What is HR SSC – Streamlining HR Operations

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Introduction

HR SSC: In the fast-paced world of modern businesses, managing human resources efficiently is vital to ensure a thriving workforce and overall success, so, what is HR SSC? One approach that many organisations in the have adopted to streamline HR operations is the establishment of a Human Resources Shared Services Centre (HR SSC). This article explores the significance and functions of an HR SSC, offering insights from various reputable sources to shed light on its impact on enhancing efficiency within HR departments.

https://refind.co.uk/everything-you-need-to-know-about-shared-services/

What is a Human Resources Shared Services Centre (HR SSC)?

HR SSC: In the UK business landscape, an HR SSC refers to a centralised unit that caters to an array of human resources-related services for employees, managers, and other stakeholders. The primary objective behind setting up an HR SSC is to optimize HR processes, increase efficiency, and deliver top-notch services across the organisation. Which can form part of an overall HR transformation programme

Key Characteristics and Functions

Centralization: HR SSCs amalgamate various HR functions, such as payroll, benefits administration, employee data management, onboarding, offboarding, and handling employee queries, into a single hub.

Standardisation: These Centres focus on implementing standardized processes and procedures to ensure consistent and accurate handling of HR tasks.

Self-Service: To empower employees and managers, HR SSCs often offer self-service options, allowing them to access and manage specific HR functions through a convenient online portal or system.

Cost-Efficiency: By consolidating HR operations and utilizing standardized processes, HR SSCs significantly reduce costs and optimize resource utilization.

Service Delivery: The primary aim of HR SSCs is to deliver efficient and timely services to employees, ensuring that their HR needs are met promptly.

Reporting and Analytics: Utilising HR analytics and reporting, these Centres gain valuable insights into HR trends, employee data, and overall workforce performance.

Benefits of HR SSCs

  1. Streamlined Processes: By centralizing HR functions, organisations experience streamlined processes that minimize redundancy and errors, freeing up HR professionals to focus on strategic initiatives.
  2. Enhanced Efficiency: HR SSCs offer quicker response times, ensuring employees receive timely support and services, leading to higher productivity levels.
  3. Cost Savings: The consolidation of HR operations leads to significant cost savings, allowing businesses to allocate resources more efficiently.
  4. Improved Employee Experience: Self-service options empower employees to handle certain HR tasks independently, providing convenience and autonomy.
  5. Insights-Driven Decision Making: HR analytics and reporting enable data-backed decision making, helping businesses develop effective HR strategies and policies.
HR TRANSFORMATION: EVERYTHING YOU NEED TO KNOW!

Conclusion

As businesses continue to evolve, the importance of streamlined HR operations cannot be overstated. HR SSCs play a pivotal role in achieving this goal by centralizing and standardizing HR functions, promoting efficiency, cost savings, and improved employee experiences. Through the utilisation of modern HR technologies and analytics, these Centres empower organisations to make informed decisions that nurture a satisfied and high-performing workforce, ultimately driving success in the dynamic UK business landscape.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find Executive Search we believe that recruitment is not a one-off transaction but rather a long-term partnership. By building long-term relationships with our clients, we help them to find and retain the best talent for their organisation.

  • Every organisation is unique and we feel that there is no one-size-fits-all solution when it comes to recruitment.
  • re:find 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 commit to providing our clients with the highest quality service.
  • We take the time to understand your organisation’s culture and values, and the specific skills needed for each campaign.

For more information please get in contact with our Managing Director, James Cumming.

Sources:

  1. CIPD (Chartered Institute of Personnel and Development) – “HR Shared Services: A Study of Current Practice”
  2. HRZone – “The Benefits of Shared Services: Why HR Shared Services is the Future”
  3. Personnel Today – “HR Shared Services Centres Drive Efficiency for UK Businesses”
  4. KPMG – “HR Shared Services: Creating Value Through Collaboration”:

What Great Leaders Do Differently?

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Have you ever stopped to think about why some people stand out as a great leader while others do not? What do great leaders do differently? Leadership isn’t just about being in charge. It’s about inspiring, guiding, and setting an example for others. In this blog, we’ll dive deep into what great leaders do differently, and why it’s important to strive for great leadership. Remember our focus key phrase, “what great leaders do differently”, as you read on.

Why be a Great Leader?

Every team, group, or organisation thrives with a great leader at the helm. Here’s why being a great leader matters:

  1. Inspiration: Great leaders inspire their teams. When people are inspired, they give their best.
  2. Direction: Great leaders provide clear goals. With direction, teams know where they’re headed.
  3. Trust: When you’re a good leader, people trust you. And trust is the foundation of any successful group.

Related Read: The Importance of Great Leadership in Modern Business

How to Be a Great Leader?

Being a great leader is a mix of many skills and attitudes. Let’s explore how to be one:

  1. Listen: Great leaders listen more than they speak. By doing so, they understand their team’s needs and feelings.
  2. Adapt: The best leaders are flexible. They adapt to changes and make the most of every situation.
  3. Educate: Always learn and always teach. Great leaders know that learning never stops.
  4. Empathise: Understand the emotions of your team. When you connect on an emotional level, you foster loyalty and trust.
  5. Feedback: Always give and take feedback. It helps you grow and lets your team know their voice matters.

Further Reading: More Steps to Great Leadership

How NOT to Be a Great Leader?

It’s equally important to know what not to do. Here’s what can hinder you from being a great leader:

  1. Avoid Feedback: Ignoring feedback means you’re missing out on growth.
  2. Be Inflexible: If you resist change, you risk becoming outdated.
  3. Ignore Problems: Problems don’t disappear if you ignore them. They grow.
  4. Lack of Empathy: Without empathy, you’re not understanding or connecting with your team.
  5. Avoid Responsibility: Always passing the blame? That’s not what great leaders do differently.

Disadvantages of Not Being a Great Leader

Not everyone prioritises good leadership, but there are downsides to this:

  1. Low Morale: Without good leadership, team spirit drops.
  2. High Turnover: People leave organisations where they feel undervalued or misunderstood.
  3. Stagnation: Without a guiding vision, progress can stall.
  4. Lost Opportunities: Bad leadership often misses new and exciting chances.
  5. Distrust: Without trust, teams can crumble.

Must Read: The High Cost of Bad Leadership

Examples of Where Great Leadership Has Made an Impact

History and present times are filled with stories of great leaders. Here are just a few:

  1. Nelson Mandela: His leadership brought an end to apartheid in South Africa, uniting a divided nation.
  2. Sir Richard Branson: He transformed the aviation and music industry with his unique style of leadership at Virgin.
  3. Malala Yousafzai: Even at a young age, Malala has shown the world how leadership can champion the cause of education for girls.

Conclusion

In summary, great leaders stand out because of their approach, their attitude, and their actions. They inspire trust, guide with clarity, and listen with empathy. Whether in business, politics, or community work, understanding what great leaders do differently can be the difference between mediocrity and excellence. Strive to be the leader who makes a positive difference. Remember, it’s not just about being in charge; it’s about guiding with heart, insight, and vision.

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.

Payroll Shared Services Centre: Unconventional Strategies for Success and Pitfalls to Avoid

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As an executive search business with a niche in shared service appointments, a question frequently asked is the strategic placement of the payroll function.

Although the landscape of organisational efficiency is evolving, and decisions about where Payroll Shared Services Centre should reside – within the synergies of HR Shared Services, strategically aligned within a Business Services function, or standing independently.

Furthermore, in my role, I am often confronted with queries from business leaders seeking the optimal structure for their payroll operations. Subsequently, the answer is far from one-size-fits-all, as each organisation’s unique DNA, goals, and operational nuances play a significant role in determining the most effective placement.

Opting for the HR Shared Service Synergy:

Though the integration of a Payroll Shared Services Centre within HR Shared Services often represents a symbiotic relationship, echoing a time-tested combination. Here’s why it might be your winning formula:

  1. Unified Employee Experience: Suprisingly by consolidating payroll within HR Shared Services, you forge a unified employee journey. Overall you can eliminate the need for employees to navigate through multiple departments for routine inquiries.
  2. Stringent Compliance Oversight: Evidently HR possesses an innate understanding of compliance intricacies, and payroll is no stranger to regulatory demands. Particularly, merging these functions ensures a vigilant partnership, safeguarding the organisation against compliance pitfalls.
  3. Harmonised Data Management: Generally speaking, HR and payroll data are interwoven facets of workforce management. Housing them together in shared services ensures a seamless exchange, mitigating the risk of data discrepancies.

Embracing Business Services for Strategic Alignment:

Positioning Payroll Shared Services Centre within Business Services is a strategic manoeuvre, fostering alignment with the core objectives of the organisation. Here’s the rationale:

  1. Strategic Business Integration: Although placing payroll in Business Services aligns it strategically with the organisation’s core functions. It transforms payroll from a transactional task to a strategic contributor to overarching business objectives.
  2. Operational Cost Efficiency: Because Business Services are engineered for efficiency. By housing payroll here, organisations may capitalise on synergies that drive down costs without compromising operational excellence.
  3. Adaptive Scalability: However as Business Services are inherently adaptable to changing organisational needs. A payroll function within this framework ensures scalability that mirrors the growth trajectory of the organisation.

The Maverick Move – Standalone Functionality:

Consider the audacious choice of a standalone Payroll Shared Services Centre function. This approach is characterised by its singular focus and offers distinct advantages:

  1. Specialised Precision: A standalone payroll function signifies unwavering focus. Freed from the distractions of broader shared services, it allows for a dedicated team committed to delivering precise payroll services.
  2. Tailored Solutions: Every organisation possesses its unique intricacies. A standalone payroll function offers the flexibility to craft tailored solutions that align precisely with the specific needs of the organisation.
  3. Transparent Accountability: Operating autonomously, a standalone payroll function provides transparent accountability. Performance tracking, issue resolution, and showcasing direct impact on the business become more streamlined and evident.

The Final Verdict: Navigating Your Payroll Landscape in Shared Service

Choosing the ideal placement for payroll hinges on a nuanced understanding of your organisational culture, objectives, and operational intricacies. Unquestionably, whether its the efficiency of HR Shared Services, the strategic allure of Business Services, or the autonomy of a standalone function… undoubtedly the key lies in aligning with your organisation’s unique rhythm.

The journey into optimising your payroll structure begins now!

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
please get in touch with our Managing Director, James Cumming.

Ways to Have Fun in the Workplace

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In today’s fast-paced working environment, the phrase, “all work and no play,” can sometimes be too real. However, introducing fun in the workplace can change the dynamic of an office, creating a more productive and enjoyable space for everyone. In this blog, we will delve into the ways to have fun in the workplace and why it’s beneficial. We’ll also consider different personalities, from introverts to extroverts, ensuring that everyone gets a slice of the fun pie!

Why Have Fun in the Workplace? The Benefits

Before we get into the fun stuff, let’s take a moment to understand why it’s essential.

1. Boosts Productivity: Contrary to the belief that fun distracts, it can refresh employees, making them more focused and efficient.

2. Enhances Creativity: Fun breaks can lead to better brainstorming and innovative ideas.

3. Improves Well-being: A happy workplace reduces stress and leads to improved mental health.

4. Retains Talent: Employees are more likely to stay in a job where they feel valued and can have a little fun.

Ideas of Fun Things to Do at Work

Now, let’s move to the exciting bit! Here are some ideas, considering various personalities and backgrounds.

1. Themed Dress-Up Days: Whether it’s “Wacky Tie Day” or “Superhero Day”, dressing up can bring out the playful side of everyone.

2. Global Cuisine Day: Employees can bring dishes from their culture, creating a smorgasbord of flavours and a learning experience.

3. Board Game Hour: Once a week, dedicate an hour to board games. It’s a nostalgic and fun way to relax.

4. Office Karaoke: Choose a Friday afternoon, and let people unleash their inner Adeles and Ed Sheerans.

Competitions for Fun in the Workplace

1. Desk Decoration: Let employees show off their creativity by decorating their workspace. Offer a prize for the most imaginative.

2. Office Olympics: Chair races, paper ball shots, or keyboard typing races can be a hilarious way to engage everyone.

3. Quizzes: A weekly quiz on different topics can become a competitive yet fun affair.

Prizes

The thrill of competition is enhanced with the allure of prizes. They need not be expensive. Here are some ideas:

1. Extra Day Off: Perhaps the most sought-after prize of all!

2. Vouchers: These could be for a local café, cinema, or bookshop.

3. Desk Gadgets: Fun desk toys or gadgets can be a quirky prize.

4. Recognition: Sometimes, a “Employee of the Month” title with a fun twist can be prize enough!

Social Stuff will Help Create Fun in the Workplace

Work isn’t just about the 9-to-5 grind. Social activities can foster deeper bonds.

1. Team Lunches: A casual lunch outside the office can be a refreshing change.

2. Movie Nights: Pick a film, grab some popcorn, and enjoy a movie night in the office.

3. Workshops: Fun workshops, be it dance, art, or pottery, can introduce employees to new hobbies.

Considering Introverts and Extroverts

When planning fun activities, it’s vital to ensure everyone feels comfortable. Here’s how:

**1. For the Extroverts: Activities like karaoke, dress-up days, and office Olympics can let them shine.

**2. For the Introverts: Quiet activities like board games, reading clubs, or art workshops can be more up their alley. Also, always make participation optional.

3. Mix It Up: Make sure there’s a balance of group and individual activities.

In conclusion

Introducing ways to have fun in the workplace doesn’t just create a break from the monotony but can genuinely benefit the work environment. Whether it’s through competitions, social activities, or just by recognising different personalities, fun can be an effective tool in workplace management.

After all, as the saying goes, “Choose a job you love, and you will never have to work a day in your life.” So why not make the workplace a zone of fun, creativity, and productivity? Cheers to more laughter and joy in our jobs!

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 support an employee returning to work

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Our featured blog this week about supporting employees returning to work is with Elizabeth Willetts, the Founder of Investing in Women – a female-empowering job board and community helping you find your dream part-time or flexible job with the UK’s most family-friendly and forward-thinking employers. She is an experienced recruiter with over 15 years of experience – both in-house at one of the Big 4 and from one of the UK’s largest recruitment agencies.

Liz, tell us about the transition of returning to work after a career break…

Many people take career breaks in their working life. Perhaps you have employees who have taken time out to look after young children or an elderly relative. Maybe they needed a break for health reasons, took a gap year, travelled the world, spent time volunteering, or were made redundant. Whatever their reasoning, know that career breaks are increasingly common. And there’s no such thing as a job for life!

But, often, people lose confidence whilst on their career break. They worry employers won’t want to hire them, and their skills and experience will be outdated.

So, if you have an employee returning to work after a career break and want to support them as they make the transition back to work, here’s my advice on how to help them thrive.

What do they want?

It can be easy to make assumptions based on our own experiences as to what the individual wants after a career break. You may assume a young mum doesn’t want to work full-time, or someone recently recovered from an illness can’t travel. But making assumptions can not only be awkward if you get it wrong – you also risk being accused of discrimination. Ultimately the individual may feel the role then doesn’t align with their career goals, become disengaged and leave.

I would always advocate for having a non-judgemental and frank discussion before someone starts. Listen to what the individual wants, whilst also considering your requirements to see if you can make it work. Keep the dialogue open with regular check-ins, and encourage an open-door policy, so employees feel safe confiding in you if they need extra support.

It also makes someone feel super welcome and appreciated giving them a call the week before they start, welcoming them to the team and highlighting how excited you are for them to join you.

Recognise you may need to upskill someone

I am a huge believer that you hire someone based on their potential to do the role. You can teach skills, but attitude is a lot harder to change. We all know how quickly technology changes and the need to learn and master new systems on a seemingly never-ending basis. Therefore, recognise you may need to spend some time investing in your employee, helping them get up to date with your systems and ways of working. Like I said – hiring the right attitude should be your number one priority when recruiting. If you have made the right hire – this investment will pay off dividends when they are up and running and making a positive contribution to your business.

Many large companies now offer Return to Work schemes. These are like graduate schemes in that they provide a structured programme that allows employees to learn and develop and earn ‘on the job’. If you have the resources and want to make several hires, it may be worth putting a formal scheme in place.

Informal support network

So many people cite their favourite job as the one with the best colleagues, or where they met a friend for life. Therefore, don’t underestimate the impact workplace culture has on retaining employees and helping them to settle in quickly.

A buddy scheme is a great place to start if you haven’t one already. When bringing someone new into the business (whether they have been on a career break or not), assign them a buddy. A buddy is usually a peer who has been in the business for some time and can show them the ropes – where the best lunch spot is, system hacks, or arranging a stakeholder meeting. Not only will assigning a buddy save you time (as you can offload some of the onboarding to them) – but it will also ultimately create a friendly and more unified workplace.

Essential pre-start reading

Before your new hire starts, it is helpful to send them some resources about your business to know what to expect. Employee handbooks are useful, as is information about your benefits scheme and how to access it. A good onboarding experience can make or break recruitment and retention – someone with a positive experience is more likely to stay with your company and recommend friends join (saving you time and money on future recruitment). A lousy experience risks the employee leaving soon after joining, resulting in you spending even more time and money recruiting and training someone new.

Help everyone to shine and recognise everyone’s contributions

It can be hard not to compare your employees to each other. As a manager, it is easy to see who is shouting the loudest and assume they are making the most significant contribution. But it is often the quiet ones working hard at the back who will ultimately contribute the most to your organisation.

In 2021, The Female Lead, in association with LinkedIn, conducted some research on the gender pay gap. And what they found was something known as the ‘entitlement gap‘. 44% of women felt less entitled to ask for promotions or pay rises. Men were more likely to ask for job offer increases and pay rises throughout their careers.

Therefore, as an employer, it is your responsibility to regularly benchmark your pay rises and promotions and make sure they are being used to reward hard and exceptional work, rather than just giving them to those who ask for them. Doing this will narrow any gender pay gap you may have in your business whilst improving your employer brand. Win-win!

So, there you have it – five easy ways to help all your employees – particularly those returning to work after a career break, thrive and achieve their full potential in your organisation. Any I missed? Let me know here.

Elizabeth is also a mum to two daughters – Emily and Annabelle (and a Labradoodle called Dougal). She is a passionate believer in the power of part-time and flexible work to retain women in the workplace and close the gender pay gap.

A huge thanks to Elizabeth for her thoughts and tips. For more information about Investing in Women and how we can help you find your dream job – one that allows you to shine at work without sacrificing time with your family, please visit the website here.

James Cumming is our MD and leads our Interim Transformation practice. 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.

Choosing the Right Candidate for Your Company

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Choosing the right candidate for your company is an art and a science. It’s about understanding the specific needs of your business and merging them with the right human qualities. And so, this guide provides us with some knowledge to make well-informed choices, ensuring that your selected candidate is not only qualified but is also a genuine asset.

1. Equality, Diversity, and Inclusion

It’s paramount to cultivate a diverse and inclusive workforce, which reflects varied experiences and perspectives. By focusing on:

  • Equality: Ensure equal opportunity for all applicants, irrespective of their background.
  • Diversity: Embrace candidates with different life experiences, cultures, and viewpoints.
  • Inclusion: Make certain all employees feel valued and included.
  • Unconscious bias: Train your team to recognise and avoid unintentional prejudices that may affect hiring decisions.

2. Fit for the Current Team

A candidate could appear great on paper, but it’s crucial that they get along with the existing team. With that in mind, how do we ensure we are choosing the right candidate for your company?

  • Company culture: Will the candidate thrive in the company’s current cultural environment?
  • Team dynamics: Consider team compatibility, ensuring a harmonious blend of personalities.

3. Fairness in Recruitment

A just recruitment process is key to ensuring every candidate gets a fair chance:

  • Use structured interviews with consistent questions for all.
  • Establish a clear criterion to evaluate each applicant.
  • Ensure multiple stakeholders are involved in the decision-making.

4. A Robust Recruitment Process

A systematic recruitment process guarantees efficiency with choosing the right candidate for your company:

  • Job description clarity: Detail the required skills, roles, and responsibilities.
  • Multiple interview stages: One way of helping is to incorporate methods such as panel interviews, practical tests, or group exercises (but obviously not being too long winded or over the top) which then in turn helps with the selection process.

5. Utilising Headhunters or Recruitment Companies gets the Right Candidate

Considering professionals can save you time and yield better results:

  • They have a vast network of candidates.
  • They can pre-screen candidates, ensuring only the best reach you.
  • They can offer industry insights and salary benchmarking.

6. Researching and Interviewing the Candidate – gets the Right Candidate

Thorough research and well-structured interviews yield fruitful outcomes:

  • Social media checks: LinkedIn will offer insights into their professional history.
  • Right questions: Ask situational questions to gauge their problem-solving skills.
  • Ask for examples: Let candidates show their achievements with real-life situations they’ve handled.

7. Recognising Transferable Skills and Trainability

Not all skills are listed on a CV, and some can be developed with ease:

  • Transferable skills: Attributes like problem-solving, team management, and communication often transfer across industries.
  • Trainability: Some technical skills can be taught. Gauge a candidate’s willingness and capacity to learn new things.

Conclusion

Choosing the right candidate is a blend of understanding your company’s needs, ensuring a fair and inclusive process, and recognising the potential in individuals. By adhering to these principles, you’re setting your business up for a brighter future filled with dedicated, diverse, and skilled professionals.

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.

The Surge in Candidate Ghosting

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In the ever-changing realm of recruitment, an alarming trend is gaining pace– the ghosting of candidates. This blog aims to clarify the concept of ghosting in the hiring process, investigate the reasons behind its growing prevalence, and examine the impacts it has on candidates and companies alike. Let’s delve into why taking part in this practice is counterproductive and explore strategies to foster better communication during the hiring journey.

What Do We Mean by Ghosting?

Unravelling the Enigma of Ghosting:

Ghosting in the context of recruitment refers to the abrupt and unexplained end of communication between employers or recruiters and job candidates. It’s akin to submitting your resume into a void, never to receive updates, feedback, or closure regarding your application.

The Silent Treatment:

Candidates who experience ghosting are left in the dark, unsure of their application status or whether the position has been filled. This lack of communication causes frustration and uncertainty, tarnishing the candidate’s view of the company and the recruitment process.

Why is Ghosting on the Rise?

Digital Disconnection:

With the digital age revolutionisng the hiring process, it has also created impersonal communication. With the ease of online applications and auto systems, the personal touch in candidate communication often takes a back seat.

Increased Competition:

In today’s fiercely competitive job market, employers may be inundated with a high volume of applications for a single position. The sheer number of candidates can make it hard for recruiters to respond separately, adding to ghosting as a coping mechanism.

Time Constraints cause Ghosting:

Recruiters often face tight schedules and competing priorities. In the rush to fill positions quickly, the human side of recruitment can be overshadowed, contributing to the prevalence of ghosting.

Impacts of Ghosting:

Ghosting Causes Candidate Fallout:

Ghosting profoundly affects job candidates. The uncertainty and lack of closure can lead to feelings of rejection, frustration, and a diminished perception of the hiring company. This negative experience may influence the candidate’s decision to engage with the company in the future or recommend it to others.

Damaged Employer Brand:

The practice of ghosting doesn’t just affect candidates; it tarnishes the reputation of the hiring organisation. A poor candidate experience can be shared online, dissuading potential applicants and damaging the employer brand.

Missed Opportunities from Ghosting:

By ghosting candidates, employers may miss out on potential talent. That could mean a candidate who feels valued and respected during the recruitment process is more likely to become a committed and engaged employee.

Negative Impact on Employee Morale:

Existing employees who witness or hear about the ghosting of candidates may experience a decline in morale. This can erode trust in leadership and the company’s commitment to treating individuals with respect.

Breaking the Silence: A Better Approach

Transparent Communication:

The antidote to ghosting is transparent communication. Keep candidates informed about the status of their application, whether positive or negative. Establish clear communication channels to manage expectations and provide regular updates.

Personalised Feedback:

Offering constructive feedback, even in rejection, demonstrates respect for the candidate’s time and effort. Providing insights into the decision-making process can help candidates understand areas for improvement.

Utilise Technology Wisely:

While technology can streamline recruitment processes, it should enhance, not replace, human interaction. Leverage automation for administrative tasks, but ensure that there are mechanisms in place for meaningful, personalised communication.

Conclusion:

Ghosting candidates is a detrimental practice that adversely affects both individuals seeking employment and the organisations conducting the hiring. As responsible recruiters and employers, it’s essential to recognise the impacts of ghosting and commit to fostering a culture of open, respectful communication.

By embracing transparency, providing feedback, and utilising technology judiciously, we can collectively contribute to a more positive and constructive recruitment experience for everyone involved. It’s time to break the silence, bridge the communication gap, and build stronger connections in the world of hiring.

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.

Being a Strategic Leader and why that Matters

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In our fast-paced and ever-evolving world of business, being a strategic leader takes on various forms and functions. One style that stands out and holds immense importance is being a strategic leader. In this blog, we will delve into the intricacies of strategic leadership, what it means to be a strategic leader, and why it is of utmost significance in the corporate landscape.

What do we mean by Strategy?

Strategy refers to a well-thought-out plan or a set of actions designed to achieve specific goals and objectives. But more often than not it’s not just about setting goals, it’s also about determining the path to reach those goals. For an organisation, strategy serves as a roadmap guiding them through the challenges and opportunities they encounter.

The Role of a Being a Strategic Leader and why that Matters in Shaping Strategy

Being a strategic leader goes hand in hand with crafting and executing organisational strategies. However, a strategic leader isn’t just people who focus on day-to-day operations, they will also take a comprehensive approach to envision the future and lead the organisation towards it. They are forward thinkers who keep an eye on the long-term and align the team’s efforts accordingly.

How to Be a Strategic Leader

Becoming a strategic leader isn’t something that happens overnight; it’s a journey that requires honing specific skills and adopting the right mindset. Here are some essential aspects of being strategic:

1. Vision

Having a clear and inspiring vision is the cornerstone of strategic leadership. It’s about knowing where you want to take your organisation and being able to articulate that vision to your team. A shared vision creates alignment and motivation.

2. Critical Thinking

Strategic leaders are adept at critical thinking. They can analyse situations, identify opportunities and threats, and make informed decisions. Critical thinking is the compass that guides them through the complexities of business.

3. Adaptability

The business landscape is ever-changing and because of that, being adaptable is key to staying ahead. Most strategic leaders remain flexible and open to change, and ready to adjust their strategies when necessary.

4. Empowering Others

A strategic leader doesn’t micromanage but empowers their team. They delegate responsibilities, trust their team members, and allow them to contribute their expertise to the strategic process.

5. Data-Driven Decision Making

Strategic leaders rely on data and insights to make decisions. They understand the importance of data in assessing performance, identifying trends, and making informed choices.

Benefits of Being a Strategic Leader

Now, let’s explore why being a strategic leader matters and the numerous advantages it brings to the table:

1. Long-Term Success

Strategic leaders are focused on long-term success rather than quick wins. Their decisions are driven by the sustainability and growth of the organisation, ensuring it thrives over time.

2. Competitive Advantage

Strategic leaders help their organisations gain a competitive edge by identifying unique opportunities and leveraging them. This often means staying ahead of the competition.

3. Effective Resource Allocation

Strategic leaders allocate resources wisely, ensuring that time, money, and talent are directed towards activities that align with the organisation’s goals. This results in better efficiency and productivity.

4. Innovation and Adaptation

A strategic approach encourages innovation and adaptability. Leaders who are strategic are more likely to embrace change and drive innovation within their organisations.

5. Enhanced Decision Making

With a data-driven approach and a focus on critical thinking, strategic leaders make more informed and effective decisions. This reduces the risk of poor choices and costly mistakes.

6. Employee Engagement

Strategic leaders inspire and engage their teams by involving them in the strategic process. This boosts morale and commitment among employees, leading to higher productivity and lower turnover rates.

7. Clear Communication

Having a well-defined strategy and vision helps in clear communication. Team members understand the direction the organisation is heading, reducing confusion and conflict.

Disadvantages of Not Being a  Strategic Leader

On the other side, the absence of strategic leadership can lead to several disadvantages for an organisation:

1. Short-Term Thinking

Without a strategic leader, the organisation may focus solely on short-term goals, neglecting long-term sustainability.

2. Reactive Decision Making

Most non-strategic leaders often make decisions in response to immediate crises rather than with a forward-thinking approach, which can lead to inefficiencies.

3. Wasted Resources

Lack of a strategic direction can result in misallocation of resources, causing financial and human capital to go to waste.

4. Missed Opportunities

Organisations without strategic leaders may miss valuable opportunities for growth and improvement, putting them at a disadvantage.

5. Stagnation 

In the absence of strategic thinking, organizations may become stagnant, unable to adapt to changing market conditions.

6. Employee Disengagement

When employees don’t see a clear direction, they may become disengaged and less committed to the organisation’s success.

Examples of Where being a Strategic Leader Has Made an Impact

To illustrate the real-world impact of strategic leadership, let’s explore a few notable examples:

1. Apple Inc.

Apple’s co-founder, Steve Jobs, was renowned for his strategic leadership. He had an unclouded vision for the company, driving innovation and creating a culture of excellence. His strategic decisions, like the development of the iPhone, revolutionised multiple industries.

2. Amazon

Jeff Bezos, the founder of Amazon, has demonstrated exceptional strategic leadership. His long-term vision and customer-centric approach have made Amazon one of the most influential companies in the world.

3. Netflix

Reed Hastings, the CEO of Netflix, transformed the entertainment industry with his strategic leadership. He shifted the company from a DVD rental service to a global streaming giant by anticipating market trends and evolving the business model accordingly. He certainly is a strategic leader!

4. Tesla

Elon Musk’s strategic leadership at Tesla is evident in the company’s mission to accelerate the world’s transition to sustainable energy. His ability to set audacious goals and rally his team towards them showcases the power of strategic thinking.

Our Thoughts

Being a strategic leader is crucial in today’s business landscape. It involves having a clear vision, critical thinking, adaptability, and a focus on long-term success. The benefits of strategic leadership are numerous, including long-term success, competitive advantage, effective resource allocation, innovation, and enhanced decision-making. Conversely, not being strategic can result in disadvantages like short-term thinking, reactive decision-making, and missed opportunities.

Real-world examples of strategic leaders like Steve Jobs, Jeff Bezos, Reed Hastings, and Elon Musk demonstrate the positive impact that strategic leadership can have on organizations. To thrive in an ever-changing world, aspiring leaders should cultivate the skills and mindset of a strategic leader. By doing so, they can steer their organisations toward a brighter, more sustainable future.

Now that you have a better understanding of strategic leadership and its importance, consider exploring additional resources on this topic. You can find more insights and guidance in the following blogs and websites:

These resources can further enhance your knowledge of strategic leadership and help you become a more effective leader in your organisation.

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 Create a CV: Your Comprehensive Guide

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Crafting the perfect CV is an art. Given that it’s often the first impression an employer gets of you, its importance can’t be overstated. If you’ve ever pondered over how to create a CV that stands out and tells your professional story effectively, this guide is for you.

What is a CV?

A CV, or Curriculum Vitae, is a detailed document highlighting your professional and academic history. Typically used for job applications, a CV provides recruiters with an overview of your experience, qualifications, and skills. Essentially, it’s your professional biography.

The Evolution of CVs Over Time

Over the decades, the style and content of CVs have undergone considerable changes. Originally, CVs were straightforward, text-heavy documents. With advancements in technology and changing job market demands, they’ve evolved into more dynamic documents, often with elements of graphic design, links to online portfolios, or even personal websites.

What Should your CV Focus on?

A modern CV should centre on your:

  1. Skills: Highlight the skills that are most relevant to the job you’re applying for.
  2. Experience: Detail your professional journey, focusing on achievements rather than just roles.
  3. Qualifications: Showcase your academic and professional qualifications that make you suitable for the role.

Best Practices to Create a CV

  1. Be Concise: Ensure your CV is clear and to the point. Two pages are usually the recommended length.
  2. Tailor Your CV: Adapt your CV to match the requirements of each job you apply for.
  3. Use Action Words: Words like ‘achieved’, ‘managed’, and ‘designed’ can make your CV more dynamic.

Choosing the Right Format to Create a CV

The format you choose can play a vital role. The most popular formats include:

  1. Chronological: Lists your work history in order, starting with the most recent.
  2. Functional: Focuses on skills and qualifications rather than work history.
  3. Combination: A blend of both chronological and functional formats.

Making Your CV Stand Out

  1. Personal Profile: Begin with a compelling personal profile that summarises your key attributes.
  2. Achievements: Highlight notable professional achievements.
  3. Design: Use a clean layout, readable fonts, and consider using subtle colours.

Understanding ATS Systems

An Applicant Tracking System (ATS) is software used by companies to sift through thousands of CVs to identify suitable candidates. To ensure your CV is ATS-friendly:

  1. Use Keywords: Incorporate keywords from the job description.
  2. Avoid Graphics: Many ATS systems can’t read images or graphics.
  3. Use a Standard Format: Stick to Word or PDF formats.

Common CV Mistakes to Avoid

  1. Spelling and Grammar Errors: These can make you seem careless or unprofessional.
  2. Being Vague: Be specific about your achievements and roles.
  3. Including Irrelevant Information: Your CV should be tailored to the role you’re applying for.

The Importance of Proofreading when you Create a CV

Always have someone else proofread your CV. A fresh pair of eyes can catch errors you might have missed and offer invaluable feedback.

The Debate: Are Cover Letters Extinct?

While the importance of cover letters has diminished in some sectors, many employers still value them. A well-crafted cover letter can provide context to your CV and further highlight your suitability for a role.

To Include or Not: Photo, DOB, and Address

Traditionally, CVs included personal details like photos, DOB, and addresses. However, modern best practices advise against this due to equality and discrimination laws. Unless specified, it’s best to omit these details.

Conclusion

Crafting an effective CV is a nuanced process. By understanding its evolution, focusing on the right aspects, ensuring ATS compatibility, and avoiding common pitfalls, you can create a CV that truly resonates with potential employers. Remember, your CV isn’t just a document; it’s a reflection of your professional self.

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 Best Find a New Job in Leadership

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Whether you’re an experienced leader or someone eager to climb the corporate ladder, finding a new job in a leadership role is a journey. It requires the right mix of introspection, strategy, and action. This guide will walk you through the steps to help you land that coveted leadership role.

1. Knowing when the time is right to move on

It’s essential to recognise when it’s time to move on from your current position. Here are some signs that you may need a new job in leadership

  • You’ve outgrown your current role.
  • There’s limited room for growth or new challenges.
  • You feel undervalued or unsatisfied with your work environment.

Trust your instincts. If you consistently feel like it’s time for a change, it likely is.

2. Searching for a new job in leadership

There are various platforms to find a new job in leadership:

  • Job boards: Sites like LinkedIn, Indeed, and Reed.co.uk often have a plethora of leadership roles.
  • Networking: Join professional groups and associations related to your industry.
  • Recruitment agencies: Many specialise in senior roles and leadership positions.

Before diving in, take these preparatory steps:

  • Update your CV: Highlight achievements, leadership roles, and significant projects.
  • LinkedIn: Ensure your profile is updated, professional, and mirrors your CV.
  • Research: Understand the current market, industry trends, and the skills in demand.

4. Choosing the right companies to apply for a new job in leadership

Not all companies will align with your values or career goals. Research each potential employer by:

  • Reviewing their website and mission statement.
  • Checking employee reviews on platforms like Glassdoor.
  • Understanding the company culture and growth potential.

5. How to best prepare for an interview

Once you’ve landed an interview, preparation is key:

  • Research the company: Know its history, challenges, competitors, and up-to-date news.
  • Practice common leadership interview questions: This will help you articulate your thoughts clearly.
  • Plan your outfit: Dressing professionally makes a positive first impression.

6. How to stand out for the job in a new job in leadership

Standing out is more than just having the required skills:

  • Show passion: Be enthusiastic about the role and the company.
  • Showcase achievements: Quantify results whenever possible.
  • Ask thoughtful questions: This demonstrates your genuine interest and thorough preparation.

7. Knowing if a company is the right fit for you

Securing a job offer is exciting, but it’s equally essential to ensure the company is a good fit:

  • Company culture: Does the environment align with your values?
  • Growth opportunities: Will there be room for professional advancement?
  • Work-life balance: Does the company promote a healthy balance or expect constant overtime?

Remember, an interview is as much about them getting to know you as it is about you getting to know them.

Conclusion

Finding a new leadership role requires time, patience, and strategy. By knowing when it’s time to move on, searching in the right places, preparing thoroughly, and ensuring a company aligns with your goals, you can find a job that not only matches your skills but also brings joy and satisfaction. Happy job hunting!

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.