Red Flags in Recruitment: How to Identify and Respond to Potential Issues During the Hiring Process

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Recruiting the right people for your team is essential. However, during the hiring process, you might come across some warning signs, or ‘red flags’, that suggest a candidate might not be a suitable fit. Recognising and addressing these red flags can save a lot of time, money, and potential issues down the line. In my blog, we will explore some of the most common red flags to look out for and how you can respond to them effectively.

1. The Importance of a Sound Recruitment Process

Before diving into the specifics, it’s worth noting why having a good recruitment process is so crucial. Every new hire represents not just a financial investment but also a potential addition to your company culture and the overall dynamic of your team. A mismatch can disrupt the workflow, affect team morale, and result in a waste of resources.

2. Common Red Flags During Recruitment

a. CV Inconsistencies: Always check for inconsistencies or gaps in employment on a CV. While it’s common to have short breaks, exceptionally long gaps might need further probing unless they are adequately explained.

b. Vague Responses: If a candidate is evasive or gives vague answers to direct questions, it’s a cause for concern. You want employees who are transparent and straightforward.

c. Lack of Preparation: A candidate who doesn’t know much about your company or the role they’re applying for might not be genuinely interested in the position.

d. Negative Talk About Previous Employers: Everyone might have had a job or boss they didn’t particularly like, but openly bad-mouthing them in an interview is unprofessional.

e. Frequent Job Hopping: While some movement between jobs can be a sign of ambition or seeking better opportunities, frequent job changes can indicate a lack of commitment or persistence.

3. How to Address These Red Flags

a. Open Communication: If something on a CV or in an interview doesn’t add up, ask about it. Sometimes there’s a valid explanation that might not be immediately apparent.

b. Reference Checks: Always check references. Past employers or colleagues can provide invaluable insights into the candidate’s work habits, strengths, and areas of improvement.

c. Trial Periods: Consider offering a short-term contract or probation period. This can allow both the company and the candidate to evaluate if it’s a good fit.

4. Using Technology to Aid Recruitment

In the digital age, there are numerous tools and platforms that can help identify potential red flags:

a. Background Check Platforms: Websites like ‘The Background Checker’ can provide a quick overview of a candidate’s past, including any potential legal issues. And of course, a Criminal Records Check if appropriate.

b. Social Media Screening: While it’s essential to respect privacy, a candidate’s public social media profiles can give an insight into their character and professionalism.

c. Video Interviews: Platforms like Zoom or Skype can be invaluable, especially if you’re recruiting remotely. They offer more personal interaction than a phone call.

5. The Balance Between Trust and Caution

While it’s crucial to be vigilant, it’s equally important not to become overly suspicious. Everyone can have an off day or a job they regret. The key is to find a balance between trusting your instincts and giving candidates a fair chance.

6. Conclusion

Recruitment is never an exact science. However, by being aware of potential red flags and having strategies in place to address them, you can significantly increase the chances of finding the perfect fit for your team.

Remember, it’s not just about qualifications and experience. Company culture, team dynamics, and personal attributes play a massive role in determining the right candidate. It’s always better to spend a little more time during the recruitment process than to rush and regret later.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

Create a Learning Culture for Continuous Professional Development

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

Benefits of a Robust Learning Culture:

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

Components of a Learning Culture:

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

Cultivating a Learning Culture:

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

Strategies for Continuous Learning:

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

Conclusion:

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

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

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

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

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

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

We can attribute skill shortage to several interconnected reasons:

Technological Surge

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

Changing Industry Dynamics

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

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

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

Building Employer Brand

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

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

To nurture such a brand, here are some strategies:

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

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

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

Rethinking Job Requirements

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

Here’s how businesses can pivot:

Highlight Transferable Skills

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

Value Potential Over Pedigree

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

Broaden Skill Perspectives

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

Collaborations with Education Partners to fix the skill shortage gap

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

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

Internal Talent Development

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

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

Benefits of Remote Work

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

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

Redefining Compensation Packages

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

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

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

 

Harnessing Tech in Recruitment

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

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

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

The Role of Employee Referrals

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

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

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

Global Planning in HR has never been more important

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I have seen so many changes to the way that companies have adapted their strategy, as the world faces different challenges, turns, and events. But particularly more so in the last few years.

Human resources (HR) play a crucial part in the modern, changing, global business environment. Because of the challenges of dealing with global employees in this unique environment, strategic and global planning in HR has become even more important.

Being strategic, having awareness, and being able to make changes, is always the best way to make sure you are on the front foot for the success of your business.

Here I share with you some valuable thoughts and ideas, to help you on that journey of global planning in HR.

Let’s shift the dynamics

Everything is getting smaller. Improvements in communication and technology have lowered the barrier to entry for companies on a worldwide scale. As companies go global, having employees who can communicate in the right way in the target culture is of huge importance. The COVID-19 pandemic drove home the need for specific global planning in HR and the need to be able to be agile and to adapt the company.

Start to identify the cultural nuances within your global planning in HR

Culture is at the heart of any nation. What is popular in Japan may not be the same with the Brazilian public. A tactic that works great in the United States may flop in India. Businesses must consider these differences, or they will lose employees, and by default, customers.

Explore the local regulations

Different countries have varying labour laws, tax systems, and business rules. Try to take advantage of any benefits or tax breaks the local region may be offering.

Strategising your HR global challenges

Have global strategies but with a local focus

A global strategy gives everyone a clear goal to work toward. The standards, customs, and laws of one place may differ significantly from those of another. Therefore, HR must have the ability to adapt global strategy to these differences in HR Global Planning.

Let’s look at the offered ‘yearly leave’ sample. For example, a business may provide each of its locations with 21 days of paid leave every year. Modifying global rules so that they conform to local customs without changing the global strategy.

Maintaining constant communication with local human resources departments and upper management is one approach to guarantee a smooth local process. To keep their finger on the pulse of local operations, the global HR staff can benefit from hosting regular meetings.

Show appreciation and respect of our differences

In addition to adding flavour to everyday life, diversity in the company is a potent driver of success. We should appreciate and celebrate our diversity, and not just treat it is a tick box exercise.

To succeed in today’s world, being cultural savvy is a must have skill. The ability to learn, value, and cooperate clearly with others from diverse cultural and social contexts. Human resources must make it a top priority to encourage this kind of wit at every level of the company.

Have a big focus on development

A global company often means a blend of cultures, languages, and practices. Training and development can help with cohesion and efficiency. Hosting regular meetings should be a staple in global companies. They help employees understand the cultural dos and don’ts, fixing gaps, and reducing any misunderstandings. Such meetings can cover topics ranging from basic cultural norms to deep dives into local history and their influences on the work cultures we see today.

Different languages can often be a significant hurdle in global operations. Investing in language training not only helps with better communication but also shows employees that the company values their comfort and efficiency.

Understanding local business etiquette can be the difference between a successful deal and a missed opportunity. HR can ensure that employees in client facing roles are trained in these areas. Whether it’s the way meetings are chaired in Japan, or the negotiation styles used in the Middle East.

Are your compensation and benefits attractive?

Compensation and benefits stand out as primary drivers for bringing in new talent and keeping existing talent. At the heart of global compensation and benefits lies a dual mandate. On the one hand, there’s a need to maintain stability and on the other, a desire to remain attuned to local market dynamics. The aim is to ensure that employees, regardless of their location, receive fairness and equity in their compensation.

HR teams need to be adept at producing regular market surveys and salary assessment exercises in each region in which they operate. This not only provides detail into the compensation trends but also helps in identifying potential areas of improvement to remain competitive.

While being flexible with salary structures is essential, organisations can standardise core benefits. For instance, health insurance, pension contributions, or education assistance can be standard themes across the board, but the detail may vary based on local norms.

So, a good global framework for performance reviews can be set, but the rewards and bonuses can be aligned with local standards. This ensures that the top performing employees in every region feel rewarded.

Invest in accessible and suitable technology

With operations in various locations, HR is flooded with data. Platforms with live data analytics can change this data into clear insights. Be it showing us the talent gaps, looking at the effectiveness of training programs, or gauging employee satisfaction, data analytics allows HR to make informed decisions.

In large global companies, the voice of individual employees can sometimes get lost. Technological systems that allow easy feedback collection—like regular surveys or virtual idea boxes—ensure that employees from all regions have a channel to voice their opinions, concerns, and ideas.

Especially in the post-COVID era, virtual training tools have emerged as valuable tools. Whether it’s onboarding a new team member in Europe or giving a training session for employees in Asia, technology ensures that distance is no longer a barrier. These tools also allow for content to be tailored according to regional requirements, ensuring relevance and effectiveness.

With teams often across time zones, collaboration tools play a critical role in adopting cohesion. Tools that allow for easy communication, document sharing, and project management ensure that teams function as a unified entity, without their location being a negative factor.

How to consider cultural nuances

Coming towards the cultural aspect of globalising strategies, here’s what you should be considering.

Have induction programs

When employees join a company or are transferred to a new country, induction programs can familiarise them with the local culture, business practices, and social norms. This eases their transition and ensures that they can function within different environments.

Create mentorship initiatives

Pairing employees with mentors from their region can help them get around the professional landscape while also fixing any cultural gaps.

Take time to celebrate diversity

Events, meetings, and celebrations that show various cultures can foster understanding and respect among employees. For instance, a global company might celebrate Diwali, Hanukkah, and Christmas, fostering a sense of inclusivity and unity.

Invest research in local regulations

As much as it’s important to focus on global regulations, locality shouldn’t not be ignored and must be considered within the HR Global Planning strategy.

Collaborate with local experts

HR teams should work with local consultants or legal experts who are familiar with local labour laws, tax structures, and business rules. This ensures that the company remains compliant while optimising operations in that region.

Schedule regular audits

To stay ahead of any changes, regular audits of HR practices against local rules are crucial. This approach can save companies from potential legal troubles.

Include employee feedback mechanisms

Employees on the ground can often provide information about changing regulations or local sentiments. Establishing robust ways of gathering feedback can offer valuable, ground-up insights.

Employee retention in the global talent landscape

Talent is the differentiator. As opportunities burgeon across the globe, companies are struggling with a new challenge – not just attracting top talent but retaining it. Thus, weaving employee retention into the fabric of an international HR strategy isn’t a mere choice; it’s a compelling necessity that must be considered within the HR Global Planning.

Create a challenging work environment

While attractive compensation can draw talent, what makes them stay is often intangible. The promise of a challenging work environment, where skills are not just utilised but stretched, is a magnetic force for talent.

An environment where tasks aren’t mundane, and every project poses a new set of challenges ensures employees remain engaged. Engaged employees don’t just execute tasks; they invest in them.

By setting regular challenges, companies can also evaluate the current skill set of their employees. Areas of improvement become evident, paving the way for timely upskilling initiatives. This not only ensures that the employee grows professionally but also ensures that the company has a workforce that’s equipped with the latest skills.

Offer transparent and steady communication

With remote work becoming the norm, maintaining clear channels of communication is paramount. For an employee sitting miles away, understanding the bigger picture is crucial. By communicating short-term goals and aligning tasks with these goals, companies can ensure that every employee, irrespective of their location, feels aligned with the company’s mission.

Tools like Loom, Zoom, and Google Meetings aren’t just software; they are lifelines in a remote working setup. They help simulate the office environment, encourage collaboration, and ensure that distance doesn’t lead to communication gaps.

Promote internal recruitment and career growth

Employees today aren’t just looking for jobs; they are scouting for careers. Meaning, showing them a clear path of progression within the organisation is integral to retention. By allowing employees to shift roles, departments, or even geographies, companies not only provide growth but also variety, which can be a potent tool for retention.

With role shifts should come skill enhancement. Although investing in training ensures that employees climb up the organisational ladder, they are well-equipped to handle the increased responsibilities.

Encourage regular hiring of fresh talent

As organisations evolve, there’s a need for fresh perspectives and new skills. Regular hiring ensures a continuous influx of fresh ideas.

Diverse perspectives are enriched by the addition of new employees. In a less diverse workforce, innovative ideas and approaches might not surface. The corporate world is always changing, which means that the talents you need now may not be useful tomorrow. Organisational resilience and preparedness for the future depend on having the most up-to-date skill sets, which can be maintained through consistent hiring practices.

Our conclusion?

Strategic human resources management in international business is a juggling act. There is a tension between sticking to your company’s core values and worldwide standards, on the one hand, and the requirements of local governments and communities, on the other.

Dedication to diversity, inclusion, and respect for all employees is essential to achieving success in this difficult endeavour, along with a mix of proactive planning, technological integration, constant learning, and, most importantly, continual improvement. To stay globally competitive and locally relevant, firms must adapt their HR Global Planning strategy as the environment shifts.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

Exec Search Secrets: How to Perfectly Streamline Your Hiring Journey

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

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

The Application Phase: Making a Good First Impression

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

Clear Job Descriptions

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

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

Detail Matters

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

Transparency

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

Intuitive Design

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

Mobile Optimisation

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

Multi-format Submissions

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

Save and Resume

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

Immediate Acknowledgment

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

Specificity is Key in Exec Search

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

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

Flexibility Matters

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

The Human Touch

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

Look Beyond Keywords

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

Story over Structure

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

Top 10 tips for hiring success

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

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

Structured Interviews

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

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

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

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

Multi-tiered Approach

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

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

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

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

Transparent Communication

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

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

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

The Offer: Sealing the Deal

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

Quick Turnaround

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

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

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

Onboarding Process

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

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

Our top tips for onboaring success

Structured First Week

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

Mentorship Programs

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

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

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

Unlocking the Secrets to Identifying, Attracting, and Recruiting top HR Talent

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In today’s fast-paced business landscape, the hunt for recruiting top-tier HR talent has become an intricate dance between companies vying for the best candidates and candidates seeking the most rewarding opportunities.

For many HR directors, it is as equally challenging to find the right talent for their own team as it is to solve the talent challenges within their respective businesses. This has been even more pronounced in the face of skill scarcity of recent years.

In industries grappling with skill shortages, finding and keeping the right talent is a formidable task. However, by embracing innovative talent acquisition strategies, you can not only rise above the competition but also secure a sustainable pipeline of skilled professionals.

Understanding the Landscape: The Skill Scarcity Conundrum

According to a recent report by the Office for National Statistics, the UK is facing an acute skills shortage across various sectors, including technology, healthcare, and engineering. This scarcity is attributed to a multitude of factors, including rapid technological advancements, changing job requirements, and demographic shifts.

Want to be a Chief People Officer?

Check our our essential guide to managing your career path to becoming a CPO.

Click here

Unveiling Innovative Talent Identification

1. Skill Mapping and Predictive Analytics

Leveraging technology to its fullest, skill mapping and predictive analytics can be potent tools. Platforms like LinkedIn Talent Insights enable HR directors to map skills supply and demand in real time.

By anticipating skills shortages, you can proactively tailor your recruitment efforts.

We recently wrote an article on data analytics which gives some tips and advice which you can find HERE

2. Reskilling programs

Initiate reskilling programs for employees whose roles might be impacted by automation or technology shifts. By identifying transferable skills and guiding employees into new roles, you can prevent skill obsolescence and employee displacement.

Clearly defined career pathways that outline growth opportunities within the business can also attract top talent, knowing that their development is a priority.

3. Build your own:

Investing in the development of your current workforce is crucial. Identify high-potential employees and provide them with times for upskilling and cross-training. Not only does this fill immediate skill gaps but also boosts employee morale, engagement, and loyalty.

Offering continuous learning sends a message that your business values growth and invests in its employees’ futures.

Therefore, you could also consider collaborating with educational institutions to develop specialised training programs can help bridge the skills gap. By tailoring education to industry demands, you can ensure that graduates possess the skills necessary for immediate employment. Initiatives like apprenticeships, internships, and partnerships with universities can create a pipeline of skilled workers who are ready to contribute from day one.

Navigating the Attraction Odyssey

1. Personalised Employer Branding

Similarily, when recruiting for HR talent, crafting a compelling employer brand that resonates with your target talent pool. To confirm this, a study by Glassdoor revealed that job seekers are 3.5 times more likely to apply for a job at a company with a strong employer brand. Showcase your company’s culture, values, and career growth through story telling.

2. Flexible Work Arrangements

The pandemic has underscored the value of flexible work arrangements. A survey by McKinsey & Company found that 58% of employees consider flexibility as a top consideration when job hunting. Offering hybrid or remote work options can attract top talent seeking a work-life balance.

Anchoring Talent: Retention in Skill-Scarce Environments

1. Continuous Learning Ecosystems

Investing in continuous learning opportunities, can foster employee growth and loyalty. Establish mentorship programs, provide access to online courses, and encourage skill development to combat skill obsolescence.

In addition, when recruiting for HR talent, most great candidates will have multiple offers and will want to join the business that gives them the most opportunity to learn and develop.

2. Inclusive Work Cultures

Diversity and inclusion go hand in hand with talent retention. A study by Deloitte found that inclusive companies are 1.7 times more likely to be innovative leaders. Prioritize an environment where all voices are heard and ideas are valued, creating a sense of belonging.

Final Thoughts

As an HR director, the path to overcoming skill scarcity and thriving in a competitive job market is not a solitary journey. By embracing a holistic approach that combines education, training, remote work, and inclusivity, companies can pave the way for a brighter future.

However, we recognise that this can take time to implement, especially when searching for top-tier professionals in highly competitive talent markets. This is where our expertise at re:find steps in. With a proven track record of successfully identifying, attracting, and placing exceptional candidates in skill-short industries, we understand the challenges of talent acquisition.

Our dedicated team possess the insights and connections necessary to navigate the ever-evolving landscape of executive search. Leveraging our extensive network and industry knowledge, we excel at uncovering the hidden gems, the HR superstars who possess the unique blend of skills, experience, and cultural fit that your organisation requires.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been hiring HR talent 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 central government executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

EVP V Brand: which one wins?

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EVP V Brand: EVP stands for Employee Value Proposition, while brand refers to a company’s overall reputation and identity. Although there is some overlap between the two concepts, they focus on different aspects of an organisation.

EVP refers to the unique set of benefits and rewards that an employer offers to its employees in exchange for their skills, capabilities, and contributions. It encompasses the value an employee receives from working at a particular organisation. EVP includes factors such as remuneration, benefits, work-life balance, career development opportunities, company culture, and the overall employee experience. It is primarily targeted at existing and potential employees and aims to attract, engage, and retain talent within the organisation.

Brand represents the overall perception and image of a company or product in the minds of its target audience, including customers, employees, investors, and the general public. It encompasses various elements such as the company’s mission, values, reputation, visual identity (logo, design, and branding materials), messaging, and customer experience. A strong brand establishes trust, communicates differentiation, and influences purchasing decisions. Branding efforts are focused on creating a distinct and recognisable identity that resonates with the target market.

The key difference lies in the target audience and the focus of each concept. Both EVP and brand are essential components in building a successful organisation, as they contribute to attracting top talent and establishing a positive reputation.

Why do EVP and brand sometimes cause confusion?

EVP and brand can sometimes be confused or intertwined because they both play a role in shaping the perception of an organisation. Here are a few reasons why they might get confused:

  • Shared elements: they can have common elements, such as company culture and values. They both need to align with the organisation’s mission and values to create a consistent and authentic image. For example, if a company claims to value work-life balance in its brand messaging but does not offer flexible working arrangements as part of its EVP, there would be a disconnect.
  • Employee as brand ambassadors: Employees are an integral part of a company’s brand. Their experiences and perceptions of the organisation can influence how they represent the brand externally. A positive EVP that fosters employee satisfaction and engagement can lead to employees being enthusiastic brand ambassadors. Conversely, a negative EVP can result in disgruntled employees who may not promote the brand positively.
  • Employer brand: Employer branding focuses on positioning the organisation as an attractive employer and creating a positive reputation in the job market. It encompasses both the EVP and the external perception of the company as an employer. The EVP plays a crucial role in shaping the employer brand by defining the unique benefits and value proposition for employees.

Why is EVP important?

In today’s competitive job market, organisations need to differentiate themselves to attract and retain skilled and high-performing employees. A compelling EVP helps to showcase the unique benefits, opportunities, and overall value that an organisation offers to its employees. It gives potential candidates a reason to choose one company over another and can increase employee loyalty and commitment.

A strong EVP contributes to higher levels of employee engagement and satisfaction. When employees feel that their needs, expectations, and aspirations are met by the organisation, they are more likely to be motivated, productive, and committed to their work. A well-crafted EVP can help create a positive work environment, foster a sense of belonging, and align employees’ values with those of the organisation.

As we’ve already mentioned, EVP is closely tied to the employer brand, which refers to the reputation and perception of an organisation as an employer. A strong EVP helps create a positive employer brand, which can attract top talent, enhance the company’s image, and differentiate it from competitors. A positive employer brand can also lead to increased interest from potential candidates and improved retention rates.

EVP plays a role in shaping and reinforcing the organisational culture. When the EVP aligns with the company’s mission, values, and culture, it helps attract individuals who are a good fit for the organisation. This alignment contributes to a positive work environment, collaboration, and higher performance levels.

How to go about creating an EVP

Creating an effective Employee Value Proposition (EVP) involves a strategic and thoughtful approach. Here are some steps to guide you through the process:

  1. Understand your organisation: Begin by gaining a deep understanding of your organisation’s mission, values, culture, and strategic goals. Identify what sets your company apart from competitors and what makes it an attractive place to work. Consider your company’s strengths, unique selling points, and the value it offers to employees.
  2. Conduct research: Gather insights from various sources to understand the needs, expectations, and preferences of your target employee audience. This can include employee surveys, focus groups, interviews, and benchmarking against industry standards. Explore what motivates and engages employees and what they value in their work environment.
  3. Define your EVP components: Based on the research and organisational analysis, identify the key components of your EVP. These components should reflect the benefits, rewards, and experiences that differentiate your organisation as an employer. Common EVP components include remuneration, benefits, career development opportunities, work-life balance, company culture, meaningful work, and a supportive work environment.
  4. Craft the EVP messaging: Develop clear, concise, and compelling messaging that communicates your EVP to current and potential employees. The messaging should highlight the unique value proposition your organisation offers and resonate with the target audience. Use authentic and employee-centric language to convey the benefits and experiences employees can expect.
  5. Align with organisational brand: Ensure that your EVP aligns with your organisation’s overall brand and values. Consistency between your EVP and the external brand messaging is essential to create a cohesive and authentic employer brand. The EVP should reflect and reinforce the brand promises made to both customers and employees.
  6. Communicate and promote the EVP: Effectively communicate the EVP throughout the organisation and in your recruitment efforts. Share the EVP messaging with current employees to create awareness and engagement. Incorporate it into your job descriptions, career websites, social media channels, and recruitment materials to attract potential candidates. Use various communication channels to consistently promote the EVP internally and externally.
  7. Evaluate and adapt: Regularly review and evaluate the effectiveness of your EVP. Seek feedback from employees and track relevant metrics such as employee satisfaction, retention rates, and candidate attraction. Make adjustments and improvements based on feedback and changes in the external and internal environment.

Why is your brand important?

  • Recognition and differentiation: A strong brand helps a business stand out in a crowded market. It creates a unique identity that customers can recognise and remember. A well-established brand helps differentiate a business from its competitors.
  • A strong brand builds customer loyalty and trust. When customers have positive experiences with a brand, they are more likely to become repeat buyers and recommend the brand to others. Customers are often willing to pay more for products from brands they perceive as high quality, reliable, and reputable. Brands can create emotional connections with customers and a well-crafted brand can evoke certain emotions or feelings, leading to a deeper connection between the brand and its customers.
  • Market positioning: branding helps a business position itself in the market. It allows a business to target a specific audience and communicate its unique value proposition effectively. If a brand is already well-established and trusted, introducing new products becomes easier. Customers are more likely to try new offerings from a brand they already know and love.
  • Long-term business growth: A strong brand contributes to long-term business growth. It helps create a sustainable competitive advantage and can lead to increased market share and expansion opportunities.

A strong brand can boost employee morale and pride. Employees often feel a sense of belonging and purpose when working for a reputable and recognisable brand, but this is different from your EVP. Both EVP and brand are important to business, but, in essence, EVP is about the value a company offers to its employees, while brand encompasses the overall perception and identity that the company projects to the external world. Both EVP and brand are essential for a company’s success, contributing to talent attraction, employee satisfaction, customer loyalty, and market positioning.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

There will be no need for HR in the future

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You might have heard some buzz about the possibility of HR becoming obsolete, and we’re here to explore the arguments surrounding this hot topic.

As we journey through all of the uncertainties in business at the moment, hopefully, we’ll help unlock some of the secrets behind the arguments claiming that HR’s days are numbered. Don’t be fooled by sensationalism…this isn’t a eulogy for HR.

Rather, it’s an investigation into the evolving landscape of the workplace, the dynamic interplay of humans and machines, and the ever-adapting role of HR in a world constantly in flux.

The stage is set for an unprecedented technological revolution that has permeated virtually every facet of modern business. Automation, AI, and machine learning have swept through industries, revolutionising how we work, communicate, and collaborate.

The question arises – in this era of hyper-connectivity and digital prowess, does HR stand a chance against the relentless march of technology?

Rise of Automation and AI:

One of the leading arguments for the diminishing need for HR is the increasing integration of automation and artificial intelligence (AI) in various business processes. With AI-powered tools, routine HR tasks like payroll processing, recruitment, and employee onboarding are becoming more streamlined, efficient, and error-free. This frees up HR professionals to focus on more strategic and value-adding activities.

Human Resources, as the name suggests, revolves around the core essence of human interaction. Empathy, understanding, and the ability to connect with employees on a personal level have long been the hallmarks of effective HR professionals. But now, we find ourselves at the crossroads of human touch and artificial intelligence. Can algorithms replicate the warmth and compassion that human HR brings to the table? Is there room for both in the future?

“AI in HR” – check out our recent post about this hot topic

Data-Driven Decision Making:

The emergence of big data and analytics has transformed the way businesses make decisions, including HR-related choices. HR departments can now leverage data to identify talent gaps, assess employee performance, and create personalised development plans.

This data-driven approach improves overall workforce management, making HR’s role more data interpreter and strategist than administrator.

Although big data and analytics offer a treasure trove of insights into employee behavior, productivity, and well-being. But what does this mean for the traditional HR functions? Are we witnessing the dawn of a new era where cold, hard data dictates the path ahead?

You can read more about it in our detailed analysis on big data in HR

Self-Service HR Portals:

HR processes have become increasingly self-service-oriented. Employees now have access to online portals where they can update personal information, request leaves, access training materials, and more. This shift empowers employees to handle their administrative needs independently, reducing the burden on HR professionals.

Focus on Employee Experience:

As companies recognize the importance of employee satisfaction and retention, the concept of Employee Experience (EX) has gained significant traction. In this context, HR plays a critical role in understanding employee needs and shaping a positive workplace culture. By prioritizing EX, HR becomes an indispensable driver of employee engagement and organizational success.

10 Ways HR Must Change Today to Be Effective Tomorrow

Evolving Role of HR:

As the landscape evolves, so must the roles within it. HR professionals find themselves at a unique juncture, with the opportunity to redefine their purpose. Will HR shift from a rule-enforcer to a culture-creator, from a data entry specialist to a strategic advisor? The future of HR hinges on its adaptability and willingness to embrace change.

Rather than becoming obsolete, HR might undergo a transformation. The traditional administrative tasks may fade, but HR’s role in fostering collaboration, promoting diversity and inclusion, and handling sensitive employee issues will remain vital. The HR professional of the future will wear multiple hats, including culture curator, employee advocate, and change management expert.

Controversial Aspect of Automation:

While technology promises boundless possibilities, it also raises some concerns. For instance, the “human” aspect of HR, such as empathetic understanding and emotional support during difficult times, may be challenging to replicate with AI. Striking a balance between technology and human touch becomes a critical consideration.

As AI-driven systems handle sensitive data, make hiring decisions, and manage employee performance, concerns arise about bias, privacy, and accountability.

Can we trust technology to make decisions that profoundly impact human lives? And how will HR grapple with these moral quandaries?

Conclusion:

In conclusion, the future of HR might not be as bleak as some predict. While automation and AI are transforming the way HR operates, the core essence of human resources management remains essential. HR professionals will need to adapt, upskill, and embrace technology to stay relevant and thrive in this ever-changing landscape. So, let’s not bid farewell to HR just yet, but rather look forward to its exciting metamorphosis!

Remember, change is the only constant, and HR is no exception. Embrace it, and let’s shape the future together!

How to Stand Out From The Crowd With An Impactful CV

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

For any further insight please speak to our practice lead and Managing Director, James Cumming.

What is HR SSC – Streamlining HR Operations

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Introduction

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

Everything you need to know about Shared Services

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

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

Key Characteristics and Functions

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

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

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

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

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

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

Benefits of HR SSCs

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

Conclusion

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

  • Every organisation is unique and we feel that there is no one-size-fits-all solution when it comes to recruitment.
  • re:find offer bespoke recruitment solutions, that are tailored to meet the specific needs of each client.
  • Whether you need help with a single hire or a full recruitment campaign, we can help.
  • We commit to providing our clients with the highest quality service.
  • We take the time to understand your organisation’s culture and values, and the specific skills needed for each campaign.

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

Sources:

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

AI in HR: is this the end for HR?

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In today’s rapidly evolving digital landscape, artificial intelligence (AI) has emerged as a game-changer in numerous industries. It is revolutionising the way we work, communicate, and make decisions. AI in HR is making significant strides and transforming traditional HR practices. It’s paving the way for a more efficient and data-driven approach to managing talent.

Gone are the days when HR departments were bogged down by paperwork, manual processes, and repetitive administrative tasks. With the advent of AI, HR professionals now have powerful tools at their disposal. This allows them to streamline operations, enhance productivity, and make more informed decisions.

AI does have the potential to impact certain job roles within the HR field. As AI technologies advance, there is a possibility of automation replacing repetitive and administrative tasks traditionally performed by HR professionals. This could include tasks such as screening CVs, data entry, scheduling interviews, and answering routine employee inquiries.

However, it’s important to note that AI is more likely to augment HR roles rather than completely replace them. While AI can automate certain tasks, there are critical aspects of HR that require human skills and judgment. This includes employee relations, strategic decision-making, managing complex interpersonal dynamics, and understanding the nuances of human behaviour and emotions.

Here are some of the areas of HR that can be improved with the use of AI.

Talent Acquisition

AI can automate and optimise the recruitment process by using machine learning algorithms to analyse CVs, screen candidates, and identify the best fit for a position. AI-powered chatbots can engage with candidates, answer their queries, and schedule interviews, providing a more efficient and engaging candidate experience.

Employee Onboarding

AI can assist in the onboarding process by providing personalised training programmes, onboarding materials, and interactive modules to help new employees quickly familiarise themselves with company policies, procedures, and culture.

Employee Engagement

 Chatbots or virtual assistants powered by AI can act as a resource for employees, providing quick access to information about company policies, benefits, and HR-related inquiries. AI can also analyse employee sentiment through surveys, feedback forms, or even facial recognition to assess engagement levels and proactively identify areas that need attention.

Performance Management

AI can facilitate performance evaluations by analysing various data points such as employee feedback, project outcomes, and individual metrics. This analysis can provide managers with insights and recommendations for effective performance management and personalised development plans.

Training and Development

AI can personalise employee training and development programmes based on individual needs and learning styles. It can recommend relevant courses, resources, and learning paths, thereby enhancing the learning experience, and fostering continuous growth.

HR Analytics

AI can analyse large volumes of HR data, such as employee demographics, performance data, and attrition rates, to identify patterns, correlations, and predictive insights. This information can help HR professionals make data-driven decisions related to workforce planning, talent retention, succession planning, and diversity and inclusion initiatives.

Employee Wellbeing

Monitoring employee wellbeing can be assisted by AI, by analysing data from wearable devices or sentiment analysis of communication channels. It can identify signs of stress, burnout, or other mental health concerns, allowing HR to intervene and provide the necessary support.

Compliance and Risk Management

AI can assist HR in ensuring compliance with relevant laws and regulations by analysing policies, documents, and contracts to identify potential risks, discrepancies, or non-compliance issues.

Instead of viewing AI as a threat, HR professionals can embrace it as a tool to enhance their efficiency and effectiveness. By offloading repetitive tasks to AI systems, HR professionals can focus more on strategic initiatives, employee development, fostering company culture, and addressing complex people-related challenges.

Additionally, the introduction of AI in HR can create new job opportunities. Organisations may require HR professionals with skills in managing AI systems, analysing AI-generated insights, and ensuring the ethical and responsible use of AI technologies. HR roles may evolve to emphasize human-centric skills, such as empathy, emotional intelligence, and relationship-building, which are vital in understanding and addressing the needs of employees.

It’s important to note that while AI can automate and enhance many HR processes, it should complement human judgment and ethical considerations. The human touch remains essential for empathy, complex decision-making, and building strong relationships within an organisation.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

For more information on re:find please get in contact with our Managing Director, James Cumming.