions.

– Website: https://www.hays.co.uk

Reed HR

– Overview: Part of the Reed Group, Reed HR specialises in HR recruitment across the UK, offering both temporary and permanent positions.

– Website: https://www.reed.co.uk/jobs/hr-recruitment

Michael Page Human Resources

– Overview: A well-known recruitment agency with a dedicated HR division, Michael Page places HR professionals in various industries.

– Website: https://www.michaelpage.co.uk

Macmillan Davies

– Overview: Specialising in HR recruitment for over 40 years, Macmillan Davies is a leading firm known for placing HR professionals.

– Website: https://www.macmillandavies.co.uk

Frazer Jones

– Overview: A global HR recruitment specialist, Frazer Jones has a strong presence in the UK, placing candidates in various HR roles.

– Website: https://www.frazerjones.com

Portfolio HR & Reward

– Overview: Specialising in HR and Reward, this firm focuses on recruiting professionals for HR and compensation roles.

– Website: https://www.portfoliohrreward.com

  1. Tailoring Your Application

Crafting a Compelling CV

– A well-tailored CV should highlight relevant HR experience, skills like employee engagement, and specific achievements such as implementing a new HR system. Quantify results where possible (e.g., “Reduced employee turnover by 15% through improved onboarding processes”).

Writing a Standout Cover Letter

– Your cover letter should be customised for each application, addressing the specific requirements of the role and how your background makes you the ideal candidate. Mention any unique experiences or certifications, like managing HR projects or holding a CIPD qualification.

– Example for HR Jobs Near You: When applying for an HR Business Partner role, discuss your experience working closely with senior management and driving strategic HR initiatives.

Preparing for Interviews

– Prepare for common HR interview questions such as “How do you handle employee conflicts?” or “Describe a time you implemented a new HR process.” Use the STAR method (Situation, Task, Action, Result) to structure your responses.

– Example for HR Jobs Near You: For a Learning and Development Manager role, you might discuss a successful training program you implemented, detailing the positive feedback and increased employee productivity as a result.

  1. Navigating the HR Job Market

  Understanding Salary Expectations

– Research salary ranges for different HR roles in your area using resources like Glassdoor, Payscale, or the CIPD Salary Guide. Be prepared to negotiate based on your experience and the responsibilities of the role.

– Example for HR Jobs Near Me: In London, an HR Director might expect to earn between £120,000 and £250,000 annually, depending on the industry and company size. Whereas, in the Midlands it might vary considerably.

  Remote Work Opportunities

– The COVID-19 pandemic has accelerated the availability of remote HR roles. Use job boards like Remote.co, FlexJobs, or LinkedIn to find these positions. Highlight your experience with remote team management or HR software that supports virtual work.

– Example for HR jobs Near Me: Companies like Salesforce and Buffer offer fully remote HR roles, often with a global scope.

 Industry-Specific HR Roles

– HR roles can vary significantly across industries. For example, HR in the tech industry might focus more on rapid recruitment and onboarding, while in healthcare, there might be a stronger emphasis on compliance and employee well-being.

– Example: A HR role in the hospitality industry with companies like Whitbread would likely focus on high-volume recruitment and employee engagement in a fast-paced environment.

  1. Beyond the Job Search

  Continuous Professional Development

– Stay updated with HR trends through continuous learning. Attend workshops, webinars, or complete online courses on platforms like Coursera or LinkedIn Learning. Consider certifications like CIPD or SHRM for ongoing professional development.

– Example: Regularly attending CIPD webinars can help HR professionals stay current with changes in employment law or the latest HR technology.

  Career Growth and Progression

– HR offers clear pathways for progression. Starting as an HR Assistant can lead to roles such as HR Advisor, HR Manager, and eventually, HR Director or Chief HR Officer (CHRO). Specializing in areas like compensation or L&D can also lead to senior roles.

– Example: A professional might start as an HR Administrator at John Lewis, progress to an HR Manager role, and eventually become an HR Director. There has been some well documented examples of this.

 Building a Long-Term Career Strategy

– Plan your career by setting short-term and long-term goals. This could include gaining specific experience, earning certifications, or moving into a leadership role. Regularly review and adjust your strategy based on industry trends and personal aspirations.

– Example: An HR professional might set a goal to become a CHRO within 15 years, outlining steps like earning a master’s degree, gaining international experience, and developing leadership skills.

  1. Final Tips of Encouragement

It is important to be persistent, focus on networking, and continuous learning in finding and excelling in HR roles. Take proactive steps, such as updating their CV or reaching out to their network.

– The job search can be challenging but staying focused and leveraging resources like your network can significantly increase your chances of success.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Managing a Team when you do not have their Skills

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Managing a Team when you do not have their Skills

Managing a team whose expertise lies outside your own skill set can seem daunting. Yet, it presents a unique opportunity to lead in a way that values collaboration, learning, and mutual respect. You can easily use your strengths as a leader, even when you lack the technical skills or knowledge of your team – by following some of these simple steps:

1. Managing a Team: Emphasise Leadership Qualities Over Technical Skills:

Effective team management is less about technical know-how and more about leadership qualities. Furthermore, leadership qualities such as communication, empathy, problem-solving, and strategic thinking are absolutely critical to your role. Focus on developing those universal leadership skills. Your role is to guide your team towards a common goal, not necessarily to be the expert in the room. Managing without knowledge of the products or team tasks is normal and happens within many companies.

2. Foster a Culture of Open Communication:

Encourage open, two-way communication. Create an environment where team members feel comfortable sharing ideas and concerns. Regular team meetings and one-on-one sessions are great ways to stay connected with your team’s work and challenges. Know that by listening actively and respectfully to your team’s insights you can significantly compensate for your lack of technical knowledge.

3. Leverage the Expertise of Your Team when managing without knowledge

Acknowledge the expertise within your team. Delegate tasks to those with the most relevant skills and trust their judgement. This not only empowers your team members but also ensures tasks are handled efficiently. Recognise and appreciate their contributions, and don’t shy away from asking for their input on technical matters. Mangaging without the specific product knowledge can be an advantage sometimes too!

4. Commit to Continuous Learning:

You don’t need to be an expert, but having a basic understanding of your team’s work can be immensely helpful. Dedicate time to learn about the key aspects of their roles and the challenges they face. This shows your commitment to the team and helps you make more informed decisions.

5. Cultivate Collaboration and Teamwork:

Promote a collaborative environment where the team can work together to solve problems. Encourage team members to share knowledge and support each other. As a manager, your role is to facilitate this collaboration and ensure that everyone is working cohesively towards shared objectives.

6. Focus on the Big Picture and don’t only focus on managing without specific product knowledge

Your primary role is to align the team’s efforts with the broader goals of the organisation. Keep the focus on these overarching objectives and guide your team in understanding how their work contributes to the bigger picture. This helps in prioritising tasks and making strategic decisions.

7. Provide Clear Goals and Expectations:

To manage a team. Set clear, achievable goals for your team. Clearly articulate your expectations and how success will be measured. This clarity helps team members understand their responsibilities and work more autonomously, reducing the need for you to understand every technical detail and making managing without knowledge less of a worry.

8. Be a Facilitator and Advocate:

Your job is to remove obstacles that hinder your team’s progress and to advocate for their needs. This might include securing resources, providing training opportunities, or helping navigate organisational challenges. By focusing on these aspects, you can add significant value to your team.

Conclusion:

Being an effective team manager without having the specific skills or knowledge of the team is entirely feasible. It requires focusing on your strengths as a leader, fostering a collaborative and open environment, and continuously learning. By doing so, you can guide your team to success, all while growing and developing your own leadership skills.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Exec Search Secrets: How to Perfectly Streamline Your Hiring Journey

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Having worked in the executive search industry for nearly 20 years, I have recruited for a countless number of hiring organisation’s and their application and onboarding processes have varied significantly. Here we give away some of our Exec Search secrets and our top tips for success to Streamline Your Hiring Journey. 

As the hiring process is a complex process between employers and potential employees. With so many things happening in the hiring process, it’s essential to ensure that every step is streamlined for efficiency and clarity. Let’s explore how to make this journey smoother for everyone involved.

The Application Phase: Making a Good First Impression In You Hiring  Journey

When a potential candidate comes across your job posting or is contacted by your talent acquisition team or search partner, their first interaction with your brand begins. This phase is your golden opportunity to put your best foot forward, enticing the right candidates to engage. Here’s how to make that first impression a lasting and positive one.

Clear Job Descriptions will help to Streamline Your Hiring Journey

Your job advertisement is not just a list of tasks or qualifications – it is your company’s handshake with the potential employee. Imagine entering a room and greeting someone for the first time; that’s what your job description does.

When managing an Exec Search campaign our preference is to produce a candidate pack that fully outlines the role, the businesses strategy, the culture of the organisation and any other information that might be relevant for a particular campaign or to build an emotional connection with prospective applicants.

Detail Matters in Your Hiring Journey

Every job role has its nuances, and while you don’t want an overly lengthy description, you shouldn’t be too vague either. A clear understanding of what’s expected, where this role can have an impact and an understanding of relevant spans of control, can paint a vivid picture of the day-to-day role.

Transparency is Key During Your Hiring Journey

Being open about job prerequisites from the start saves time on both ends. If a role requires certain certifications or a specific number of years in a particular domain, make it known. This ensures only qualified candidates move forward, reducing the screening burden.

Intuitive Design is key when we thinking how to Streamline Your Hiring Journey

Ensure your application platform’s layout is intuitive. Candidates shouldn’t have to play detective to find where they need to click next. Clearly labeled buttons, a progress bar indicating how much of the application is left, and concise instructions can guide candidates smoothly.

Mobile Optimisation

A significant portion of job seekers uses mobile devices to explore opportunities. If your application platform isn’t optimized for mobile, you might be inadvertently turning away potential talent. Ensure the mobile experience is as seamless as the desktop one.

Multi-format Submissions

Everyone has their preferred way of showcasing their achievements. Some prefer traditional CVs, while others might want to link to online portfolios or LinkedIn profiles. Offering flexibility in submission formats ensures you don’t miss out on talent due to platform restrictions.

Save and Resume

Life happens. Sometimes an applicant might get interrupted mid-way. Having a ‘save and resume later’ option ensures they don’t have to start from scratch, making the process less daunting.

Immediate Acknowledgment

Senior peole are busy, when managing an Executive ssearch campaign it is paramount that once a candidate submits their application, a simple acknowledgment, like an automated email, can go a long way. It assures the candidate that their application has been received and sets the tone for future interactions.

Specificity is Key in Exec Search

Instead of merely stating that you want a “qualified” individual, what does “qualified” mean for this particular role? If it’s a managerial position, perhaps you’re looking for someone with a certain amount of team leadership experience or someone who can demonstrate having built a team previously or restructured an organisation.

For a technical role, maybe familiarity with a specific software is a must or maybe not? Sometimes you can think someone might need technical expertise but maybe you are precluding better candidates by asking for system experience when it could be learnt or maybe there are more technical team members that manage the detail.

Flexibility Matters in Your Hiring Journey

While the criteria act as a guide, it’s essential to be flexible. Some candidates might not tick every box but bring other valuable assets to the table. For instance, a candidate might lack a specific certification but has hands-on experience that can prove to be invaluable.

The Human Touch

While these tools are invaluable in handling the volume, it’s essential to recognize that a resume is a nuanced document. It narrates a person’s professional journey, their challenges, growth, and achievements. Some of these intricacies might get lost if we rely solely on automated tools.

Look Beyond Keywords in Your Hiring Journey

A candidate might not have used the exact keyword you’re searching for, but they might still possess the desired skill or experience. For instance, instead of the term “project management,” a candidate might mention they “oversaw a team to deliver a project.” The essence remains the same, even if the wording differs.

Story over Structure

Some candidates might have unconventional resume structures, or they might come from diverse backgrounds where the traditional resume format differs. Instead of discarding these at first glance, take a moment to understand the story they’re telling.

For a senior appointment you might expect that the prospective appointee will be totally at ease, however, both parties will come with hopes in interview, expectations, and a dash of nerves. The interview for any Exec Search campaign needs to be thorough.

Although it’s the company’s opportunity to get to know the candidate, it is worth bearing in mind that this is a 2 way process, and given the current challenges for sourcing talent. In my mind it is worth building in an informal meeting stage early on in th hiring process to build a relationship and to engage with any prospective candidates. This stage can be decisive, making or breaking the deal for both sides…

Structured Interviews as Part of You Hiring Journey

Just as a builder wouldn’t construct a house without a blueprint, interviewers should approach this process with a clear plan. Enter structured interviews, the blueprint of effective hiring.

Leveling the Playing Field: When every candidate is posed the same questions, it ensures consistency and fairness. It negates the possibility of biases creeping in based on a candidate’s background, appearance, or other unrelated factors.

Reliability: Research has shown that structured interviews have a better track record of predicting job performance. This is because they focus on competencies and skills directly related to the role at hand.

Comparability: As all candidates answer the same questions, it becomes easier for the hiring team to compare and contrast their responses. This ensures that decisions are made based on merit and fit rather than random factors.

Multi-tiered Approach

Think of the interview process as a funnel. At the top, you have a wide array of candidates, and as you progress through the stages, you narrow down to those who align best with the company’s needs.

Preliminary Screening: Initiating the process with a phone or video interview can be a time-saver. It provides an opportunity to assess basic qualifications, communication skills, and motivation. This ensures that only genuinely potential candidates progress further.

Layered Depth: Subsequent rounds can then delve deeper into technical prowess, cultural fit, and problem-solving abilities. This step-wise progression ensures a comprehensive evaluation without overwhelming either side.

Feedback at Every Stage: After every round, it’s considerate to provide feedback to the candidate. Even if they don’t progress further, constructive feedback can be invaluable for their professional journey.

Transparent Communication

Transparency is the cornerstone of any meaningful relationship, and the employer-candidate relationship is no different in any exec search hiring proces.

Set Clear Expectations: At the start of the interview, let candidates know the structure of the process, how many rounds they might expect, and the anticipated timeline.

Honesty is the Best Policy: If a candidate is no longer in the running, it’s more respectful to let them know rather than leaving them in the dark. This not only brings closure for the candidate but also upholds the company’s reputation.

The Offer: Sealing the Deal

The culmination of the entire hiring process rests on the offer phase. It’s the grand gesture, the moment of truth. How it’s presented can be the deciding factor for many candidates.

Quick Turnaround

In Exec Search, time is of the essence. Once you’ve zeroed in on your ideal candidate, it’s essential to act swiftly.

The longer a candidate waits for an offer, the more time they have to second-guess their decision, or worse, be wooed away by another opportunity. Swift actions not only increase acceptance rates but also show candidates that you value and prioritize them.

An offer letter is not the place for vague statements. Salary details, job responsibilities, start dates, work hours, benefits, and other essential details should be clearly spelled out. This not only sets clear expectations but also fosters trust from the get-go.

Onboarding Process

The real journey begins after the offer is accepted. Onboarding is akin to rolling out the red carpet for the new hire, ensuring they transition smoothly into their new role and environment.

Afte an Exec Search campaign completes and before a new hire steps into the office, providing them with resources can drastically reduce their first-day impact. By sending over company handbooks, access to necessary software, or even a welcome video message from the team, new hires can get a sense of belonging even before day one. It’s the equivalent of reading up on a destination before embarking on a journey.

Our top tips for onboaring success

Structured First Week

The initial days of a new job can be difficult. A structured first week can make this easier to manage. Meet, Greet, Repeat: Introduce the new hire to their colleagues, not just as a formality but to foster genuine connections. Follow this with training sessions that equip them with the skills and knowledge they’ll need in their role.

Mentorship Programs

Walking into a new workspace can feel like being the new kid at school. Having a designated mentor or buddy is like having a trusted schoolyard friend showing you the ropes.

A mentor can be the go-to person for any queries or concerns, ensuring that the new hire never feels lost or isolated. Moreover, the onboarding process is always evolving. Setting up channels for new hires to provide feedback ensures this evolution is in the right direction.

Finally, by encouraging new employees to share their onboarding experiences, you’re not only refining the process for future hires but also emphasizing that their opinions matter. It’s a simple yet effective way to cultivate a culture of openness and continuous improvement.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

Shared Services vs. BPO – who will survive?

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Shared Services vs. BPO: There has long been an argument between Shared Services and Business Process Outsourcing (BPO) – is one better than the other? There are many factors to take into account including the business objectives, the budget available and the speed that is required for the project.

BPO is the process of engaging a third-party vendor with the right skills and resources, to carry out work on your behalf.

Shared Services relates to the creation of an autonomous business unit, based on-site, which carries out these processes for multiple functions within an organisation (HR, Finance, procurement).

The services that BPO and Shared Services provide is generally to remove manual, operational and often repetitive tasks from your everyday work.

 

Shared Services vs. BPO: Business Process Outsourcing

 

BPO is often thought to be more efficient, due to it having better systems and processes. It is frequently based offshore, so labour costs and overheads can be significantly lower than having this service in-house.

Outsourcing can often be implemented quickly and more effectively, due to the experience of the resource within these companies. The transition to an outsourced model may not offset the savings you make and the increase in the quality of the work you receive.

Feedback is often that ‘BPO can be seen as ‘faceless’ or lacking the human approach’ that people sometimes want from these services and in a world where employee engagement and experience is paramount, this can cause real issues.

Shared Services vs. BPO: Shared Services

 

Shared services can be a better solution if your needs are bespoke. BPO can often be one size fits all, and if you have requirements that are specific and processes that aren’t bog standard, then a shared services model may be the best choice.

However, the implementation of a shared services function within a business can be slow and painful. More often than not this is due to lack of experience internally to deliver this and if systems, processes and data are not clean and efficient, the service will fail.

If the service fails, it can be hugely damaging to employee engagement and if people aren’t engaged to use the service, then they will revert to old habits, rendering the service useless.

Is there a place for both when considering Shared Services vs. BPO? 

 

General consensus seems to be that in the long term, only one will survive. I think there is a place for both: if you have a high volume of standard processes which need carrying out without the knowledge of internal factors or processes, then BPO is probably for you. However, if you have unique processes and you have the time, money and resources to do this properly, then shared services is the best option.

Before you decide whether to implement a BPO or Shared Services model, it’s a good idea to do a thorough diagnostic of your business and ask yourself the following questions:

  • What is the end goal is for your organisation in changing to a new service delivery model?
  • Do you have management engagement and support?
  • Are your systems, processes and data fit for purpose?

Once you have the answers to all of these questions, you should be able to make an informed decision.

 

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our guide to our Shared Services executive search please get in contact with our Managing Director, James Cumming.

 

 

How to Navigate the Complexities of Global Workforce Management

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Elevate Your HR Game: How to Navigate the Complexities of Global Workforce Management

 

In today’s globalised world, businesses are no longer confined by geographical boundaries. Companies, whether large or small, are increasingly operating on a global scale, employing talent from different parts of the world. This trend, while exciting, brings with it a unique set of challenges for Human Resources (HR) professionals. Managing a global workforce requires more than just understanding the basics of HR; it demands a deep knowledge of diverse cultures, legal regulations, and the ability to create a cohesive organisational culture that transcends borders.

Understanding Cultural Diversity

Cultural diversity is one of the most significant challenges in global workforce management. Employees from different countries bring unique perspectives, work ethics, and communication styles. For HR professionals, understanding and respecting these differences is crucial.

Cultural sensitivity training is a powerful tool that can help bridge gaps in understanding. It enables employees to appreciate different cultural norms and work more effectively with colleagues from diverse backgrounds. HR leaders should also encourage open communication and create platforms where employees can share their experiences and insights, fostering a more inclusive work environment.

Navigating Legal and Compliance Issues

Each country has its own set of employment laws and regulations. These can range from differences in labour laws, tax obligations, and employee benefits, to specific requirements regarding data protection and privacy. Navigating these legal complexities requires meticulous attention to detail.

HR professionals need to stay informed about the local labour laws in each country where their company operates. This might involve working closely with legal experts or consulting local HR professionals who understand the regional laws and customs. Compliance is not just about avoiding legal penalties; it’s about building a reputation as a fair and trustworthy employer in every market where your company operates.

Developing a Global Compensation Strategy

Creating a fair and competitive compensation strategy for a global workforce is another challenge. What might be considered a generous package in one country could be insufficient in another. Currency fluctuations, cost of living differences, and varying tax rates all play a role in determining appropriate compensation.

HR professionals must develop a compensation strategy that is both equitable and competitive. This often involves conducting regular market research to understand salary trends in different regions and ensuring that the compensation packages offered are attractive to top talent globally.

Building a Unified Company Culture

A strong, unified company culture is the backbone of any successful global enterprise. However, building such a culture across different regions is no small feat. Employees in different locations may have varying expectations and interpretations of what the company culture should be.

HR’s role is to define and communicate a clear, consistent set of values that align with the company’s mission and goals, yet are flexible enough to accommodate regional differences. This might involve creating global initiatives that promote company values, such as diversity and inclusion programs, or organising events that bring together employees from different regions to foster a sense of unity.

Leveraging Technology for Global HR Management

Technology is a vital tool in managing a global workforce management. From HR software that automates payroll and benefits administration to communication platforms that connect employees across the globe, technology can simplify many aspects of global HR management.

Investing in a robust HR Information System (HRIS) that can handle the complexities of managing a global workforce is essential. Such a system can help streamline processes, ensure compliance, and provide valuable insights through data analytics. Additionally, tools like video conferencing and collaboration software can help bridge the physical distance between teams, promoting better communication and teamwork.

My Thoughts

Navigating the complexities of global workforce management is no easy task. It requires a blend of cultural sensitivity, legal expertise, strategic thinking, and technological know-how. By understanding the unique challenges of managing a global workforce and implementing strategies to address them, HR professionals can elevate their game, ensuring that their company not only survives but thrives in the global marketplace.

As businesses continue to expand their global reach, the role of HR will become even more critical. By staying informed, adaptable, and proactive, HR leaders can successfully navigate the complexities of global workforce management and contribute to the long-term success of their organisations.

 

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

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