Your journey to a new HR role

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If you’re starting a journey to a new HR role, (or any other role!) then there are lots of things to think about.

We want to break the process down into manageable chunks, so it doesn’t feel overwhelming. So, over the next few weeks, we will be updating this page with all the things you need to consider when starting that journey to a new role.

Your personal profile

First things first – your personal profile needs to show you in the right way, your skills and experience as well as your personality. LinkedIn is the number 1 tool recruiters use, and prospective employers are likely to look at your profile, so it’s important you get your LinkedIn profile right and utilise it in your job search.

Here you can not only share your experience and skills but engage with your network and raise your personal profile.

How you can achieve an All-Star profile on LinkedIn:

  • Make sure you have a professional photo – forward-facing, clear background, smiling.
  • Headline – utilise all characters to tell people what it is that you do.
  • Summary – here is your chance to sell yourself (more on this later).
  • Add your location – so you’ll be found in searches for roles in your area.
  • Experience – list your relevant experience, with main achievements.
  • Skills – pick your most relevant skills to showcase.

Here are top tips for successful job searching on LinkedIn from Ellie Rich-Poole – the recruitment coach.

https://www.youtube.com/watch?v=4UEs-I7ESAY&t=12s

 

It’s worth checking your settings on LinkedIn to select what is shared and what people see. If you have any other social media accounts, it’s probably a good idea to check the privacy settings on there too.

 

Your CV is the other part of your personal profile which is crucial to your job search. It’s often the first thing a potential employer sees of you, so you need to make sure you get it right.

Things you can think about before writing or updating your CV include – your biggest achievements, why they should employ you, what you can bring to their company and what desirable skills you have.

  • Demonstrate your skills and experience – commercial success, problem resolution and achievements.
  • Keep it simple – your font and layout are important, simple works best.
  • Don’t be generic –
  • Check and check again for mistakes – anything from spelling and grammar, incorrect contact details or employment dates that don’t add up. It doesn’t give a great impression.
  • Keep it up to date – you should regularly review your CV, so it’s not outdated and make it specific to the roles you’re applying to.

Here are tips on how you can stand out from the crowd with a commercial and impactful CV.

 

Your summary or personal statement sits at the top of your LinkedIn profile and your CV. This should not be longer than a couple of paragraphs, succinctly showing off your strengths and aspirations. It’s important you keep to the point, market yourself well and reflect the job specification in your statement. Don’t overuse buzz words, waffle or mix the grammatical person – use either first person or third person, but not both!

Transferable skills

Don’t forget that some skills can be applied to any role or company – portable skills could have come from your current role or a past role, educational background or from hobbies or voluntary work. They might help in roles even if it is not obvious at first that they are directly relevant. Having examples of the transferable skills you’ve developed, can help to show you are right for the job.

Here are some examples of transferable skills:

Leadership – strong interpersonal skills and the ability to inspire others.

Analytical thinking – or problem-solving skills – are desired by businesses, to help solve challenges and problems within the business.

Communication – good communication skills are so important in all roles, as they contribute to smooth operations. These skills include verbal communication, written communication, listening skills, presenting, and negotiating.

Technical skills – it is important to keep up to date with technological advances, so you have at least a basic knowledge of computer systems in a digitally evolving world.

Teamwork – being strong in collaboration, relationship building, communication, motivating, problem-solving and conflict resolution are all key skills to have.

Management – this doesn’t only cover people management, but time management, project management, organisation skills and budgeting too.

All of these transferable skills are important and desired by businesses, so don’t let these be forgotten in your job search planning. Sometimes organisations will use psychometric profile testing in the process to check personality type as well as skills and ability and will measure potential as opposed to just experience.

 

Networking

Networking can be key in finding that next role, you can get a lot out of networking, whether that’s through online profiles, talking to your networking, reaching out to a wider network or attending networking events.

These points are important to bear in mind before you start networking:

  • Know what you are looking for in terms of the role, the company and the culture. Have an idea of the things that are non-negotiable and the things that
  • Use your existing network  – think about who you already know or have worked with.
  • Create profiles and keep them updated to reach a wider audience.
  • It’s always good to ask for feedback, to check you’re coming across how you want to and so you know if there are areas you can improve on.
  • Get out (or online!) to networking events.

 

If you find networking intimidating, you don’t need to – here are tips on how to navigate them effectively.

You can gain a wide range of things including:

  • Grow your self-confidence
  • Build long lasting relationships
  • Sharing ideas and creativity
  • Find new opportunites

 

There are all different kinds of networking events, so find one that suits you! We run a breakfast event – in person and online – which is informal and fun. You can find more info here.

It is worth considering setting up a profile on some of the sites below, with your up-to-date CV, plus any other important info, to broaden your network, so recruiters have a higher chance of finding you.

• Total Jobs

• CV-library

• Jobsite

• LinkedIn

 

 

Interview tips

Once you make it to the interview stage – well done, it takes some work to get here. Now make sure you do the right preparation work and smash your interview.

 

  • Make sure you do your research – get to know the business, the role and be prepared to answer questions on both.
  • Dress to impress – find out what their culture is and what is deemed appropriate.
  • Know your CV inside and out, so you can confidently and articulately talk about your background and experience.
  • Be in control – it’s not just them grilling you, you want to find out about the company and find out if it’s the right fit for you.
  • Ask good questions – it is so important to ask the right questions.
  • Practice examples to key questions and prepare your answers using the STAR model (Situation, Task, Action and Result).

 

Being resilient/dealing with rejection

Unfortunately, it won’t always go the way you want and you will get rejections, which is why being resilient in your job search is important. It is important you control what you can – and realise what you cannot. Getting feedback is always good, so you know what you can improve on.

Many things that affect resilience and that you need to factor into your quest to be more resilient include:

  • Physical energy: falls into 3 categories – sleep, nutrition, exercise.  
  • Emotional intelligence: the higher the intelligence, the higher the resilience.
  • Multitasking: has a direct negative influence on work and negatively impacts resilience.
  • Inner voice: internal commentary can be a negative force.
  • Purpose in life: high purpose in life acts as a protective factor against stress.
  • Recovery: Recovery in all dimensions, agility, physical, emotional, mental, spiritual and recovery are dependent on the creation of new individual habit.

 

You can see more about these tips from organisational psychologist and resilience expert Fran Costello here.

Resilience is closely linked with looking after yourself physically and mentally, so here are some tips on looking after your wellbeing throughout that new career journey.

 

Your wellbeing throughout

A routine is important for many people as a foundation for good mental health. These simple steps apply in all situations, but between jobs, they are even more important:

  • Start your day well – get dressed, have your normal breakfast, get ready for a working day.
  • Get some direct sunlight.
  • Stick to your regular lunchtimes and eat well.
  • Don’t sit for too long – get up regularly and go for a walk at lunchtime.
  • Even when job hunting set a time to switch off. Close your laptop, enjoy your evening, and continue tomorrow.

 

Tools that can help:

Mind – mental health charity, giving advice and support to empower anyone experiencing a mental health problem.

Headspace – a meditation app with a mission:  to improve the health and happiness of the world.

Speak to people – Speak to a family member, friend or loved one, or call the Samaritans on 116 123. Alternatively, you can text Shout to 85258 and a member of their team of crisis volunteers will call you back as soon as they can.

Here is a blog we wrote on managing stress in the workplace.

 

 

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 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.

Creating strong team culture in remote and hybrid teams

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In today’s dynamic work landscape where remote and hybrid work models have become the new norm, fostering a strong team culture is more crucial than ever.

As teams navigate through virtual spaces, the traditional methods of team building may seem outdated. But, with intentional efforts and creative strategies, building a resilient team culture in remote or hybrid work environments is not only possible but essential for organisational success. This blog explores effective tips and innovative ideas to strengthen your team’s cohesion, collaboration, and camaraderie in the digital era.

Introduction: Navigating the Challenges of Remote and Hybrid Team Building

As organisations embrace flexible work arrangements, the need for effective remote team building has never been more evident. Despite the physical distance, creating a sense of unity and shared purpose among team members is a goal that leaders can achieve with the right strategies. In this blog, we delve into practical tips and creative ideas to foster a robust team culture that thrives in virtual or hybrid work settings.

Understanding the Foundations: Clear Communication and Shared Goals

It’s essential to lay down the foundations for remote and hybrid team building. We should make clear communication and shared goals serve as the bedrock for a cohesive team culture even when members are miles apart. Establishing these foundations ensures that everyone is on the same page, fostering a sense of unity.

Tip 1: Establishing Open Lines of Communication

In a remote and hybrid environment, communication becomes the lifeline of a team. Encourage regular check-ins, video meetings, and the use of collaborative communication tools. Emphasise the importance of transparent and honest communication to build trust among team members.

Tip 2: Define and Communicate Clear Goals

Clearly defined goals provide the team with a sense of purpose and direction. Ensure that every team member understands their role in achieving these goals. Regularly revisit and reassess objectives to adapt to the evolving nature of work.

Building a Virtual Watercooler: Nurturing Social Connections in Remote and Hybrid Teams

One of the challenges of remote and hybrid work is the absence of casual interactions that occur naturally in an office setting. To recreate the camaraderie of a physical workplace, leaders must proactively create opportunities for social connections.

Tip 3: Virtual Coffee Breaks and Informal Chats

Schedule virtual coffee breaks or informal chat sessions where team members can discuss non-work-related topics. This simulates the spontaneous interactions that happen around the office watercooler, fostering a sense of community.

Tip 4: Team-Building Icebreaker Activities

Incorporate fun and interactive icebreaker activities into virtual meetings. This could include virtual games, quizzes, or team challenges that encourage collaboration and create a relaxed atmosphere.

Acknowledging Achievements: Virtual Recognition and Appreciation in Remote and Hybrid Teams

In a remote and hybrid setting, it’s crucial to celebrate successes and recognise individual and collective achievements. Acknowledging accomplishments boosts morale and creates a positive team culture.

Tip 5: Virtual Recognition Platforms

Implement virtual recognition platforms where team members can give shout-outs or recognitions to their colleagues. This not only highlights achievements but also reinforces a culture of appreciation.

Tip 6: Celebratory Virtual Events

Organise virtual events to celebrate milestones, birthdays, or team anniversaries. This could include virtual parties, themed events, or team-building exercises tailored to the remote setting.

Developing Trust in a Digital Space: Team Bonding Activities

Trust is the cornerstone of any successful team, and building and maintaining trust in a remote setting requires intentional effort.

Tip 7: Team-Building Workshops

Host virtual team-building workshops that focus on trust-building exercises. These can include activities that encourage vulnerability, effective communication, and understanding each other’s strengths and weaknesses.

Tip 8: Cross-Functional Collaboration

Encourage cross-functional collaboration by creating opportunities for team members from different departments to work together on projects. Resulting in not only enhanceing the skills but also strengthening interdepartmental relationships.

Ensuring Inclusivity: Remote and Hybrid Team Building for Everyone

In a dispersed work environment, it’s essential to ensure that remote and hybrid team-building activities are inclusive and cater to the diverse needs of team members.

Tip 9: Flexible Scheduling for Global Teams

If your team spans different time zones, consider rotating meeting times to accommodate everyone. This ensures that team members from various locations can actively participate in team-building activities.

Tip 10: Inclusive Virtual Events

Also, when planning virtual events, consider cultural sensitivities and preferences. Ensure that activities are inclusive and respectful of diverse backgrounds, fostering a sense of belonging for every team member.

Conclusion: Nurturing a Sustainable Remote and Hybrid Team Culture

Building a strong team culture in remote or hybrid work environments requires ongoing dedication and adaptability. By prioritising clear communication, social connections, recognition, trust-building, and inclusivity, leaders can create a resilient team culture that not only survives but thrives in the digital era. As the workplace continues to evolve, embracing innovative approaches to remote team building will be the key to fostering a collaborative and motivated remote workforce.

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 increase commercial awareness

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Over the last few years, you may have noticed more companies are advertising for commercial awareness when hiring prospective new employees.

I can tell you from personal experience, that lack of commercial awareness is one of the key reasons that good candidates are rejected at interview stage. “They were really great, but just lacked the commercial edge we were looking for.”

 

So what exactly is commercial awareness and knowledge, and is it something that you can learn?

 

First of all, yes, anyone can learn commercial awareness and knowledge. It does, however, take hard work and dedication to become good at it. It should be noted that commercial knowledge isn’t the same as general knowledge.

Commercial knowledge refers to a sound understanding of what a business does, how it makes its money, the market in which it operates and how you and your role can fit into it. Often this means considering things such as, how you can increase revenue or market share, customer service levels, improved productivity levels, a better and more efficient team environment, great levels of quality assurance, less waste – I think you get my drift here!

 

If you want to actively increase your commercial knowledge you can consider these top tips to help you get it right:

 

  • You must understand what a business does and have a good understanding of its competitor environment.
  • Do your research and look at their online presence e.g. Glassdoor, LinkedIn groups, Twitter, Feefo. These can give indicators of customer service levels and employee satisfaction rates.
  • Look out for important events. Are there any future projects a company is about to begin working on? What have they done in the past?
  • Be aware of how economics can affect that business.
  • Think about the challenges that a business could be facing and formulate ideas on how you can help solve them.
  • If you’re at an interview, a great way to demonstrate your commercial knowledge is to have a couple of ready-made questions prepared.

 

There is no quick fix for getting commercial awareness but by putting the effort in, potential employers will give you kudos for trying, even if you don’t get it 100% right! Good luck.

 

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.

 

What is HR?

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What is HR? The Modern Guide to Human Resources

With over 20 years of experience working in HR and as a search consultant specialising in placing senior HR professionals, I’ve seen first-hand how strategic HR can transform businesses. It’s not just about hiring and firing—it’s about creating a robust people strategy that drives business performance, fosters innovation, and ensures long-term success.

In today’s competitive landscape, HR plays a pivotal role as a strategic partner, enabling organisations to adapt, thrive, and outperform the competition. This guide delves into the critical functions of HR, the benefits of strategic HR partnerships, and how leveraging HR expertise can elevate your organisation to new heights. Whether you’re building your HR function or looking to maximise its impact, this comprehensive overview will provide valuable insights into the modern role of HR.

Human Resources (HR) is the backbone of any organisation, focusing on the management of the employee life cycle—from recruiting and onboarding to training, performance management, and even exit processes. It ensures employees are engaged, supported, and aligned with the organisation’s goals, making HR essential for driving business success and fostering a positive workplace culture.

Why is HR Important for Business Success?

Businesses depend on three primary resources: physical, financial, and human. Among these, the human resource—employees—is the most dynamic and critical. HR is responsible for nurturing this resource to achieve better profitability, stronger leadership, and higher employee engagement.

HR is more than a function; it is a strategic partner that aligns individual goals with organisational objectives. By doing so, HR ensures that businesses remain competitive, adaptable, and primed for growth in an ever-evolving market.

What Does HR Do? Key Responsibilities

HR encompasses a broad array of responsibilities, all aimed at supporting employees and driving organisational success. Here are its primary functions:

1. Recruiting and Onboarding

  • Partner with leadership to anticipate and address workforce needs, ensuring alignment with business goals.

  • Develop employer branding strategies to attract top-tier talent.

  • Oversee job postings, interview processes, and candidate assessments.

  • Facilitate seamless onboarding experiences, integrating new hires into the company culture and workflows for maximum productivity.

2. Policy Development and Compliance

  • Regularly update employee handbooks and company policies to reflect changes in employment law or internal objectives.

  • Maintain comprehensive employee records, ensuring compliance with legal requirements and supporting workforce planning.

  • Provide ongoing education and training for managers to maintain compliance and reduce risks.

3. Benefits and Compensation

  • Conduct detailed market analysis to offer competitive salary and benefits packages.

  • Manage essential benefits like pensions, sick pay, parental leave, and employee wellness initiatives.

  • Implement flexible benefits schemes to meet diverse employee needs and enhance retention.

4. Performance Management and Disciplinaries

  • Develop and implement robust performance management frameworks, ensuring continuous feedback and career development.

  • Handle workplace conflicts and disciplinary actions with professionalism and fairness, aiming for resolutions that benefit both the employee and the business.

  • Promote a culture of accountability and continuous improvement, ensuring team alignment with company objectives.

How Does HR Support Employees?

HR plays a pivotal role in creating a positive and productive workplace. Here are some of the ways HR supports employees:

Career Development

  • Define clear career paths to keep employees motivated and focused.

  • Provide regular check-ins and mentorship to help employees reach their full potential.

  • Identify high-potential employees and create succession planning initiatives.

Learning and Development

  • Organise training sessions and development programs to upskill employees.

  • Support certifications and workshops that align with individual career goals and organisational needs.

  • Develop leadership programs to prepare employees for future managerial roles.

Employee Wellbeing

  • Promote physical and mental health through tailored wellbeing initiatives.

  • Offer resources for work-life balance, including flexible working arrangements and counselling services.

  • Foster inclusivity and belonging through diversity, equity, and inclusion (DEI) programs.

Leadership Development

  • Train and mentor future leaders to strengthen management capabilities across the organisation.

  • Provide support for managers to effectively lead their teams and drive results.

  • Leverage leadership analytics to identify and develop key leadership competencies.

When Do Companies Need HR?

1. Rapid Growth

  • HR helps businesses scale effectively by managing recruitment, onboarding, and workforce planning during periods of expansion. A well-structured HR function ensures that the organisation attracts top talent, integrates them seamlessly, and prepares for future challenges. Without HR, rapid growth can lead to inefficiencies, employee dissatisfaction, and a misalignment of business objectives.

2. Legal Compliance

  • Staying updated on employment laws and regulations is critical, and HR ensures the organisation remains compliant. Non-compliance can result in hefty fines, lawsuits, and reputational damage. An HR department acts as the gatekeeper of legal adherence, ensuring contracts, workplace policies, and practices meet current standards.

3. Managing Workplace Issues

  • As organisations grow, so do employee concerns. HR mediates disputes, fosters a positive work culture, and prevents costly conflicts. By addressing workplace grievances effectively, HR not only protects the organisation from potential legal action but also nurtures employee trust and loyalty, creating a cohesive and motivated workforce.

Strategic Benefits of Working with a Dedicated HR Business Partner

A strategic HR business partner offers tailored expertise, aligning HR functions with the overarching goals of your organisation. This partnership provides numerous advantages:

  • Improved Workforce Planning: HR business partners analyse workforce trends, ensuring the right talent is in place to meet business objectives.

  • Enhanced Employee Engagement: By implementing targeted engagement strategies, HR partners create a motivated and committed workforce.

  • Risk Mitigation: Strategic HR partners proactively address legal compliance and workplace issues, reducing risks and protecting the organisation.

  • Data-Driven Insights: Utilising advanced HR analytics, they provide actionable insights to inform strategic decision-making.

  • Stronger Leadership Development: They identify leadership gaps and implement programs to build strong, future-ready management teams.

  • Scalability: HR partners ensure that HR infrastructure and policies scale seamlessly as your business grows.

What is HR Management?

Human Resource Management (HRM) is a strategic approach to managing people within an organisation. Its primary focus is on creating value through a motivated, skilled, and satisfied workforce.

Core Functions of HRM

Managerial Functions

  • Planning: Forecast workforce needs to align with business objectives.

  • Organising: Structure teams and workflows to maximise efficiency.

  • Directing: Ensure employees are focused on achieving organisational goals.

  • Controlling: Monitor performance and implement corrective actions when needed.

Advisory Functions

  • Advise leadership on employee engagement strategies and morale improvement.

  • Provide department heads with guidance on recruitment, performance appraisals, and talent retention.

HR Tech: The Game-Changer

The rise of HR technology has revolutionised the way organisations manage their workforce, enabling more efficient, data-driven, and employee-focused processes. Tools such as applicant tracking systems (ATS) streamline recruitment workflows, employee engagement platforms provide real-time insights into workforce morale, and performance management software offers detailed analytics to identify and reward high-performing individuals.

During the pandemic, HR technology became a cornerstone of business continuity, facilitating essential functions like remote work, virtual recruitment, and online training programs. This period demonstrated the critical role technology plays in fostering adaptability and resilience in businesses. Today, the integration of advanced solutions such as artificial intelligence (AI) and predictive analytics within HR tech further enhances decision-making, allowing organisations to forecast workforce needs, personalise employee experiences, and mitigate potential risks.

Key players in the HR technology space, such as Workday, SAP SuccessFactors, and BambooHR, continue to lead innovation by providing comprehensive platforms that support end-to-end human resource management. Their tools have transformed the HR landscape, helping businesses not only optimise operations but also foster a culture of continuous improvement and employee satisfaction. As technology advances, the synergy between digital tools and human expertise remains essential for building workplaces that thrive in a competitive and evolving environment.

Why Choose re:find?

At Re:find, we specialise in placing senior HR professionals and helping organisations build exceptional people strategies. With over 15 years of experience, our MD, James Cumming, has a proven track record of finding niche HR talent. Connect with James on LinkedIn here or get in touch with us to learn how we can support your business.

Why partner with re:find?

  • Proactive Search: We don’t just post job ads—we headhunt the top 5% of candidates who match your needs, even those who aren’t actively looking.
  • Deep Sector Expertise: From consumer goods to defence and digital transformation, our experience spans multiple sectors and complex industries.
  • Proven Track Record: We’ve placed senior leaders and specialists in roles that others struggled to fill, ensuring our clients can continue driving success.
  • Broader Talent Management Services: Beyond recruitment, we support organisations with transformation, restructuring, and leadership challenges, providing a full lifecycle solution.

Whether you’re looking for a strategic leader or a niche specialist, we delivers results.

Visit refind.co.uk to explore our services or book a consultation today.

Struggling to fill a critical role? Need support with hard to find talent? Don’t let it hold your business back.

Contact our Managing Director James Cumming at re:find today to discover how we can help you find exceptional talent, fast.

Visit refind.co.uk or call us on 0121 314 0350 to schedule a consultation. Let’s take the stress out of recruitment and get your team back on track.

Extracting Wisdom: A Reflective Guide on Learning from Mistakes

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As we usher in a new year, it’s opportune to reflect on the past and, more importantly how can we Learn from Mistakes. Acknowledging and learning from these missteps is a crucial aspect of growth for individuals and organisations alike. In this comprehensive guide, we’ll delve into the significance of retrospection, explore common business pitfalls, and outline actionable strategies to turn past mistakes into steppingstones for success.

The Value of Reflection: How to Learn from Mistakes

  1. Self-Awareness and Growth: Reflecting on mistakes fosters self-awareness. It’s the cornerstone of personal and professional growth, offering insights into areas that need improvement.
  2. Building Resilience: Mistakes are inevitable in the business landscape. Learning from them builds resilience, equipping individuals and organisations to navigate challenges with greater agility.
  3. Enhanced Decision-Making: By analysing past mistakes, leaders gain valuable lessons that inform future decision-making. This iterative process contributes to a more strategic and informed approach.

Common Business Issues: Learn from your Mistakes by Identifying Patterns and Pitfalls

  1. Inadequate Planning can lead businesses to often stumble. This could involve insufficient market research, unrealistic financial projections, or an incomplete understanding of customer needs.
  2. Poor Communication can lead to misunderstandings, missed opportunities, and even damaged relationships with clients or team members.
  3. Ignoring Feedback from customers, employees, or industry trends, will result in missed opportunities for improvement and innovation.
  4. Lack of Adaptability in a rapidly evolving business landscape, the inability to adapt to change can be a significant hurdle causing businesses to become absolute.

Strategies for Learning from Mistakes: Turning Setbacks into Success

  1. Conducting a Comprehensive Post-Mortem: Analyse the root causes of mistakes through a structured post-mortem process. This involves identifying what went wrong, why it happened, and how similar issues can be prevented in the future.
  2. Fostering a Culture of Accountability: Cultivate a workplace culture where accountability is emphasised. This encourages team members to take ownership of their mistakes, fostering a proactive approach to learning and improvement.
  3. Implementing Continuous Improvement Practices: Establishing processes for continuous improvement ensures that lessons from mistakes are actively applied. Regularly review and update strategies based on insights gained from past experiences.
  4. Encouraging Innovation Through Failure: Embrace a mindset that views failure as a part of the innovation process. Resulting in a process that when mistakes occur within the pursuit of new ideas, they become valuable learning experiences that contribute to future success.

Learn from Mistakes: The Leader’s Journey

  1. Embracing Vulnerability: Leaders who openly acknowledge and learn from their mistakes set a powerful example. This vulnerability fosters trust and encourages a culture of openness within the organisation.
  2. Seeking Mentorship and Guidance: Leaders can benefit from seeking mentorship to gain insights from those who have navigated similar challenges. Learning from the experiences of others can provide valuable perspectives.
  3. Striking a Balance Between Risk and Caution: Successful leaders recognise the importance of taking calculated risks. If we are learning from mistakes and also understanding when caution is warranted, this ensures a balance between risk and prudence.
  4. Prioritising Self-Reflection: Allocating time for regular self-reflection allows leaders to gain a deeper understanding of their decision-making processes and areas for improvement.

Conclusion: A Roadmap for Success Through Reflection

Learning from mistakes is not just a means of avoiding future pitfalls; it’s a powerful strategy for growth and success. By valuing reflection, identifying common business mistakes, and implementing strategic learning strategies, individuals and organisations can transform setbacks into stepping stones. In the ever-changing landscape of business, the ability to learn from mistakes is a skill that distinguishes those who thrive from those who merely survive. As we embark on a new year, let us carry forward the wisdom gleaned from the past, charting a course towards a more resilient and prosperous future.

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.

When and how to Set Strategic Objectives

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Setting strategic objectives is a fundamental aspect of effective leadership, providing a roadmap for organisations and individuals to achieve their goals. In this comprehensive guide, we will delve into the essence of objectives, exploring their significance, benefits, and the strategic considerations behind their formulation. If you are steering a business or seeking personal development, understanding how to articulate, assess, and align objectives is key to your success.

Understanding Objectives: What Are They and Why Do We Have Them?

Objectives are specific, measurable, achievable, relevant, and time-bound (SMART) targets that guide actions and decisions. Those objectives will then serve as the building blocks of success, offering clarity and direction to both leaders and their teams.

  1. Clarity of Purpose: Objectives articulate the purpose and direction of an organisation or individual. They answer the fundamental question: “What are we trying to achieve?”
  2. Motivation and Focus: Clear objectives motivate individuals by providing a focal point for their efforts. This helps everyone understand their role in achieving a common goal, collective motivation and focus increase.
  3. Measurement and Evaluation: Objectives offer a measurable framework for evaluating progress. They provide benchmarks against which performance can be assessed, aiding in the identification of strengths and areas for improvement.

The Benefits of Setting Objectives

Setting objectives yields a plethora of benefits for leaders, teams, and individuals alike. Let’s explore these advantages:

  1. Alignment of Efforts: Objectives align everyone towards a shared purpose, fostering collaboration and synergy within the team or organisation.
  2. Enhanced Decision-Making: Clear objectives provide a basis for informed decision-making. Leaders can assess options against established goals, ensuring choices are in line with the overarching strategy.
  3. Improved Performance: Objectives set performance expectations, motivating individuals to achieve their best. Regular assessment against objectives helps identify and address performance gaps.
  4. Adaptability: If we plan well-structured objectives, this allows for adaptability in a dynamic environment and helps leaders to pivot their strategies while ensuring alignment with the ultimate goals.

Strategic Objectives: The Backbone of Organisational Success

Strategic objectives form the backbone of organisational success, guiding long-term planning and decision-making. Here’s how leaders can develop and articulate strategic objectives effectively:

  1. Alignment with Mission and Vision: Strategic objectives should align seamlessly with the organisation’s mission and vision, ensuring a cohesive and purpose-driven approach.
  2. SMART Criteria: Apply the SMART criteria to strategic objectives, ensuring they are Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures clarity and accountability.
  3. Prioritisation: Prioritise objectives based on their impact on the overall strategy. This ensures that resources are allocated efficiently to achieve the most critical goals.
  4. Stakeholder Involvement: Involve key stakeholders in the development of strategic objectives to gather diverse perspectives and foster a sense of ownership among the team.

Crafting Effective Strategic Objectives: The Art of Wording

The language used in articulating objectives plays a crucial role in their effectiveness. Here are some tips for crafting objectives with precision and impact:

  1. Use Action Verbs: Begin objectives with action verbs that clearly convey the intended outcome. An example of this when talking about improving on the Market Share, we could say “Increase market share by 10%” which is more impactful than “Improve market share.”
  2. Be Specific and Concrete: Avoid vague language. Specify exactly what needs to be achieved and provide quantifiable metrics for success.
  3. Consider Stakeholder Perspectives: Craft objectives that resonate with stakeholders. Understand their priorities and concerns, tailoring objectives to address shared goals.
  4. Ensure Clarity: Objectives should be easily understood by all stakeholders. Ambiguity can lead to confusion and hinder progress.

Assessing Strategic Objectives: Monitoring Progress and Driving Improvement

The journey towards achieving objectives doesn’t end with their formulation. Regular assessment and adaptation are critical components of successful objective management:

  1. Establish Key Performance Indicators (KPIs): Define KPIs aligned with each objective to quantitatively measure progress. These indicators serve as benchmarks for success.
  2. Frequent Evaluation: Regularly assess progress against objectives. This can involve weekly check-ins, monthly reviews, or other cadences, depending on the nature of the objectives.
  3. Adaptability: Be prepared to adapt objectives in response to changing circumstances. Flexibility is essential for overcoming unforeseen challenges.
  4. Celebrate Achievements: Acknowledge and celebrate milestones and achievements along the way. This fosters a positive work culture and motivates individuals to persist in their efforts.

Business Objectives vs Employee Objectives: Bridging the Gap

While business and employee objectives may seem distinct, aligning them is crucial for overall success. Here’s how leaders can bridge the gap:

  1. Clear Communication: Clearly communicate how individual employee objectives contribute to broader business goals. This enhances understanding and motivation.
  2. Alignment of Incentives: Align incentives to ensure that achieving individual objectives aligns with the success of the business. This creates a mutually beneficial relationship.
  3. Regular Feedback: Provide regular feedback to employees on their performance against objectives. This helps them understand their impact on the organisation and course-correct if necessary.
  4. Encourage Collaboration: Foster a collaborative environment where employees can see how their contributions fit into the larger organisational picture. This enhances teamwork and collective success.

Conclusion: Empowering Leadership Through Effective Objective Setting

In conclusion, effective leadership involves mastering the art of objective setting. Whether guiding a business or personal development, the ability to articulate, assess, and align objectives is paramount. By understanding the significance of objectives, embracing strategic thinking, and fostering adaptability, leaders can steer their teams towards success. Objectives serve not only as a roadmap but as a source of motivation and collective purpose, propelling individuals and organisations towards their fullest potential.

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.

Create a Learning Culture for Continuous Professional Development

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Building a learning culture for ongoing professional development isn’t a luxury; it’s a must have for modern companies. It demands committed leaders and agreement that learning is an ongoing journey, not merely a stop gap. This type of outlook will hugely benefit an company’s resilience, adaptability, and sustained growth.

Benefits of a Robust Learning Culture:

  • Adapting to Change: With updated technology these days, and changing market dynamics, your approach to change becomes so important. Your learning culture should allow your staff to continually update their skills.
  • Attracting and Retaining Talent: Modern workers, notably millennials and Gen-Z, value personal growth. Learning-centric companies are more attractive to top talent.
  • Boosting Innovation: Encouraging employees to learn and explore can introduce fresh ideas, creating innovation.
  • Enhancing Performance: Ongoing learning will boost employees’ skills and knowledge, increasing productivity, and performance.

Components of a Learning Culture:

  • Openness to New Ideas: A true learning culture fosters curiosity, letting employees voice innovative ideas without fear.
  • Encouraging Failure: Embracing failure, as odd as it sounds, is crucial. Fear-free employees tend to take risks and find more innovative solutions.
  • Continuous Feedback: Constructive feedback helps staff recognise development areas. Frequent feedback blends the learning into daily workflows.
  • Learning Resources: Provide online courses, training sessions, books, or meetings, to support the learning objective.
  • Rewarding Learning: Recognising those keen to learn and grow, be it through promotions, bonuses, or simple appreciation, is powerful.

Cultivating a Learning Culture:

  • Leadership Role: Leaders set the tone. Their engagement in learning marks its significance.
  • Defined Objectives: Setting clear goals, be it driving innovation or upskilling staff, can steer your approach.
  • Diverse Learning Resources: Cater to unique employee needs, offering a mix of online courses and meetings.
  • Psychological Safety: Staff should feel secure stating their opinions and making mistakes.
  • Collaboration: Group learning or brainstorming can deepen understanding through diverse perspectives.
  • Daily Learning: Integrate learning into everyday routines, from short breaks to dedicated skill exploration sessions.
  • Measuring Impact: Use feedback and metrics to gauge your strategy’s success, adjusting as needed.
  • Sense of Purpose: Learning lets employees grasp their role’s ‘why’, boosting engagement.
  • Empowerment: Knowledge arms staff to tackle challenges, elevating their participation.
  • Variety: Continuous learning breaks monotony, keeping roles exciting.
  • Personal Growth: Continuous learning equips employees with new skills, from mastering software to understanding market trends adding to the success of the learning culture.
  • Ownership and Autonomy: Engaged employees, seeing personal growth, are likelier to own their learning journeys.
  • Peer Influence: Engaged staff can inspire colleagues to start their learning paths.
  • Collaboration and Networking: Continuous learning can foster networking and collaboration.

Strategies for Continuous Learning:

  • Personalised Learning Paths: Align learning with individual goals and organisational objectives.
  • Blend of Formal and Informal Learning: Promote formal, and informal, courses and mentorship programmes as part of your learning culture
  • Recognition and Rewards: Celebrate employees’ learning achievements.
  • Feedback Loops: Regular feedback aligns learning initiatives with needs.

Conclusion:

In today’s evolving corporate landscape, continuous learning stands at the crossroads of employee engagement and growth. it’s about cultivating an environment where employees contribute effectively to organisational successes. Investing in continuous learning is an investment in employees’ aspirations and future, fostering a virtuous cycle of success and evolution.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

We have been in Executive Search for over 20 years and take pride in building enduring relationships with our clients, consistently providing ongoing support and advice to help them find and retain the best talent for their organisation.

We offer bespoke recruitment solutions tailored to cater to the specific needs of each client because every organisation possesses unique characteristics.

Do you need assistance with a single hire? Do you need support for a comprehensive recruitment campaign? We stand ready to assist.

For more information on our executive search practice and our CCS framework please contact our Managing Director, James Cumming.

The importance of networking

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Networking – it’s a word that can make people recoil, yet we all know the importance of having a strong business network and how much it can benefit you and your company. So why so much negativity?

I guess it doesn’t help that we’ve all heard the networking horror stories – or had to suffer some personally!

Too salesy

There are always the few people who are super salesy and just attend to get their business cards out to as many people as possible without even bothering to get to know them. Or the ones who introduce themselves and immediately launch into their 5-minute pitch before asking, ‘And tell me what exactly you do?’

Lacking in the manners department

Some people don’t seem to have any manners at networking events, charging up to a group who are deep in conversation, to butt in with their introduction. Whilst others stand in the corner on their phone and make no attempt to introduce themselves at all!

Choosing terrible subjects to discuss

I’ve cringed listening to some people talk, apart from the salesy chat, there are other definite no-go’s when it comes to networking conversations.

Number 1 is politics! Just don’t do it.

I’d also steer clear of any offensive jokes or anything too personal, to avoid an awkward situation.

Finding the right event

Having said all of that, if you find the right networking event to go to, then it can be enjoyable, fun and beneficial. Meeting people and growing your network opens up opportunities for you and your business.

You might get direct business, you might not – but don’t forget it’s not just about that. Extending your network and making friends also gives you the chance to get help or advice from your peers, get invites to other events to meet more likeminded people or get referrals. You never know, it might lead to business, but it may not be until a year down the line, so you must think long term.

Thursday Brunch

We run a ‘Thursday Brunch’ breakfast networking event, with guests being interviewed on specific subjects, whilst cooking. It’s informal and relaxed and a fun environment to meet great people, have fun and take away some useful information. If this sounds like the sort of event you’d like to join, you can sign up here: https://buff.ly/303KcE9

To have a chat about your executive search, contact me at carl@refind.co.uk.

You can view more about Carl Hinett our Executive search of HR professional’s specialist here.

Want to hear more about our senior HR and Shared Services professionals golf society? Sign up here.

Recruiting in the age of a Skill Shortage: Strategies and Solutions

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Quite often we experience times in our business where we have a skill shortage within a department, or some very niche skills are missing, or even sometimes companywide skillsets are missing.

This will happen now, and in the future. It’s part of business. However, there are considerations we can make to minimise this and look at many ways of upskilling, finding skills and nurturing skills.

Here are some of my thoughts on how we can best tackle this challenge.

Skill shortage is more than just a buzzword. It represents a widespread challenge affecting businesses and the entire economy. But what does it mean when the demand for certain skills outpaces their supply in the workforce? And how can businesses adapt?

We can attribute skill shortage to several interconnected reasons:

Technological Surge

Rapid technological advancements this century require businesses to seek experts in emerging fields. However, there’s a lag in education, leading to a skills gap.

Changing Industry Dynamics

With industries constantly evolving, the skill sets they demand also undergo transformations. For instance, with the green revolution in energy, there’s a burgeoning demand for solar technology experts – a demand that was comparatively muted two decades back.

The education landscape might sometimes focus on certain areas, believing them to be more market relevant. This inadvertently leads to an abundance of some skills and a deficiency in others.

The repercussions of these intertwined factors are palpable. Companies often find themselves allocating more resources to talent acquisition. But this risks settling for employees who may not necessarily align with their precise needs. Such compromises can, in turn, impact operational effectiveness.

Building Employer Brand

Far from being a fleeting trend, the employer brand stands as a linchpin in a company’s talent acquisition strategy. Think of it as the company’s persona in the vast job market. It’s what makes a prospective employee think, “This is where I want to be.”

A potent employer brand doesn’t just garner interest; it attracts the right kind of interest. Candidates who find alignment with the company’s ethos, its culture, and its outlook are naturally more inclined to apply. This synergy usually results in better role compatibility and diminishes employee attrition.

To nurture such a brand, here are some strategies:

Employee Voices: Nothing speaks louder about a company than the voices of its own employees. Authentic testimonials from them, especially when showcased on platforms like LinkedIn or the company’s official portal, can offer a realistic glimpse into the company’s culture. Often, these authentic insights overshadow even the most polished marketing campaigns.

Narratives of Growth: Stories highlighting an employee’s evolution within a company can be incredibly influential. Be it an account of swift upward mobility or a tale of role transition and skill acquisition, such narratives spotlight the myriad growth avenues within the enterprise.

Engage in Community Initiatives: A company’s active involvement in community or philanthropic endeavours not only adds to its goodwill but also amplifies its brand image. Such gestures accentuate the company’s commitment beyond profits, resonating with a large pool of potential employees.

Rethinking Job Requirements

In the modern job market, focusing primarily on degrees and years of experience seems increasingly outmoded. The problem with this method is its inherent narrowness. Many prospective candidates get overlooked merely because their credentials don’t fit the brief.

Here’s how businesses can pivot:

Highlight Transferable Skills

Not all skills are industry specific. For instance, a project manager in the tech world might be well-versed in skills like team leadership, efficient time management, and juggling multiple tasks — skills that are just as crucial in, say, a healthcare setting. By recognising and valuing these adaptable skills, companies can access a more varied talent base and fix all skill shortages.

Value Potential Over Pedigree

It’s high time companies moved past an over-reliance on qualifications and past job titles. Instead, the emphasis should be on evaluating a candidate’s potential. Attributes such as inquisitiveness, enthusiasm, and a keenness to learn often give a better sense of how an individual will adapt and flourish in a role. Some, if not most, of the required attributes can easily be honed to fix the skill shortage.

Broaden Skill Perspectives

While technical expertise is undoubtedly essential, soft skills shouldn’t be sidelined. Qualities like efficient communication, analytical thinking, and a capacity to adapt are often paramount, especially in roles that require collaboration or direct consumer engagement. Recognising the significance of these skills can lead to better team cohesion and improved client relationships.

Collaborations with Education Partners to fix the skill shortage gap

An innovative way to bridge the skills gap is for businesses to join hands with educational bodies. By fostering collaborations with universities, colleges, or vocational schools, companies can play an active role in shaping the curriculum to mirror industry requisites. This alliance also opens doors for real-world experiences for students through internships, workshops, and guest sessions, enabling them to gain a better grasp of market demands.

Furthermore, these ties facilitate early identification of burgeoning talent. Companies can potentially scout and secure promising candidates even before they step into the professional world, ensuring a steady influx of adept talent.

Internal Talent Development

The quest for talent need not always be outward. Sometimes, the solution lies within. Especially when the sought-after skills are so specialised that the external talent landscape is barren, it makes more sense for companies to focus on upscaling their current team.

By initiating consistent training programs, workshops, or even courses, businesses can ensure their teams are always abreast of the latest trends and techniques. This not only bridges the prevailing skill void but also improves employee morale. When employees see their organisation actively investing in their progression, it fosters loyalty. And, if you have people already working for you that can solve the skill shortage why wouldn’t you use that talent first?

Benefits of Remote Work

The digital revolution has redefined traditional work paradigms. A substantial chunk of jobs today can be executed remotely, effectively erasing geographical constraints. For businesses, this means an opportunity to tap into a global talent reservoir. This becomes particularly invaluable when a specific skill set is scanty locally but plentiful elsewhere.

Apart from the evident advantage of a broader talent spectrum, the remote working model also brings along other rewards. These include notable savings on operational overheads and heightened employee contentment, as the autonomy and flexibility associated with remote work are highly prized by many professionals today.

Redefining Compensation Packages

When it comes to hiring and retaining top talent, the power of compensation cannot be overstated. Yet, compensation is not merely about the salary number that appears on the monthly pay cheque. In the modern workplace, it embodies a comprehensive package that includes base salary, performance bonuses, and a range of benefits. These can range from health insurance to retirement savings plans, and even extend to intangibles like work-life balance and growth opportunities.

Let’s talk specifics: a competitive salary can be the initial magnet that attracts talent. But what keeps employees anchored are the additional perks. Think of health insurance not just as a box to tick, but as a signal to the employee (and their family) that their well-being is a priority. Similarly, a retirement savings plan goes beyond current compensation—it symbolises an investment in the employee’s long-term prosperity.

Additionally, making room for professional development—like offering workshops, courses, or tuition reimbursement—shows employees that their growth and the company’s growth are aligned. This embodies a sense of loyalty and reduces turnover, positioning the company as an employer of choice for professionals who are ambitious about their career path.

 

Harnessing Tech in Recruitment

The impact of technology on talent acquisition is both deep and wide-ranging. Platforms such as LinkedIn, Glassdoor, and industry-specific job boards have forever changed the dynamics between employers and job seekers. These platforms are more than just digital billboards for job openings; they are dynamic ecosystems rich in data, analytics, and network connections.

However, leveraging these platforms effectively requires nuance. A job posting should not just be a laundry list of responsibilities and requirements. It should also be a narrative that gives potential candidates a glimpse into the company’s culture and values. A well-crafted job description will attract not just applicants, but the right kind of applicants.

Further, technology offers analytical tools that can scrutinise hiring metrics, revealing trends and efficiencies—or lack thereof. Armed with these insights, companies can refine their recruitment strategies, enhance their targeting precision, and even predict future hiring needs. This is an opportunity not to be missed to help you with your skill shortage.

The Role of Employee Referrals

Employees are more than just cogs in the company machine; they are ambassadors who carry a deep understanding of the company’s strengths and weaknesses. They have a firsthand understanding of the work culture, what it takes to succeed, and what areas might need a little sprucing up. Given this, who is better to recommend other candidates than current employees?

Employee referral programs essentially incentivise this process. They turn employees into scouts on the lookout for new talent within their own networks. By offering incentives for successful hires, companies not only enrich their talent pool but also increase engagement and satisfaction among existing staff.

This strategy tends to offer three main benefits: faster hiring cycles, because candidates come pre-vetted to some extent; reduced hiring costs, as companies can sidestep at least some advertising and screening expenses; and a more harmonious work environment, as new hires often integrate more smoothly when they have a pre-existing relationship with current employees.

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 contact our Managing Director, James Cumming.

Do your recruiting and interviewing skills have an unconscious bias when it comes to diversity?

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Creating diverse teams requires most functions in a business to play an equitable role. But how do recruiters and talent and hiring managers – internally and externally – ensure that candidates experience a fair process, that is free from all conscious and unconscious bias?

Identifying your biases

The reality is we all have biases and are prejudice in some way. Intentional and non-intentional. Known and unknown. Seen and unseen. The Implicit Association Test (IAT) was created by a group of scientists who, through a long-term research project at Harvard University, aim to measure people’s preferences for certain social groups over others. How it works is simple: you are given two sets of pictures and two lists of words with positive and negative associations. The pictures and words flash at random on a screen, and you make your selections when the words flash up at the same time as one of the sets of pictures. The Guardian newspaper reported that “more than 4.5 million people have taken some version of the test online, and the data collected so far indicates that the majority of us have a slight preference for our own race, and that more than 80% of us have a bias against the elderly.”

Eliminating biases from your decision making

If we as human beings hold recognised preconceptions against groups or associations, how much more do our conscious or unconscious biases impact our decision making as professionals in the workplace?

For recruiters, hiring managers and talent leads who speak to candidates, our decisions should be free from prejudgment. A candidate’s suitability for a role should authentically be based on:

  • The required skills for the role.
  • Their achievements.
  • The value they could bring value to the role and the team.
  • Their passion and motivation for applying to the company.

 

Candidates cannot identify biases when being interviewed, but it is up to us as decision makers to ensure that we regularly do self-assessments to safeguard that our interview and recruiting methods allow us to present a diverse pool of candidates for the roles that we fill.

As a LinkedIn Learning Author Dr Tana M Session says that despite our best efforts, bias is a contributing factor in our decision-making. She even goes on to say that unconscious bias is even more precarious, as we are often unaware that it is a factor in our decisions. In her course, “Uncovering Unconscious Bias in Recruiting & Interviewing,” Dr Session walks you through how to define a number of unconscious biases, as well as how the biases can impact your decision-making and how you can combat them when recruiting and hiring qualified candidates.

 

Takeaways

By the end of her course – which you can take on LinkedIn for free – you should walk away with an understanding of:

 

  • The purpose and benefits of a panel interview and an interview scorecard in the recruiting and interviewing process.
  • Apply appropriate actions to minimise bias used in recruiting and interviewing.
  • Distinguish the impact different biases have on the recruiting and interviewing process.
  • Determine the key factor for negating bias in decision-making.

If you find the course to be of value to you, why not share the course with your recruiting teams? Open discussions about the course could provide an opportunity to have viable conversations that create positive solutions, to strengthen the interviewing and recruitment systems processes in your company.

 

To discuss further, please get in contact with our Managing Director, James Cumming.