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:

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:

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.

How to Manage Conflict in the Workplace as a Senior Leader

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Conflict in the workplace is an inevitable part of any professional setting and there are several reasons that conflict may arise.

Perhaps the conflict arises because of differences in opinions, or varying work styles, or competing interests. And as Senior Leaders, effectively managing conflict becomes paramount.

Lets take a look at how to prevent it, how to handle it, and how to communicate about it, as well as what companies can do to foster a more harmonious work environment.

What Do We Mean by Conflict in the Workplace?

Let’s define what we mean by “conflict” in the context of the workplace. Workplace conflict refers to any situation in which employees or team members have disagreements, disputes, or differences that disrupt the smooth flow of work or cause tension among colleagues.

Conflicts in the workplace can manifest in various forms:

  • Interpersonal Conflict: Conflicts between individual employees due to personal differences or misunderstandings.
  • Task-Related Conflict: Disagreements about work assignments, deadlines, or project decisions.
  • Role Conflict: Conflicts arising from unclear job roles or overlapping responsibilities.
  • Organisational Conflict: Conflicts related to policies, procedures, or resource allocation within the company.

How to Prevent Conflict

Preventing conflict in a senior leadership role starts with proactive measures. Here are some strategies to minimise the likelihood of conflicts arising:

1. Clear Communication: Ensure that all team members have a clear understanding of their roles, responsibilities, and project expectations. Miscommunications are a common trigger for conflicts.

2. Establish Clear Policies: Implementing clear policies and procedures that address potential sources of conflict, such as performance evaluations, promotions, or resource allocation.

3. Promote Team Building: Encourage team-building activities to foster better working relationships among employees. A cohesive team is less likely to engage in conflicts.

4. Conflict Resolution Training: Provide training in conflict resolution for your team. Equip them with the skills to address and resolve conflicts constructively.

5. Lead by Example: As a senior leader, model conflict resolution behavior by managing your conflicts professionally and with transparency.

How to Handle Conflict

Even when we have preventive measures in place, conflicts can still arise. And so effective conflict management is essential. Here’s how to handle workplace conflicts efficiently:

1. Stay Calm and Neutral: As a senior leader, it’s crucial to remain calm and unbiased when conflicts surface. We should avoid taking sides and maintain an impartial stance.

2. Listen Actively: Listen to all parties involved in the conflict, allowing them to express their concerns and feelings. Active listening can de-escalate tensions.

3. Identify the Root Cause: Get to the core of the issue by identifying the underlying causes of the conflict. This may require open dialogue and questioning.

4. Explore Solutions: Collaboratively explore potential solutions with the involved parties. Encourage compromise and negotiate a resolution that addresses everyone’s concerns.

5. Implement a Resolution Plan: When a solution is agreed upon, you can put it into action and monitor its effectiveness to ensure that any agreements are followed through.

How to Communicate About Conflict

Open and effective communication is crucial in addressing and resolving workplace conflicts. Here are some communication strategies:

1. Choose the Right Time and Place: Find a suitable time and private setting to discuss the conflict with the involved parties.

2. Be Direct and Specific: Address the conflict directly, avoiding vague or ambiguous language. State the issue clearly.

3. Use “I” Statements: Encourage the use of “I” statements to express feelings and perspectives, promoting a non-confrontational tone.

4. Active Listening: Encourage active listening among those involved. Ensure that all parties have the opportunity to express themselves fully.

5. Document the Conversation: Keep a record of the discussions, agreements, and resolutions for future reference.

What Can Companies Do Better to Prevent and Handle Conflict?

Companies can take several proactive steps to prevent and manage conflicts effectively:

1. Establish a Conflict Resolution Policy: Develop and communicate a company-wide conflict resolution policy that outlines the procedures for addressing conflicts.

2. Offer Conflict Mediation Services: You can offer access to trained conflict mediators who can facilitate discussions and negotiations when conflicts arise.

3. Promote a Culture of Openness: Encourage employees to speak up about issues without fear of retaliation. Make it clear that conflicts can be addressed constructively.

4. Regular Training: Provide ongoing training and resources to employees and leaders on conflict resolution, communication, and interpersonal skills.

5. Feedback Mechanisms: Create avenues for employees to provide feedback and raise concerns anonymously if necessary. This can help identify potential issues early.

In conclusion, managing conflict in senior leadership roles is not just about resolving disputes; it’s also about fostering a harmonious workplace culture. By understanding the nature of workplace conflict, preventing conflicts through clear communication and policies, effectively handling disputes, and promoting open communication and conflict resolution, senior leaders can create a positive work environment where conflicts are opportunities for growth and collaboration, rather than obstacles. Companies that prioritise conflict management and prevention benefit from higher employee morale, productivity, and a healthier organisational culture. By implementing these strategies, senior leaders can navigate conflicts with confidence and contribute to a more harmonious workplace.

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 Services 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

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.

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 CV Format

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.

New Year, New Me? New Year Resolutions for Businesses

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The start of a new year often heralds a period of reflection and reinvention, and New Years Resolutions.

For individuals, this might translate into personal commitments and aspirations. However, businesses are not exempt from this ritual. In fact, as the calendar year nears its end, many companies are already asking, “New Year, New Me?”.

Here we delve into the trend of businesses making New Years Resolutions:

The Tradition of New Year Resolutions

Historically, New Year’s resolutions date back to the Babylonians, who made promises to their gods at the start of each year. These promises often revolved around returning borrowed items and paying off debts. In today’s age, tradition has evolved but the essence remains: setting goals for positive change.

Why Businesses Can’t Ignore New Year Resolutions

Just as individuals pledge to eat healthier or read more books, companies might decide to enhance customer relations, increase profitability, or launch a new product line. The principle remains the same: improvement and progress.

  1. Growth and Expansion: For businesses looking to scale, the new year could mark the beginning of tapping into new markets, exploring diverse product lines, or even mergers and acquisitions.
  2. Strengthening Customer Relations: Modern businesses understand the importance of a loyal customer base. Thus, the new year is an opportunity to roll out loyalty programmes, enhance customer service, or introduce community engagement initiatives.
  3. Sustainability: With rising awareness about environmental issues, many businesses are opting for sustainable practices. Come 2024, we could see more firms vowing to reduce their carbon footprint or eliminate plastic from their operations.

Planning is Key

The allure of the New Year is strong, but successful resolutions are built on foresight and preparation. Here’s why and how businesses should start planning their resolutions well in advance:

  1. Market Analysis: Before setting any goals, businesses need to have their fingers on the pulse of the market. Understanding evolving consumer behaviours, emerging trends, and potential disruptors can guide goal setting.
  2. Feedback Integration: End-of-year feedback from clients, stakeholders, and employees can provide invaluable insights. Harnessing this information can shape the resolutions for the coming year.
  3. Resource Allocation: Whether it’s hiring new talent, purchasing equipment, or investing in training, businesses need to ensure they have the necessary resources to fulfil their resolutions.

Personal Resolutions Within a Professional Framework

New Year’s resolutions aren’t exclusive to business entities. Employees, irrespective of their designation or role, can draft their own set of professional resolutions. By aligning personal goals with organisational objectives, employees can find a harmonious blend of personal and professional growth.

  1. Skill Development: With industries constantly evolving, employees might resolve to learn a new skill, attend workshops, or pursue further education.
  2. Networking: Building a robust professional network can open doors to opportunities. Attending more industry events or joining professional organisations might be on the cards for many.
  3. Wellness and Work-life Balance: Burnout is a real concern. Employees could aim for a healthier work-life balance, integrating wellness routines into their daily life.

Case Studies: Resolutions That Transformed Businesses

Let’s delve into some real-life examples where resolutions have made a noticeable difference:

  1. Company A’s Green Pledge: Starting 2022, Company A, a renowned beverage manufacturer, pledged to go plastic-free. Through extensive planning in 2021, they rolled out glass bottles in 2022. Not only did this move enhance their brand image, but it also led to increased sales.
  2. Company B’s Focus on Mental Health: Recognising the rising concerns around mental health, Company B, a tech giant, introduced mandatory wellness breaks and counselling sessions for employees in 2023. This boosted employee morale, reduced sick leaves, and enhanced overall productivity.

In Conclusion

New Year’s resolutions for businesses aren’t just a trend. They’re an essential introspection tool, guiding companies towards sustainable growth. While 2024 awaits with its set of challenges and opportunities, preparedness, backed by resolutions, can set the stage for a prosperous year ahead.

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 does the way we recruit help with retention?

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In today’s job market, where options abound, holding onto your top talent can seem like a tricky game. However, there’s a secret many successful companies already know; retention starts at recruitment. It’s not just about hiring the right people; it’s about keeping them. Let’s delve into how early engagement strategies can boost long-term employee loyalty and what you can do to stand out from the crowd.

1. First impressions matter

When potential employees come for an interview, they assess your company just as much as you’re assessing them. Make that first interaction shine. Offer a friendly greeting, respect their time, and provide them with all the details they need. This is your chance to show them why they’d want to work for you.

2. Stand out from other employers

To attract and retain top talent, you need to offer something different. Maybe it’s a unique work culture, flexible working hours, or outstanding training programmes. By highlighting what makes your company unique during the recruitment process, you appeal to candidates looking for a long-term home. This helps with retention.

3. Foster open communication

From the word go, be transparent. Discuss roles, expectations, and growth opportunities upfront. This early trust-building sets a strong foundation for a long-lasting relationship and supports with retention.

4. Use Performance Reviews constructively

Performance reviews aren’t just for feedback; they’re a chance to re-engage employees. Use these sessions to discuss career paths, training opportunities, and address any concerns. When employees feel listened to and see growth potential, they’re more likely to stay.

5. Succession Planning is key to help with retention

Every employee, from entry-level to management, should know there’s a path upwards. Succession planning is more than just filling roles; it’s about grooming your employees for future leadership positions. This not only ensures continuity for the business but also gives employees a vision of their future within the company.

6. Early inclusion builds loyalty

Help your new hires to quickly feel a part of the team. An assigned mentor, team lunches, and consistent check-ins during their early days can make all the difference. A sense of belonging is crucial for long-term loyalty and retention.

7. Offer competitive Benefits

While a good salary is essential, the benefits package can be a real deal-breaker. Whether it’s health insurance, gym memberships, or work-from-home options, showcasing these benefits early on can sway a potential recruit’s decision.

8. Keep the dialogue going

Feedback isn’t a one-off. Encourage an open-door policy where employees can share their thoughts anytime. This continuous dialogue ensures any issues are addressed promptly, and employees feel valued.

In Conclusion

In the race to retain top talent, starting early is the key. By focusing on recruitment as the first step to retention, companies can build long-lasting, loyal relationships with their employees. After all, when employees feel valued, recognised, and see a future in a company, they’re more likely to stay.

Stay tuned for more insights on recruitment, retention, and building a loyal workforce on our blogs.

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:

  • 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

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

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.

Understanding Imposter Syndrome: what, why, and how to Overcome it

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Imposter syndrome is a term that’s been buzzing around a lot lately. But what is it? Why do we get it? And most importantly, how can we deal with it? Let’s take a closer look.

What is Imposter Syndrome?

Imposter syndrome is a feeling many of us face: that nagging doubt that we’re not really as good as we appear, or that we’ve fooled everyone into believing we’re more competent than we are. Even when we have plenty of evidence of our achievements, that tiny voice in our head says, “You don’t deserve this. They’ll find out soon.”

Why do we get Imposter Syndrome?

Imposter feelings can come from various reasons:

  1. Perfectionism: When we aim for 100% all the time, even a small flaw can feel like a massive failure.
  2. Upbringing: Some of us have grown up in environments where praise was rare or where there was a constant push to achieve more.
  3. New Challenges: Starting a new job, attending a new school, or entering a new social circle can ignite these feelings.

Who gets Imposter Syndrome?

Here’s a surprise: almost everyone! From students to CEOs, many people experience imposter syndrome at some point in their lives. It doesn’t discriminate by job, gender, age, or background.

When do we get Imposter Syndrome?

Imposter syndrome can pop up at various times:

  • After achieving a new milestone like a promotion.
  • While trying something new.
  • When receiving praise or accolades.
  • Comparing ourselves to others.

How can we deal with it?

  1. Recognise it: The first step is to acknowledge it. Understand that it’s just a feeling, not a fact.
  2. Talk about it: Sharing your feelings with a trusted friend, family member, or colleague can provide comfort.
  3. Document your achievements: Keep a list of your accomplishments. When doubt creeps in, you have evidence of your capabilities.

Top Tips to Overcome Imposter Syndrome

  1. Positive Affirmations: Reassure yourself with positive statements like, “I am capable” or “I deserve my success.”
  2. Stop Comparing: Everyone’s journey is different. Focus on your path, not someone else’s.
  3. Seek Feedback: Constructive feedback helps you understand areas of improvement and reaffirms what you’re doing right.

How can we Prepare for it?

Imposter syndrome can come and go. Preparing for it means building resilience and a positive self-image:

  1. Constant Learning: Equip yourself with knowledge and skills. The more you know, the more confident you’ll feel.
  2. Practice Self-compassion: Be kind to yourself. Everyone makes mistakes. Learn from them and move on.

Tips and Techniques for Handling Imposter Syndrome

  1. Visualisation: Imagine a scenario where you succeed. It helps in rewiring the brain.
  2. Grounding Techniques: If anxiety takes over, ground yourself by focusing on your surroundings or deep breathing.
  3. Seek Mentorship: Guidance from someone who’s been in your shoes can be invaluable.

In conclusion, imposter syndrome is something that many of us will face. But by understanding it, recognising its signs, and equipping ourselves with tools and techniques, we can navigate those feelings more efficiently. Remember, you’re not alone, and yes, you’re as competent and deserving as you appear.

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 Rise of ‘People Analytics’

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In the sprawling digital landscape we inhabit, it’s become evident that data is the currency of success. Whether it’s deciding your next purchase or predicting market trends, data has seeped into every nook and cranny of our lives. But did you know data is also transforming the way businesses manage their most valuable asset – their people? Enter People Analytics: the new titan of HR decision-making.

Understanding People Analytics

At its core, People Analytics is the method of collecting, analysing, and acting upon data centred around people to make informed HR decisions. Instead of traditional guesswork or instinct-led choices, HR professionals now have a tool to craft evidence-based strategies.

Why the Shift?

The digital age has gifted us tools to measure nearly every aspect of our lives. So, why shouldn’t businesses benefit too? With a growing emphasis on performance metrics and outcomes, businesses recognised the need to shift from intuition to data-driven HR practices.

The Transformative Powers of People Analytics

The potential of People Analytics is vast. Let’s dive into the arenas it’s revolutionising:

  1. Recruitment: Remember sifting through a heap of CVs, relying on interviews and a sprinkle of gut feelings? No more. People Analytics dives into a sea of data – from previous job performances, qualifications, and even social media activities – to identify the perfect fit for a role.
  2. Employee Wellbeing: A happy employee is a productive one. By utilising feedback, survey data, and even daily work habits, companies can gain insights into their team’s well-being. This paves the way for proactive measures ensuring contentment and productivity.
  3. Tailored Training & Development: Gone are the days of one-size-fits-all training. With the clarity that data provides, training modules can now be crafted to cater to individual needs, amplifying strengths and addressing weaknesses.
  4. Anticipating Turnover: Through data, it’s possible to discern patterns that hint at an employee’s intention to leave. This allows for preemptive action, which could be anything from a conversation to a change in role, saving companies the heavy cost of recruitment and training.

Challenges in the World of People Analytics

It’s not all smooth sailing in the sea of People Analytics:

  • Data Privacy: In an age where data breaches are frequent headlines, there’s a pressing need to secure and maintain the privacy of employee data.
  • Data Quality: Garbage in, garbage out. The accuracy of the data being fed into systems is paramount. Inaccurate data can lead to misleading insights, which can be detrimental.

Embracing the Future of HR

Imagine an HR realm where decisions are not based on limited observations but on a plethora of data points. This isn’t a distant dream but a rapidly forming reality. As businesses globally embrace People Analytics, HR processes are poised to be more streamlined, efficient, and effective.

Case in Point

Consider a leading tech firm, TechSolutions Inc. With branches globally and a team of over 10,000, managing HR decisions was always a challenge. But by adopting People Analytics, they reported a 30% increase in recruitment efficiency, a 15% boost in overall employee satisfaction, and a noticeable drop in turnover rates in just two years.

Stepping into a Data-driven HR World

The wave of People Analytics is here. It promises a future of precise, efficient, and impactful HR decisions. Whether it’s moulding the next star performer or ensuring the team’s morale stays buoyant, the answers lie in the data.

For businesses on the fence, it’s time to pose a question: In a world steered by data, can you afford to rely solely on instincts?

Conclusion

As we gaze into the future of HR, one thing stands clear: data is the North Star guiding decisions. The rise of People Analytics isn’t just a trend; it’s a fundamental shift in the HR landscape. And as businesses anchor their strategies on solid data, the future of HR looks not just bright but precision-driven.

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.

Understanding and Supporting Mental Health in the Workplace

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In recent times, there’s been a growing emphasis on understanding and supporting mental health in the workplace. Gone are the days when mental health was a taboo topic or a mere afterthought. In the modern UK workplace, prioritising the well-being of employees isn’t just a good practice; it’s essential.

Why Prioritise Mental Health?

The reasons to make mental health in the workplace a top priority is abundant:

  1. Increased Productivity: Employees in good mental shape can focus better and produce more quality work.
  2. Reduced Absenteeism: When mental health is nurtured, fewer days are taken off due to related issues.
  3. Boosted Morale: A positive mental environment contributes to a happier, more collaborative workforce.

Strategies to Enhance Workplace Mental Well-being

Here are a few straightforward strategies that can make a significant difference:

  1. Open Dialogue: Encourage a culture where staff feel safe discussing their mental health without fear of stigma.
  2. Flexible Work Options: Where feasible, offer flexible working hours or remote working opportunities. A change in environment or routine can be beneficial.
  3. Regular Breaks: Encourage employees to take short, regular breaks to rest their minds, especially if they’re working long hours.
  4. Training for Managers: Equip managers with training to recognise signs of mental health issues and to respond appropriately.
  5. Provide Resources: Offer resources like counselling services or helplines that employees can turn to when they need it.

The Long-Term Benefits

By investing in the mental health of your workforce, you’re building a stronger, more resilient company. Organisations that put well-being first tend to have more engaged employees, fewer turnover rates, and, often, better customer satisfaction.

In Conclusion

Prioritising mental health in the workplace isn’t a mere trend. It’s a fundamental shift in understanding the holistic needs of a workforce. In a world that’s rapidly changing and presenting new challenges daily, it’s the businesses that take mental well-being seriously that will thrive and foster a truly dedicated and happy team.

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 build long-term relationships with our clients and provide ongoing support and advice to help them find and retain the best talent.

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.