What Great Leaders Do Differently?

Have you ever stopped to think about why some people stand out as great leaders 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 Be Inflexible: If you resist change, you risk becoming outdated.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.

Ways to Have Fun in the Workplace

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.

Reducing Stress in the Workplace: A Comprehensive Guide

In today’s fast-paced world, it’s no secret that workplaces can often be hubs of tension and anxiety. As the demands of our jobs rise, so do our stress levels. But why is it so important to tackle this issue head-on to reduce stress in the workplace, and how can we ensure our work environment promotes well-being and productivity? Let’s delve into the world of ‘reducing stress in the workplace’.

Workplaces: A Breeding Ground for Stress

Some industries and professions are naturally more stressful than others. Let’s explore a few:

  1. Healthcare: Medical professionals, be it doctors, nurses, or paramedics, face high-pressure situations daily. Dealing with life and death scenarios can take its toll.
  2. Law Enforcement: Police officers and detectives often encounter dangerous situations and must make split-second decisions that can have long-lasting impacts.
  3. Financial Services: Stockbrokers, for example, deal with vast amounts of money and need to make rapid decisions in a fluctuating market.
  4. Journalism: Deadlines, the hunt for a breaking story, and navigating through challenging terrains can be stressful for journalists.

Why Reducing Stress in the Workplace is Crucial

Stress isn’t just an individual’s problem; it’s an organisational concern. Here’s why addressing workplace stress is essential:

  1. Health Implications: Chronic stress is linked to numerous health issues, including heart disease, insomnia, and weakened immune systems.
  2. Productivity: Excessive stress can lead to decreased concentration and mistakes. This impacts both individual performance and the company’s bottom line.
  3. Retention Rates: High-stress levels lead to increased staff turnover, with companies facing the additional cost of hiring and training new employees.

Effective Strategies to Reduce Stress in the Workplace

Knowing the problem is only half the battle. Implementing solutions is key. Here are some strategies that organisations can employ:

  1. Flexible Working Hours: This allows employees to manage their time effectively, balancing work and personal commitments.
  2. Breaks: Encourage regular breaks. Even a short 5-minute walk can help in resetting and refreshing one’s mind.
  3. Open Communication Channels: Staff should feel they can talk about their concerns or challenges without fear of retribution.
  4. Professional Development: Training programmes that equip employees with the skills they need can reduce task-related stress.

Assessing Stress Levels in the Workplace

It’s crucial to understand the stress levels within an organisation. Here’s how to gauge:

  1. Surveys: Anonymous employee surveys can help gauge the overall mood and stress levels.
  2. Open Door Policy: When employees know they can speak freely with managers or HR, it’s easier to understand and address underlying issues.
  3. Monitor Absenteeism: Frequent sick leaves can be an indicator of high stress or burnout.
  4. Feedback Sessions: Regular feedback sessions can provide insights into areas causing undue stress.

Case Study: The XYZ Company Transformation

XYZ Company, a tech startup, was facing a high employee turnover rate in 2020. An internal survey revealed that 70% of the staff were experiencing high stress, mainly due to unrealistic deadlines and lack of clear communication from the management.

In 2021, the company implemented changes, such as flexible work hours, professional training sessions, and regular team-building activities. By mid-2022, not only did the turnover rate decrease by 40%, but the company also witnessed a 25% increase in overall productivity.

The Bright Side: Benefits of a Stress-free Workplace

A workplace that actively works to reduce stress enjoys numerous benefits:

  1. Higher Productivity: A stress-free employee is more likely to be focused, motivated, and efficient.
  2. Better Team Dynamics: Reduced stress levels often lead to improved collaboration and teamwork.
  3. Increased Loyalty: Employees are more likely to stay with a company that values their well-being.
  4. Enhanced Reputation: In the age of reviews and online forums, a company’s reputation as an employer matters. A stress-free environment can be a significant draw for top talent.

Conclusion

Stress in the workplace isn’t just an employee’s concern; it affects the very fabric of an organisation. Recognising the signs and actively implementing measures to counteract stress is not just a ‘nice-to-have’ but a necessity in today’s corporate landscape. As the case study demonstrates, the transformation from a high-stress environment to a supportive and understanding one can yield tangible, positive results. Reducing stress in the workplace isn’t a choice; it’s imperative.

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.

Choosing the Right Candidate for Your Company

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

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

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.

HR Focus on Resilience in Business

In our fast, changing business spaces, resilience has emerged as the building block of a successful business. What does it truly mean for a business to be resilient? And how does HR play a pivotal role in creating such a business? Let’s delve in.


Understanding Resilience in the Workplace

At its essence, workplace resilience refers to a company’s ability to cope, adapt to, and recover from challenges, be they economic downturns, technology issues, or even a global crisis.

If we think about it like this:

For employees, resilience means they can continue during the tough times, adapt to change, and emerge stronger and have new skills and information. But, for a business, it means to sustain, grow, and have long-term success.


Why is Resilience Needed Now More Than Ever?

  • Rapid Technological Changes: We live in a world where technological changes can render a business model unfit – overnight!
  • Economic Uncertainties: From global recessions to localised economic challenges, a business needs to be prepared to weather any storm.
  • Global Crises: The COVID-19 pandemic shows the importance of resilience

Benefits of a Resilient Business

  1. Sustained Business Growth: To start with, resilient companies will ride the waves during tough times, and, consequently, they demonstrate that their business continues uninterrupted.
  2. Improved Employee Morale: It’s evident that a culture of resilience fosters positivity, especially when the going gets tough.
  3. Greater Competitive Advantage: For instance, when competitors are struggling, resilient companies can subsequently capitalise on opportunities.
  4. Attracting Talent: Top talents are drawn to businesses that display stability and promise, even amidst chaos.

Fostering Resilience: HR at the Helm

1. Recruitment: Building from the Ground Up

  • Hiring for Resilience: HR should seek candidates that display adaptability, problem-solving skills, and a growth mindset. Tools like behavioural interviews and situational judgement tests can help.
  • Diversity and Inclusion: Diverse teams bring a range of perspectives and solutions, enhancing company resilience.
  • Cultural Fit: Employees who align with company values and culture are more likely to handle challenges in line with the company’s mission and vision.

2. Leadership: The Lighthouse in a Storm

  • Lead by Example: Leaders need to lead with resilience, showing their teams how to handle challenges with grace and determination.
  • Open Communication: Transparent dialogue fosters trust and helps teams understand and align with the company’s resilience strategies.
  • Continuous Learning: Encourage leaders to invest in their personal and professional growth. Resilient leaders are often always learning.

Ensuring Business Resilience: Key Strategies

  • Employee Well-being Programmes: A content and supported employee is more likely to show resilience. HR should provide wellness initiatives that focus on mental, physical, and emotional health.
  • Continuous Training: Equip employees with the skills needed to adapt to changing business landscapes.
  • Flexible Work Models: It is proven that flexibility will significantly enhance resilience.
  • Feedback Mechanisms: Regular feedback ensures everyone is aligned and any issues are dealt with promptly.

Conclusion

In a world of uncertainty, resilience stands as the bedrock of thriving businesses. As the guardians of organisational culture and talent, HR plays an instrumental role in weaving resilience into the fabric of companies. By focusing on resilience during recruitment and nurturing resilient leadership, HR not only secures an organisation’s present but also fortifies its future.

Remember, in the words of Hara Estroff Marano, “Resilience is not what happens to you. It’s how you react to, respond to, and recover from what happens to you.”

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 Future of Work in the Next 10 Years?

The world of work is always changing. Every year, new technology, changing attitudes, and global events shape the way we work. But what will the next decade bring? Let’s dive into the future of work and see what predictions we’re hearing already for the next 10 years.

1. More Remote Work

One thing we’ve learnt recently is that many jobs can be done from home. Thanks to the internet and tools like video calls, many of us can work from anywhere. Regarding the future of work in the next 10 years, experts reckon that even more of us will be working from home or from other places, not just the office.

2. Learning all the Time

With new tech and tools coming out all the time, we’ll all need to keep learning. This means that ongoing training will be a big part of most jobs. So, get ready to be a student for life as the future of work changes.

3. Well-being at Work

People are understanding more and more that happy workers do better work. Companies will focus on making sure their staff are happy, healthy, and feel good at work. This could mean more breaks, better workspaces, or even things like yoga classes.

4. Green Jobs

As we all try to look after our planet better, there’ll be more jobs in green industries in the future of work. This could be things like making clean energy, designing eco-friendly products, or helping companies be greener.

5. Robots and People Working Together

Some people worry that robots will take all the jobs. But many experts think that robots will work alongside us. This means we might work with machines, using them to help us do our jobs better.

6. Flexibility will be Key

The 9-to-5 workday might become a thing of the past. More companies will let people choose when and where they work. This is great news for people who like to work at different times or in different places.

7. More Teamwork

In the future, many of us will work in teams more often. This means we’ll need to be good at working with other people, understanding their ideas, and sharing our own.

To Wrap Up

The future of work sounds exciting, right? There’ll be challenges, of course, but also loads of new opportunities. One thing is for sure – the world of work will keep changing, and we’ll all need to be ready to change with it.

Looking for more insights into the world of work? Keep an eye on our blogs and posts for the latest news and trends.

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.

Candidate Experience: Why it matters and how to improve it.

The job market’s competitive landscape has taken on a fresh dynamic in the UK. With businesses vying for the crème de la crème of talent, the recruitment process has been thrust into the spotlight. At the centre of this process is a term that’s creating quite the stir: candidate experience. So, why is this experience so crucial, and how can companies refine it?

Understanding Candidate Experience

Before diving into its importance, let’s define what we mean by ‘candidate experience’. It refers to the perceptions, feelings, and reactions a job seeker has about an employer, based on their interaction from job posting to the interview process and even post-application feedback.

Why Does Candidate Experience Matter?

  1. Branding and Reputation: In an age dominated by social media and online reviews, a candidate’s poor experience can quickly become a public relations nightmare. A business’s employer brand is often shaped by past candidates’ shared experiences.
  2. Attract and Retain Quality Talent: Candidates who experience a streamlined and respectful application process will likely view the company in a favourable light. This positive perception ensures that high-calibre talent is both attracted to and retained by your organisation.
  3. Economic Impacts: A prolonged and inefficient hiring process can be costly. Furthermore, vacancies can cause operational disruptions. Enhancing the candidate experience often means a quicker hiring turnaround.

Tips to Improve the Candidate Experience

  1. Transparent Communication: Keep candidates in the loop. Whether it’s about expected response times or the next steps in the application, clear communication can set their minds at ease.
  2. User-friendly Application Platforms: Nothing deters a potential candidate faster than a cumbersome application system. Ensure that your online platforms are intuitive, mobile-friendly, and efficient.
  3. Prompt Feedback: Candidates appreciate timely feedback, even if it’s negative. It shows respect for the time and effort they’ve invested in the application.
  4. Set Clear Expectations: From the job advert to the interview process, clarity about what’s expected helps candidates feel at ease and allows them to better showcase their strengths.
  5. Humanise the Process: Remember, candidates are humans, not just CVs. Whether it’s through personable emails or a friendly interview atmosphere, make them feel valued.
  6. Consistent Experience for All: Whether you’re hiring for an entry-level position or a top executive role, the process’s consistency ensures fairness and keeps biases at bay.

The Long Game

Improving the candidate experience isn’t just a one-off effort. It’s an ongoing strategy that evolves as the job market and candidate expectations change. Businesses should periodically review and tweak their recruitment processes to ensure they’re offering an experience that resonates with current job seekers.

In Conclusion

In the hustle and bustle of the UK’s competitive job market, the candidate experience is a game-changer. It’s more than just an HR trend; it’s the foundation for a robust recruitment strategy. By focusing on the candidate’s journey and experience, businesses can not only find the right fit faster but also promote a company culture that values each individual, right from the first interaction.

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.

NAGS – networking and golf society

We started a networking and golf society many years ago, but as the years went on, it evolved and in 2019 we partnered with Mills & Reeves and HJ Wealth and NAGS was born.

We’re excited to say that NAGS has returned this year, running over the summer months at 4 prestigious golf courses, where a diverse group of business leaders meet to play golf, network and have some fun!

NAGS is about getting to know like minded people and building relationships and offers a safe space for business leaders to get together and support each other.

This year, NAGS  is even more special, because we’ll be fundraising for the awesome Birmingham based charity LoveBrum. We don’t ask for payment for being part of the society, but we are encouraging those taking part to donate to LoveBrum, to help them to continue to shine a light on the hidden projects and charities doing amazing things in our city.

Here is co-founder PJ explaining a bit more about how the money raised can help:

The winner of our society is based on the cumulative points recorded across the four rounds and will take our trophy, plus they get to decide which of LoveBrum’s charities the money raised will go. 

NAGS kicked off on Friday 29th April at Forest of Arden, where 22 of us met. We had glorious sunshine, as always, and it was great to get back out on the golf course with our society.

Here’s what some of our members said about NAGS:

“Super day, with good company. It’s really useful to pick up with some contacts from the society pre-Covid and meet new people. A nice environment to play golf in. And the weather was beautiful!” Maureen Hawkins.

“Lovely day, met some nice people and good to reconnect.” Ian Brown.

“Great, friendly, chilled day out. Good game of golf but more about meeting people, building relationships and having some fun! Plus, for a good cause!” Darren Priddey.

NAGS met for the second society on Friday 17th June at Moseley Golf Club, where we had the most amazing weather and a great day of golf. Maureen Hawkins took the winners position this time.

We asked some of our members to tell us what they enjoyed about NAGS, here’s some of their responses:

Our third meeting was at Sutton Coldfield on 21st July, thankfully the weather had cooled down a bit for us. Adam Cooksley was the day’s winner.

Our final society meet was at Walmley Golf Club on Friday 7th October. It was a great day, despite a few downpours in the afternoon!

Maureen took the win for the day, Alex got longest drive and David won nearest the pin. It was Joe who won this year’s eclectic league, so he gets the NAGS trophy and can now decide where the £1000 we raised for LoveBrum will go, out of the very worthy local charities they support.

If you’re interested in getting involved in next year’s society or want to find out more info you can email me at carl@refind.co.uk.

Carl Hinett is our Director & Executive Search Specialist. If you’ve got a hard-to-fill role and need some help, get in touch carl@refind.co.uk.

My executive search journey

I started my executive search career 16 years ago and traditionally I’ve always focused on HR recruitment. The dictionary definition of recruitment is ‘the process of finding people to work for a company or become a member of an organisation’. Executive search is a specialised recruitment service to seek out and recruit highly qualified candidates for senior-level and executive jobs.

For me, it’s about so much more than that.

Every brief is different and over the last 18 months, there have been a number of external market conditions that have turned everyone’s world upside down, presenting us with the most challenging and bizarre market I have ever encountered.

Someone once told me there is a home for everyone, and it is so true, a person can be brilliant in one company, but not so good in another and that is down to the different Cultures. Culture fit is a phrase that gets banded around all the time and it’s a minefield when trying to get it right. I see lots of blogs and posts talking about culture fit and finding the right person for the right role, but what does it actually mean? In my opinion, you need to really get under the skin of a business and determine what good looks like, what really drives the business and what goals they have long term. You then need to understand the team dynamics, the personalities involved and any gaps they have (tools like insights and the GC index are great for this). This approach enables me to really understand the kind of person that they need and ensure that I can deliver.

After years of recruiting HR roles, I was approached by one of my clients, (CPO, Hospitality Business) who needed to recruit an MD into the business and asked for my help, we had worked together previously in the HR space and got on well, this was the start of my journey into wider executive search. Although I’d never recruited this kind of role before, he was confident in my style “I realised that this is a little outside of their usual sweet spot, but knew that they would hit the mark quickly, and they did.” Taking the brief and hearing what would be needed from someone to be successful in the role, was exciting and got me thinking I wanted to do more of this type of search. I found it really interesting and engaging, so started asking our clients if we could help. You can see more about this case study here.

Since that time, as a business we have placed a number of senior exec roles:
  • Managing Director – UK’s fastest-growing privately-owned hospitality company
  • Director of Customer Experience – Private Equity backed Manufacturing Business
  • Director of Business Services – Multibillion turnover FTSE100
  • IT Director – Engineering business
  • Head of Procurement & Supply Chain – Engineering business
  • Head of Operational Excellence – Global Listed Pharmaceutical business
  • Head of Professional Services – Leading Russell Group University
  • Regional COO – Privately Owned Hotel and Restaurant chain
  • Group Property Director – UK wide retail business
  • Operations Director – Care business
  • Finance Director – Waste management company
  • Head of Change – Large multisite retail business
  • HR Director – B2B wholesale business, 12k employees UK wide
  • Head of Internal Communications – UK Pharmacy Company

I still love our bread-and-butter senior HR roles but enjoy doing a variety of wider executive search and it also helps our clients who like working with us as we understand their business and can move quickly.

Recruiting senior roles

I’ve been recruiting senior roles for too many years to remember and found that once you hit a certain level it’s less about what the candidate does and more about how they do it. Generally speaking, you don’t get to director level without being good at the job. Obviously, I’m not saying that the technical aspect of a role is non-existent at this level, I just feel that to be successful in an executive position, you have to be the best, it’s as simple as that.

When taking a brief, discussing the technicalities and deliverables of a role is a given. Understanding how a business needs the job done is the tough thing to decipher and sometimes even tougher to measure. It is paramount at this point that we understand the long-term vision of the organisation, appointing execs is always a business-critical process and requires a business to know their own culture and exactly what type of person they are looking for.

To deliver on this, I have to quickly build relationships with prospective candidates. Getting to know someone in an interview process is key, constantly assessing on both a professional and personal level, to really understand their character and personality traits and if they will get the best out of the team and fulfill the business’s objectives. This approach enables us to shortlist quickly and effectively. In the current market, long processes will almost certainly ‘kill a deal’ as people are getting multiple approaches and offers at any one time.

Why use us for your senior exec work?

When you are recruiting for different roles in different industries, clearly you can’t be an expert in all of them. Clients come to us when they have a difficult brief. It might be a new role in the business, it might not be fully defined, they may have compressed timelines, or the situation might be sensitive or confidential. I have asked many of my clients in the past – why do you use re:find? Their response is that they enjoy working with us and find our shortlists refreshing. We provide a full market map of relevant talent in the market and focus the search on people that I think will fit the business and will fulfill the role to the best of its potential, not just people from the same sector. We never advertise roles. I feel that this ensures we only find the very best out there and it also fits perfectly with our clients who need us to be as discreet as possible. Once we find the right candidates and have vetted them, we can arrange an NDA to be signed to ensure that the role and the situation is kept confidential. We ensure candidate care throughout the whole recruitment process and into the onboarding process with you, which helps to make the transition smooth and the new appointment quickly get settled into their new role.

It also helps that we’re approachable, easy to work with, but with a robust back-end process to enable us to find that niche best talent.

The value that we add

As a business, we help our clients to grow. We understand what’s going on in the business and what they really need. Getting the right hire allows our clients to push forward with their business goals.

There isn’t any red tape or bureaucracy when you deal with us – we make the decisions, and we work with you to ensure we have the best working relationship possible. We’re nimble and flexible, allowing us to offer the best possible service to our clients and make a success of the work we do together.

What challenges we face

The main challenge for me, is learning the intricacies of a business, to make sure that you get the right person for that specific role in that specific business. Every business is different – it has its own culture and values and goals and there’s always lots to learn and understand. This is where relationships come into play, because the better you know your clients and their business, the better you can do your job.

There are many other challenges to contend with including competition – top execs are in high demand and can have many offers on the table, so you need to be able to negotiate this successfully. A high majority of senior candidates are passive – they are not actively looking, but surprisingly 97% of senior candidates in a company want to be ‘found’ or ‘approached’ by headhunters for relevant roles, so you do have to work hard to find them and attract them to move.

It takes a long time to get up to exec level, which means there are far less candidates than for entry or mid-level roles. A survey last year from Invenias (a recruitment software platform) said that 77% of executive search professionals’ top challenge was going to be talent shortages. 

Add to that a worldwide pandemic and the executive search market over the last 18 months has been even more challenging. Because the climate has been so uncertain people have been wary of moving from a stable position, so even if you do find the hard-to-find people that are a great culture fit for the business, you can’t always get them into the process. Things do seem to be picking up now so this challenge shouldn’t affect us going forward. The market has definitely shifted to a candidate driven market and businesses now have to move quickly with both processes and offers, as candidates are now getting multiple offers and are naturally drawn to a business that makes them feel valued.

What I have learnt from my journey

My journey over the last few years from focusing on senior HR appointments, moving into my general executive search has been challenging, but incredibly rewarding and enjoyable. My clients have become friends and a strong relationship means we make a great team professionally.

I have learnt that I don’t need to be an expert in a particular industry to still do a great job at appointing a senior executive.

I have found that actively listening, being curious and really understanding the size, scope and vision of business allows me to be clear and honest with potential candidates. I like to think of re:find as an extension of our clients business and want them to feel we are all working together. By using my transferable skills in executive search, relationship building and understanding people and businesses, I am able to find the right people and do a great job for my clients.

Carl Hinett is our Director & Executive Search Specialist. If you’ve got a hard-to-fill role and need some help, get in touch carl@refind.co.uk.

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

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

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 biases?

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.