Change management in public sector organisations: how to succeed

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Change management in public sector organisations refers to the process of implementing and managing changes within governmental agencies, departments, and other public entities. It involves planning, coordinating, and guiding the transition from existing practices to new ones, in order to improve efficiency, service delivery, and overall effectiveness.

Whilst change management principles are similar across both public and private sectors, there are some key differences in how they are applied in public sector organisations, because of the nature of the public sector.

Stakeholder Engagement

Public sector organisations typically have a broader range of stakeholders compared to private organisations, due to the fact they have a wider public interest. These stakeholders include citizens, elected officials, community groups, and interest organisations. Change management in the public sector emphasises the need for extensive stakeholder engagement and consultation to ensure transparency, accountability, and democratic decision-making. Without extensive stakeholder engagement, you can face a whole host of problems including:

  • Lack of transparency
  • Resistance
  • Unforeseen challenges
  • Legal issues
  • Ethical issues

Regulatory Framework

Public sector organisations operate within a framework of legislation, policies, and regulations that guide their operations. Change management in the public sector must take into account these regulatory requirements and ensure compliance throughout the change process. This may involve conducting legal reviews, obtaining approvals from regulatory bodies, and adhering to public procurement procedures.

Without following these, they are open to legal repercussions, operational disruptions and financial implications and finally, damage their reputation.

Political Considerations

Public sector organisations are susceptible to political influences and the decisions of elected officials. Change management in the public sector often necessitates navigating political dynamics, fostering agreement among diverse stakeholders, and overseeing the potential impact of shifting political priorities on the suggested changes. This introduces an additional level of complexity to the change management process.

This requires political sensitivity – staying informed about the political landscape and using an evidence-based approach to counter political pressures. You need to be truly flexible to political environments, that can be unpredictable.

Public Accountability

Public sector organisations are accountable to the public they serve. Change management emphasises the need for transparency, public involvement, and effective communication throughout the change process. Public sector organisations often have to justify the need for change, demonstrate the expected benefits, and address concerns raised by the public.

This is a clear difference between the private sector, which is accountable to its shareholders, employees, customers, and other stakeholders. They have a responsibility to operate ethically, comply with relevant laws and regulations, and provide accurate and transparent financial reporting. Private organisations may have their own governance structures, such as boards of directors or executive committees, that ensure accountability and oversight, but not the public.

Long-Term Sustainability

Public sector organisations typically have a long-term perspective and aim to create sustainable change. Change management in the public sector often involves strategic planning, capacity building, and creating a culture of continuous improvement to ensure that changes are embedded and sustained over time.

There are many differences between public and private sector change programmes, which need to be considered to ensure its success. As with all change programmes strong stakeholder engagement, clear and timely communication and employee involvement and support are crucial.

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.

Fueling Growth: Succession Planning in public sector organisations

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Succession planning in public sector organisations is vital to ensure continuity, sustainability, and smooth transitions of leadership within their ranks. It involves identifying and developing internal talent to fill key positions in the future.

By implementing a robust succession plan, companies can mitigate the risks associated with unexpected departures, retirements, or other disruptions in leadership. Such planning allows organisations to proactively groom and prepare potential successors, providing them with the necessary skills, knowledge, and experience to seamlessly step into critical roles.

The first step is identifying critical positions, which needs a meticulous evaluation process aimed at determining key roles that are essential to the effective functioning and service delivery of governmental organisations. This involves undertaking comprehensive assessments of job responsibilities, examining the impact of potential vacancies on public services, and considering the strategic significance of certain positions in achieving organisational objectives. Factors such as specialised knowledge, leadership responsibilities, scarce expertise, and decision-making authority are carefully weighed, while also considering the potential consequences of a position remaining unfilled or being temporarily vacant. Such rigorous analysis aids in identifying critical positions that require focused attention and resource allocation to ensure the uninterrupted provision of vital public services.

Talent assessment

Talent assessment and development form a crucial process in the realm of human resource management, particularly in the public sector. It involves systematically evaluating the skills, capabilities, and potential of individuals within an organisation to identify and nurture their talents. Through various methods such as performance appraisals, competency assessments, and aptitude tests, the strengths and areas for improvement of employees are identified. This information is then utilised to design targeted training and development programs aimed at enhancing their skills, knowledge, and professional growth. By investing in talent assessment and development, public sector organizations can foster a culture of continuous improvement, effectively aligning employee capabilities with strategic goals, and ensuring the provision of high-quality public services.

Succession planning strategies

Succession planning strategies, while important in both the public and private sectors, can differ in their approach due to the unique characteristics of each sector. In the public sector, where stability and continuity of services are paramount, succession planning focuses on identifying and developing potential leaders who possess the necessary expertise, knowledge of public policies, and the ability to navigate complex political environments. The public sector also places emphasis on promoting diversity and ensuring representation in leadership positions to reflect the communities they serve. Additionally, public sector succession planning often involves a longer-term perspective, considering the longevity of government policies and the need for seamless transitions in political leadership. In contrast, private sector succession planning may prioritise commercial goals, shareholder interests, and profit generation, often involving a more competitive approach to identify and groom high-potential individuals for leadership roles.

Knowledge transfer initiatives in the public sector facilitate the exchange and utilisation of knowledge within and between government organisations. They aim to improve decision-making, policy development, and service delivery by sharing and leveraging knowledge. This involves capturing and documenting relevant knowledge, establishing platforms for knowledge sharing, promoting communities of practice, implementing training and mentoring programmes, fostering collaboration and partnerships, and evaluating the effectiveness of knowledge transfer efforts. By harnessing knowledge, public sector organisations enhance their efficiency and effectiveness in serving the public interest.

Succession planning holds significant importance for public sector organisations in the United Kingdom. It ensures the smooth transition of leadership and critical roles within these organisations, safeguarding their continuity and effectiveness. By identifying and developing potential successors, public sector organisations can mitigate the risks associated with talent gaps and knowledge loss. It promotes employee engagement and retention, as individuals see clear paths for growth and development within the company. It fosters a culture of learning and advancement, attracting top talent and nurturing a pipeline of capable leaders who are well-versed in the organisation’s goals, values, and strategies. Ultimately, effective succession planning contributes to long-term stability, strategic agility, and sustained success for businesses in an ever-evolving landscape.

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.

Workforce Planning In Regulatory Bodies Should Be Of The Utmost Importance

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Workforce planning in regulatory departments plays a vital role in ensuring the department’s ability to align the organisation’s workforce, with its regulatory responsibilities. With the ever-changing landscape of regulations, workforce planning is critical. It ensures each department has the appropriate number of employees equipped with the necessary skills.

What do you need to consider when workforce planning in regulatory bodies?

The first step in workforce planning is to assess the regulatory needs of the department. This involves identifying the specific regulatory functions and responsibilities of the department, understanding the regulatory landscape, and determining the level of expertise required to fulfil those responsibilities.

Based on the regulatory needs, HR directors forecast the future workforce requirements. This involves analysing factors such as workload projections, regulatory changes, emerging technologies, and policy priorities, that may impact the department’s staffing needs.

HR directors work closely with departmental leaders and subject matter experts to identify the required skill sets and competencies for regulatory roles. They assess the specific knowledge, qualifications, certifications, and technical skills needed to effectively enforce regulations and ensure compliance. They also need to evaluate the existing workforce within the regulatory department to determine any skill gaps, shortages, or areas of excess.

Workforce requirements

Based on the workforce requirements and skill gaps identified, HR directors will need to develop recruitment strategies to attract individuals with the required regulatory expertise. They may collaborate with hiring managers to design job descriptions, define selection criteria, and engage in targeted recruitment efforts.

As a HRD you will need to ensure that training and development programs are in place to enhance the skills and competencies of regulatory staff. This may involve providing regulatory-specific training, organising workshops, encouraging professional certifications, and promoting continuous learning opportunities. This will keep employees up-to-date with evolving regulatory requirements and best practices.

Engaging in succession planning ensures a smooth transition of key regulatory roles. It will allow you to identify high-potential employees and create development plans to develop them for future leadership positions. Succession planning helps maintain regulatory continuity and prevent any disruptions in regulatory oversight due to retirements or turnover.

Challenges faced

As regulatory boards operate in dynamic environments, it can be difficult to keep up and align workforce planning strategies accordingly. The need to adapt to new technologies, emerging industries, and changing priorities adds complexity to forecasting future workforce needs.

Regulatory roles often require specialised knowledge and skills. Finding individuals with the specific expertise needed to enforce regulations and ensure compliance can be challenging. There may be a limited pool of candidates with the desired skill sets, particularly in niche regulatory areas, leading to intense competition for talent.

Advancements in technology, such as automation, artificial intelligence, and data analytics, are reshaping regulatory processes. Workforce planning must account for the impact of technology on job roles and skills required. Identifying which tasks can be automated and which need human expertise is essential to effectively allocate resources and train employees accordingly.

Regulatory boards often interact with various stakeholders, including other government agencies, industry associations, and the public. Collaboration and coordination with these stakeholders can be challenging, particularly when aligning workforce planning efforts and sharing data or resources. Building effective partnerships and communication channels is crucial for successful workforce planning.

Retaining Talent


Once regulatory boards recruit skilled professionals, retaining them becomes crucial. Highly qualified individuals in regulatory fields may be sought after by other organisations, including private sector companies offering more lucrative compensation packages. Retention strategies, career development opportunities, and competitive compensation structures must be in place. It’s also important these are communicated from the start of the recruitment process, to ensure you retain top talent.

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.

Innovative Visions: How HR Directors are Disrupting Retail Industry Norms

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The retail industry is constantly evolving, and as customer expectations change, businesses need to adapt to stay ahead of the curve. One of the driving forces is the innovative approach of HR directors but are they really disrupting retail industry norms? Are these leaders spearheading change by reimagining the way businesses operate, from employee engagement to customer experience?

In this blog post, we’ll explore the unique and dynamic role of HR directors in disrupting retail industry norms. We’ll delve into the innovative strategies they’re implementing, the challenges they’re facing, and the impact they’re making. Join us on this journey as we uncover the visionary minds of HR directors and their influence on the future of retail.

Foster a culture of diversity and inclusion

Diversity and inclusion are crucial in any industry, but especially in retail, where companies interact with a wide range of customers from different backgrounds. HR directors can play a vital role in creating a culture of diversity and inclusion by hiring a diverse workforce, implementing training programmes, and promoting inclusive practices.

  1. Expand recruitment channels: To reach a wider pool of candidates, HR directors can consider using recruitment channels beyond traditional job postings. They can partner with community organisations, attend job fairs, and use social media to attract a diverse range of candidates.
  2. Develop inclusive job descriptions: HR directors can attract a diverse pool of candidates by developing job descriptions that are inclusive and free from biased language. They can use gender-neutral language and emphasize the organisation’s commitment to diversity, equity, and inclusion.
  3. Implement blind hiring practices: This can help eliminate unconscious bias and promote a more diverse candidate pool.
  4. Conduct bias-aware interviews: Training should focus on job-related skills and competencies.
  5. Offer diversity and inclusion training: HR directors can offer diversity and inclusion training to all employees, including managers and supervisors. This can help create a culture of inclusivity and ensure that employees feel valued and supported.

Focus on employee engagement

Employee engagement is critical to the success of any business, and retail is no exception. Retail HR directors can improve engagement by creating a positive work environment, recognising employee contributions, and providing opportunities for growth and development. Happy employees are more productive, and a positive workplace culture can drive customer satisfaction and loyalty.

Embrace technology

Technology is rapidly changing the retail industry, and if HR directors are to really disrupt retail norms, they must adapt to keep up. From mobile apps to artificial intelligence, technology can streamline operations, improve customer experiences, and help HR teams manage talent more effectively.

HR directors should embrace technology and leverage it to enhance the retail experience for both employees and customers.

  1. Embrace technology to enhance the retail experience. Identify objectives and pain points first.
  2. Adopt an integrated HR management system to automate processes and reduce administrative burden.
  3. Implement a digital learning platform for accessible employee training and development.
  4. Enable mobile communication and collaboration using apps and tools for real-time interaction.
  5. Leverage data analytics to gain insights into customer behaviour and optimise operations.
  6. Introduce self-service options, like MSS portals, for customer convenience and empowerment.
  7. Explore digital customer engagement channels such as social media or live chat support.
  8. Stay updated with emerging technologies like AI, AR, or IoT for improved operations.
  9. Prioritise data security and privacy to protect sensitive information effectively.
  10. Foster adaptability and a learning culture, providing training and support for technology adoption.

Prioritise employee well-being

Employee well-being should be a top priority for retail HR directors. The retail industry can be physically and emotionally demanding, and employees need support to perform at their best. HR directors can promote well-being by offering wellness programmes, mental health support, and work-life balance initiatives. By prioritising employee well-being, HR directors can reduce turnover and improve employee satisfaction.

Develop agile teams

Retail is an industry that requires agility, and HR directors must develop teams that can adapt quickly to changing market conditions. HR directors can build agile teams by hiring candidates with diverse skill sets, promoting cross-functional collaboration, and encouraging innovation. An agile workforce can help retailers stay ahead of the competition and respond to changing customer needs.

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 more information on our retail practice please get in contact with our practice lead and Managing Director, James Cumming.

How to overcome challenges in recruitment in regulatory bodies

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There are many challenges to overcome in recruitment and for regulatory bodies there are more complex issues to be considered. Since being named on The Crown Commercial Services (CCS) framework, we have worked with a number of regulatory bodies. They are responsible for creating and enforcing regulations to ensure compliance, protect public interest, and maintain the integrity of the industries they oversee. To fulfil these responsibilities, regulatory bodies need employees who possess the necessary regulatory expertise.

Regulatory expertise refers to a deep understanding and knowledge of the laws, regulations, policies, and practices within a specific regulatory domain or industry. It involves being well-versed in the rules and requirements governing a particular sector and possessing the skills to interpret and apply them effectively.

Here are some key aspects of regulatory expertise:

  • Knowledge of Laws and Regulations
  • Industry-Specific Knowledge
  • Interpreting and Applying Regulations
  • Compliance Management
  • Stakeholder Engagement
  • Enforcement and Investigation
  • Policy Development

Rapidly evolving regulations

Rapidly evolving regulations can pose challenges for regulatory bodies in their recruitment efforts. It will often result in shifting skill requirements. Regulatory bodies need to find candidates who possess the updated knowledge and skills to navigate and understand the new regulatory landscape. This may involve specific expertise in emerging technologies, new compliance methodologies, or updated legal frameworks. Finding candidates with the precise skill set required for the evolving regulations can be challenging.

Limited Talent Pool:

As regulations rapidly evolve, the talent pool of professionals who possess the updated expertise may be limited.
Professionals require ample time to acquire the essential knowledge and experience in the newly introduced regulations, particularly when they have been recently implemented. Regulatory bodies may face difficulty in finding candidates with the desired qualifications and experience, leading to increased competition for a limited pool of specialized talent.

Market Demand:

Rapidly evolving regulations can create increased demand for regulatory experts across multiple industries and sectors. Not only are regulatory bodies actively seeking to recruit professionals equipped with the updated skills, but private sector organisations and consulting firms are also vying for the same talent. Moreover, in addition to these entities, other stakeholders such as industry associations and research institutions may also be in pursuit of professionals with the requisite expertise. This heightened demand can make it more challenging for regulatory bodies to attract and retain qualified candidates, as they may face stiff competition from other employers.

Recruitment Timeframes:

The rapid pace of regulatory change may require regulatory bodies to expedite their recruitment processes. However, ensuring thorough assessment of candidates, including background checks, security clearances, and regulatory knowledge evaluations, can be time-consuming. Striking a balance between expedited recruitment and maintaining rigorous evaluation processes can be a challenge for regulatory bodies.

Proactive recruitment strategies

To address these challenges, regulatory bodies may need to the help of agencies to put proactive executive search strategies into action.

Engaging with recruitment agencies specialising in regulatory affairs or related fields can provide access to a wider pool of candidates with regulatory experience. These agencies often have established networks and databases of professionals with specific expertise and can assist in sourcing qualified candidates.

Collaborating with universities and educational institutions that offer relevant programs in regulatory affairs, law, or specific industries can be fruitful. Recruiters can participate in career fairs, host information sessions, or establish partnerships to connect with students and graduates who have received training in regulatory matters.

Recruiters can explore opportunities to identify and develop internal talent within their organisation. This could involve identifying employees with transferable skills or individuals in related roles who can be trained and upskilled in regulatory matters.

Encouraging employee referrals can be an effective way to find candidates with regulatory experience. Employees may have connections within their professional networks who possess the desired regulatory expertise.

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

Unleashing Data-Driven HR and its Force for Workplace Success

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Data-driven HR is a modern approach to human resources management that relies on the analysis and application of data to inform decision-making and drive strategic initiatives. This methodology leverages technology, data analytics, and metrics to gain insights into various aspects of the workforce, enabling HR professionals to make more informed, objective, and impactful choices.

What are the benefits of data-driven HR?

  1. Data Collection and Integration: Data-driven HR begins with the collection and integration of diverse data sets related to employees, candidates, and the organization as a whole. This data can include recruitment metrics, performance evaluations, employee engagement surveys, turnover rates, learning and development progress, and more. With the help of advanced HR systems, this data can be centralized, allowing for easier analysis and comprehensive insights.
  2. Evidence-Based Decision Making: Gone are the days of relying solely on gut feelings and intuition to make HR decisions. Data-driven HR emphasises evidence-based decision-making, where HR professionals use real-time data and historical trends to inform their choices. For example, when making hiring decisions, HR can use data on the success of previous hires in similar roles to identify the characteristics of top-performing candidates.
  3. Predictive Analytics: One of the most significant advantages of data-driven HR is its ability to employ predictive analytics. By analysing historical data, HR professionals can identify patterns and trends to make informed predictions about future workforce needs and potential issues. Predictive analytics can aid in succession planning, talent management, and workforce forecasting, ensuring that the organisation is prepared for upcoming challenges.
  4. Improving Recruitment and Retention: Data-driven HR can significantly enhance the recruitment and retention process. HR teams can use data analytics to identify the most effective recruitment channels, target suitable candidate pools, and optimize job descriptions based on the preferences of successful hires. Additionally, by analyzing factors contributing to employee turnover, HR can implement retention strategies to reduce attrition and increase employee satisfaction.
  5. Enhancing Employee Engagement: Employee engagement is a critical factor influencing productivity and organisational success. Data-driven HR enables HR professionals to assess engagement levels through surveys and other feedback mechanisms. By analyzing the data, HR can identify pain points, address issues, and implement initiatives to boost overall engagement, leading to a more motivated and committed workforce.
  6. Personalized Learning and Development: Data-driven HR facilitates personalised learning and development opportunities for employees. By analysing individual performance data and skill gaps, HR can recommend tailored training programs to enhance employee competencies and career growth. This targeted approach ensures that training resources are utilised efficiently and that employees receive the support they need to thrive.
  7. Measuring HR’s Impact on Business Outcomes: Data-driven HR enables HR departments to quantify their impact on business outcomes. By analysing HR metrics in correlation with broader organisational KPIs, HR professionals can showcase their contributions to productivity, revenue growth, and other key performance indicators. This data-driven evidence strengthens HR’s role as a strategic partner within the organization.
  8. Mitigating Bias and Promoting Diversity and Inclusion: With a data-driven approach, HR can identify and mitigate bias in hiring, promotions, and performance evaluations. By focusing on objective metrics, HR professionals can reduce unconscious bias and promote diversity and inclusion within the workforce, fostering a more equitable and diverse organisational culture.

What if we have limited HR data at the moment?

One of the major pitfalls that companies face is not having the right tools to enable them to do this quickly and effectively.

For companies with limited HR data, the journey toward data-driven HR begins with a thoughtful and strategic approach to data collection and integration. While they may not have an extensive historical dataset, there are still practical steps they can take to build a foundation for data-driven decision-making. Here are some key strategies:

  1. Define Key Metrics and Objectives: Start by identifying the key HR metrics that align with the company’s strategic objectives. Focus on areas such as employee turnover, recruitment success rates, employee engagement, and performance indicators. Having a clear understanding of what data is essential will guide the data collection process.
  2. Implement HR Information Systems (HRIS): Invest in an HRIS or HR software that enables data collection and storage in a centralized and organized manner. HRIS can help capture essential employee information, such as demographics, job roles, performance evaluations, and training records.
  3. Design Data Collection Mechanisms: Implement employee surveys, feedback forms, and performance evaluations to gather qualitative and quantitative data directly from employees. These tools can provide valuable insights into employee sentiments, work experiences, and areas that require improvement.
  4. Integrate Existing Data Sources: Explore internal databases and systems, such as payroll, time tracking, and employee records, to gather relevant HR data. Integrating these data sources into the HRIS can create a more comprehensive view of the workforce.
  5. Leverage Third-Party Data: If internal data is limited, consider leveraging external sources of data. Industry benchmarks, employee satisfaction surveys, and government labour statistics can provide valuable context and comparison points for HR metrics.
  6. Start Small and Scale Up: Begin with a few key metrics that are easily measurable and achievable given the available data. As the organization becomes more comfortable with data-driven HR practices, expand the scope and depth of data collection.
  7. Maintain Data Quality and Security: Ensure that data collected is accurate, relevant, and up-to-date. Implement robust data security measures to protect sensitive employee information and comply with data privacy regulations.
  8. Data Analysis and Interpretation: Invest in HR professionals or data analysts who can effectively analyse the collected data and draw actionable insights. The ability to interpret data is crucial in translating raw information into meaningful strategies.
  9. Continuous Improvement: Establish a culture of continuous improvement in data collection and integration. Regularly assess data collection methods, seek feedback from HR teams, and adapt data strategies to align with changing business needs.
  10. Train HR Staff: Provide training and upskilling opportunities to HR personnel to enhance their data literacy and analytical skills. Data-driven decision-making requires a workforce that is confident and capable in handling data effectively.

Which consultancies can help with HR data in business?

Here are some renowned consultancies that were known for their data-driven HR services:

  1. Deloitte: Deloitte is a global consulting firm that offers a range of HR services, including data analytics and workforce planning. Their Human Capital practice focuses on helping organizations use data-driven insights to make better HR decisions, enhance employee experience, and drive business performance.
  2. PwC (PricewaterhouseCoopers): PwC provides comprehensive HR consulting services, and their People and Organization practice emphasizes data analytics and workforce planning. They help clients leverage data to optimize their HR strategies, address talent challenges, and align HR initiatives with business objectives.
  3. KPMG: KPMG’s HR advisory services focus on helping organizations harness the power of data analytics and HR technology. They assist clients in designing data-driven HR strategies, measuring HR performance, and identifying actionable insights to improve workforce management.
  4. Mercer: Mercer is a leading global HR consulting firm that specializes in data-driven HR solutions. They provide analytics-driven insights to help organizations with talent management, compensation and benefits, and overall HR strategy.
  5. Accenture: Accenture’s HR consulting services center around leveraging data and digital technologies to transform HR operations. They assist clients in implementing data analytics tools, developing predictive HR models, and enhancing HR processes through automation.
  6. EY (Ernst & Young): EY’s HR advisory services include data-driven HR solutions to support talent management, workforce planning, and HR technology implementation. They focus on helping organizations optimize their HR functions through the use of data analytics.
  7. Aon: Aon offers HR consulting services that incorporate data analytics and insights. They assist organizations in making evidence-based HR decisions related to employee engagement, performance management, and talent assessment.
  8. Willis Towers Watson: Willis Towers Watson provides data-driven HR consulting services to help organizations with talent management, compensation planning, and employee benefits. They leverage data analytics to inform HR strategies and enhance workforce effectiveness.

Who are the key HRIS providers?

Here are some of the major HRIS providers known for their robust and comprehensive offerings:

  1. SAP SuccessFactors: SAP SuccessFactors is a leading cloud-based HRIS platform that covers various HR functions, including core HR, talent management, employee performance, learning, and workforce analytics. It is known for its scalability and integration capabilities with other SAP solutions.
  2. Workday: Workday is a cloud-based HRIS and ERP system that provides a unified solution for HR, finance, and planning. It offers features like HR management, payroll, talent management, recruitment, and analytics.
  3. Oracle HCM Cloud: Oracle HCM Cloud is a comprehensive HRIS that combines HR, talent management, payroll, and workforce analytics in a single cloud-based platform. It caters to the needs of both large enterprises and mid-sized organizations.
  4. ADP Workforce Now: ADP Workforce Now is a widely-used HRIS solution that offers HR management, payroll, benefits administration, time and attendance tracking, and talent management tools. It is especially popular among small and medium-sized businesses.
  5. Kronos Workforce Ready: Kronos Workforce Ready is a comprehensive HRIS and workforce management solution tailored for mid-sized businesses. It offers features like HR management, payroll, time and attendance, talent acquisition, and employee self-service.
  6. Ceridian Dayforce: Ceridian Dayforce is a cloud-based HRIS that integrates HR, payroll, workforce management, talent management, and benefits administration. It is designed for businesses of all sizes and is known for its user-friendly interface.
  7. BambooHR: BambooHR is an HRIS primarily focused on small and medium-sized businesses. It provides HR features such as employee database management, onboarding, time-off tracking, performance management, and reporting.

Our conclusion

Data-driven HR revolutionizes the traditional human resources function by empowering HR professionals with insights that drive strategic decision-making. By leveraging data and analytics, HR can optimize recruitment, retain top talent, enhance employee engagement, and align HR initiatives with broader business objectives. As technology and analytics continue to advance, data-driven HR will play an increasingly vital role in shaping the future of the workplace.

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.

The Ultimate Guide To Executive Search: Discover The Secrets Of Recruiting Top Talent

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Are you looking to fill a key leadership role in your organisation? Do you need to find a high-caliber candidate with the skills and experience to take your business to the next level? If so, you may want to consider reading our guide to executive search.

But what exactly is executive search, and how can you find the right executive search firm to partner with? In this ultimate guide to executive search, we’ll take a deep dive into the world of senior-level recruitment and explore the secrets of finding top talent for your business. From understanding the executive search process to choosing the right firm and evaluating candidates, we’ll cover everything you need to know to make the most of this powerful recruitment tool. So let’s get started and discover the secrets of recruiting top talent through executive search.

When it comes to filling senior leadership positions, many companies turn to executive search firms for assistance. But with so many options to choose from, how do you know which search firm is right for you? Here are some questions to consider when selecting an executive search firm:

Executive search is a specialised recruitment process that is used to identify and attract highly qualified and experienced professionals for senior-level or executive positions within an organisation. This process is typically carried out by a third-party search firm, also known as an executive search firm or headhunting firm, which is hired by the organisation to find suitable candidates for the position.

What is executive search?

Executive search firms use a variety of methods to identify potential candidates, including networking, database searches, and direct outreach to individuals who may not be actively looking for a new job. They often have extensive industry knowledge and expertise, and are able to evaluate candidates based on a range of criteria, such as their skills, experience, leadership abilities, and cultural fit with the organisation.

The goal of executive search is to identify and attract the most qualified candidates for a senior-level or executive position, and to provide the organisation with a shortlist of candidates who are a good fit for the role. This can be a complex and time-consuming process, but it is essential for organisations that want to find the best possible candidates for their leadership positions.

In our guide to executive search we explore all the questions you should ask to get this right!

What is an executive search firm?

An executive search firm, also known as a headhunting firm, is a specialised recruitment company that helps organisations to identify and attract highly qualified and experienced professionals for senior-level or executive positions.

Executive search firms are typically hired by organisations to conduct an executive search on their behalf. They have a team of experienced recruiters who use a variety of methods to identify potential candidates, including networking, database searches, and direct outreach to individuals who may not be actively looking for a new job.

These firms often have extensive industry knowledge and expertise, and are able to evaluate candidates based on a range of criteria, such as their skills, experience, leadership abilities, and cultural fit with the organisation. They may also use psychometric assessments and other tools to help evaluate candidates.

The goal of an executive search firm is to provide the organisation with a shortlist of highly qualified candidates who are a good fit for the role. This can be a complex and time-consuming process, but it is essential for organisations that want to find the best possible candidates for their senior-level or executive positions.

How to choose between executive search businesses?

When looking for an executive search firm, you want to find one that has experience in your specific industry and understands the unique challenges and nuances of your business. It’s also important to find a firm that has experience filling the type of role you’re looking to fill, whether it’s a CEO, CFO, or other senior leadership position where you might need a specific industry focus.

When choosing an executive search firm, there are several factors to consider. Here are some tips to help you make the right decision:

  1. Industry expertise: Look for an executive search firm that has experience and expertise in your industry. This will help them to understand your specific needs and requirements, and to identify candidates who have the relevant skills and experience.
  2. Track record: Check the firm’s track record and success rate in filling similar roles. Look for testimonials, case studies, and references from previous clients to get an idea of their success rate and the quality of their work.
  3. Search methodology: Ask the firm about their search methodology and process. Look for a firm that uses a comprehensive and thorough search process, including a detailed brief, a targeted search strategy, and a rigorous screening and evaluation process.
  4. Cultural fit: Consider the firm’s cultural fit with your organisation. Look for a firm that understands your values, culture, and vision, and that can help you to find candidates who will fit well with your organisation.
  5. Communication: Look for a firm that communicates clearly and regularly throughout the search process. You should feel comfortable asking questions and providing feedback, and the firm should be responsive and transparent in their communication.
  6. Fees: Consider the fees charged by the firm. Look for a firm that is transparent about their fees and that offers a fair and competitive pricing structure.

By considering these factors, you can choose an executive search firm that has the expertise, experience, and methodology to help you find the best possible candidates for your senior-level or executive positions.

What is retained executive search?

When an organisation hires a search firm on a retainer basis for a senior-level or executive position, they pay an upfront fee to the search firm for their services, regardless of the outcome.

Retained executive search is typically used for high-level and complex executive searches, where the organisation needs to find the best possible candidate for the position. This type of search requires a significant investment of time and resources, and the search firm needs to have a thorough understanding of the organisation’s needs and requirements.

During a retained executive search, the search firm will work closely with the organisation to define the role and create a detailed job specification. They will then use their network and expertise to identify potential candidates, and will conduct a rigorous screening and evaluation process to assess the candidates’ skills, experience, and fit with the organisation.

The search firm will provide the organisation with a shortlist of highly qualified candidates, and will typically assist with the interview process and negotiations with the chosen candidate.

Retained executive search can be an effective way for organisations to find the best possible candidate for a senior-level or executive position. It provides a high level of expertise and support throughout the search process, and ensures that the organisation has access to the best possible candidates for the role.

What is a typical executive search process?

The executive search process can vary depending on the needs and requirements of the organisation and the complexity of the search. However, here is a general overview of the typical executive search process:

  1. Defining the role: The first step in the executive search process is to define the role and create a detailed job specification. This involves working closely with the organisation to understand the key responsibilities, required skills and experience, and cultural fit.
  2. Identifying potential candidates: The search firm will use a variety of methods to identify potential candidates, including database searches, networking, and direct outreach to individuals who may not be actively looking for a new job.
  3. Screening and evaluation: The search firm will conduct a rigorous screening and evaluation process to assess the candidates’ skills, experience, leadership abilities, and cultural fit with the organisation. This may include psychometric assessments, background checks, and interviews.
  4. Shortlisting candidates: The search firm will provide the organisation with a shortlist of highly qualified candidates who are a good fit for the role. The shortlisted candidates will be presented with a detailed brief about the role and the organisation.
  5. Interviewing candidates: The organisation will conduct interviews with the shortlisted candidates to further assess their suitability for the role. The search firm may assist with the interview process and provide feedback and guidance to the organisation.
  6. Selecting a candidate: Once the interviews are complete, the organisation will select a candidate for the role. The search firm may assist with negotiations and the final offer.
  7. Onboarding: Once the organisation selects a candidate, they will collaborate with the search firm and the new hire to ensure a smooth onboarding process and a successful transition into the role.

Overall, the executive search process is designed to help organisations find the best possible candidates for senior-level or executive positions, and to provide support and expertise throughout the search process. Hopefully our guide to executive search can give you all the insights you need to ensure you get this process right.

Why do companies use executive search firms?

Finding the best candidates for a senior leadership position can be a challenge. You want to work with a search firm that has a strong network and understands how to identify and attract top talent. Look for a firm that can demonstrate a successful track record of identifying and placing top candidates.

Companies use executive search firms for several reasons, including:

  1. Access to a broader pool of candidates: Executive search firms have extensive networks and expertise in identifying and attracting top talent, including candidates who may not be actively looking for a new job. This allows companies to access a broader pool of candidates and find the best possible fit for their executive or senior-level roles.
  2. Expertise and support: Executive search firms have a deep understanding of the talent market and the skills and experience required for senior-level and executive positions. They can provide expertise and support throughout the search process, including defining the role, creating a job specification, screening and evaluating candidates, and negotiating the final offer.
  3. Time and resource efficiency: Executive search firms can save companies time and resources by handling the entire search process, from defining the role to onboarding the new hire. While ensuring an efficient and effective executive search process, this allows the company to focus on other important business priorities.
  4. Confidentiality: Executive search firms can provide a high level of confidentiality during the search process, which can be important for senior-level and executive searches. They can also help companies to navigate any potential conflicts of interest or sensitive issues during the search process.

Overall, companies use executive search firms to find the best possible candidates for their senior-level and executive positions, and to provide expertise, support, and efficiency throughout the search process.

What is changing in executive search?

The executive search industry is evolving and adapting to changing market conditions and new technologies. Here are some of the key trends and changes in executive search:

  1. Diversity and inclusion: There is an increasing focus on diversity and inclusion in the workplace, and this is also impacting the executive search industry. Many companies are looking for executive search firms that have a track record of promoting diversity in their searches, and are seeking candidates from diverse backgrounds and with a range of perspectives.
  2. Technology: Technology is transforming the executive search industry, with many search firms using AI and machine learning algorithms to identify and evaluate potential candidates. This can help to streamline the search process and provide more accurate and data-driven insights into the skills and experience of potential candidates.
  3. Virtual recruitment: The COVID-19 pandemic has accelerated the shift towards virtual recruitment, including virtual interviews, assessments, and onboarding. This has also impacted the executive search industry, with many search firms now conducting virtual searches and interviews.
  4. Increased competition: The executive search industry is becoming more competitive, with a growing number of search firms and recruitment platforms entering the market. This is leading to greater specialisation and differentiation among search firms, as well as greater pressure to provide high-quality and efficient search services.
  5. New business models: The traditional retained search model is facing competition from new business models, including contingency search, project-based search, and hourly-based search. These models offer greater flexibility and cost-effectiveness, but may not provide the same level of expertise and support as the traditional retained search model.

Overall, the executive search industry is undergoing significant changes and transformations, driven by shifting market conditions, new technologies, and changing business models. Companies that are looking to partner with executive search firms should be aware of these trends and changes, and look for firms that can provide the expertise, support, and innovation needed to navigate this evolving landscape.

What questions should you ask when selecting a recruitment firm?

You can use these questions to evaluate the expertise, experience, and approach of an executive search firm, and to ensure that you find a firm that best fits your organization’s needs and requirements.

  1. What is your experience in the industry and in conducting searches for the type of role we are looking to fill?
  2. What is your process for identifying and attracting top candidates?
  3. How do you evaluate and screen potential candidates, and what assessments or tools do you use?
  4. Can you provide references or case studies from past clients who have hired for similar roles?
  5. What is your track record of successfully placing candidates in similar roles?
  6. How do you ensure confidentiality and protect sensitive information during the search process?
  7. What is your approach to promoting diversity and inclusion in the search process?
  8. How do you provide support and guidance throughout the search process, including during negotiations and onboarding?
  9. What are your fees and payment structure, and how do they compare to other search firms in the industry?
  10. How do you measure and evaluate the success of your search process?

How much do search firms charge?

Executive search firms typically charge a fee for their services, which is usually based on a percentage of the candidate’s first-year compensation package. The fee can vary depending on the seniority and complexity of the role, the industry, and the location.

For executive-level positions, the fee can range from 20% to 35% of the candidate’s first-year compensation package. However, it’s important to note that these are only general guidelines, and fees can vary significantly depending on the specific search firm and the specific circumstances of the search.

It’s also worth noting that some executive search firms may charge additional fees for expenses such as travel, research, and candidate assessment tools. It’s important to clarify the fee structure and any additional fees with the search firm before engaging their services.

In addition to traditional retained search fees, some executive search firms may also offer alternative fee structures, such as hourly or project-based fees, which can be more flexible and cost-effective depending on the specific needs of the organisation.

In the end, executive search firms charge fees as an investment in finding the best possible candidate for the role. You should weigh these fees against the potential value that the candidate can bring to your organisation in the long term.

Who are the biggest global executive search firms?

There are many global executive search firms, each with their own strengths and areas of specialisation. Here are some of the largest and most well-known executive search firms:

  1. Korn Ferry: Korn Ferry is one of the largest executive search firms in the world, with over 7,000 employees across more than 100 offices in 50 countries. They offer a range of talent solutions, including executive search, leadership development, and organisational design.
  2. Spencer Stuart: Spencer Stuart is a global executive search and leadership advisory firm with over 60 offices in 30 countries. They specialise in executive search, board and CEO advisory services, and leadership assessment and development.
  3. Heidrick & Struggles: Heidrick & Struggles is a global executive search and leadership consulting firm with over 70 offices in 30 countries. They offer a range of talent solutions, including executive search, leadership development, and organisational culture transformation.
  4. Russell Reynolds Associates: Russell Reynolds Associates is a global executive search firm with over 50 offices in 30 countries. They specialise in executive search, board and CEO advisory services, and leadership assessment and development.
  5. Egon Zehnder: Egon Zehnder is a global executive search and leadership advisory firm with over 70 offices in 40 countries. They specialise in executive search, leadership development, and board and CEO advisory services.

Other notable global executive search firms include Odgers Berndtson, Boyden, and Norman Broadbent. We also have a handy list of search contacts that we are happy to share, you can request this at info@refind.co.uk which forms part of our guide to executive search.

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 more information on our guide to executive search please get in contact with our Managing Director, James Cumming.

HR Directors – want to be more Director and less HR?

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HR Directors – do you want to be more Director and less HR? 

For years now, HR executives have been getting a tough time in the business world. On the one hand, they are frequently told that they need to be strategic and to operate at the top table, and on the other hand, they are lambasted for minor problems with issues such as terms and conditions, contracts, pay or disciplinaries.

 
Human Resources (HR) Directors play a critical role in managing an organisation’s most valuable asset – its employees. However, many HR Directors often find themselves bogged down in day-to-day HR tasks, leaving

little time for strategic initiatives. 

To become more of a director and less focused on HR functions, HR Directors need to adopt a strategic mindset, build strong relationships with other executives, delegate HR functions, develop their leadership style and stay current with the latest HR trends and best practices.

Here’s the thing – CEOs expect you and your team to deliver the core HR processes well, but they don’t care about these processes beyond the fact that they are done. What they really care about is growing the business, taking risks, innovating processes, retaining customers and leveraging technology.

In this blog post, we will explore these strategies in detail and provide actionable tips to help HR Directors become more effective leaders and drive the success of their organisations.

 

How to become more commercial?

To become more of a director and less focused on the day-to-day HR tasks, HR directors should consider the following steps:

  1. Develop a Strategic Mindset: HR directors need to understand the company’s strategic goals and align their HR strategies with those goals. This requires them to be more business-oriented and think beyond just HR
    functions.
  2. Build Strong Relationships: HR directors should build strong relationships with other executives in the organisation, including the CEO, CFO, and other department heads. This can help them gain a deeper understanding of the company’s needs and priorities.
  3. Delegate HR Functions: HR directors should delegate HR functions to their team members, allowing them to focus on strategic initiatives. This also provides an opportunity for team members to develop new skills and take on more responsibilities.
  4. Develop a Leadership Style: HR directors should develop their leadership style, which includes being a good communicator, providing clear direction, and leading by example. This will help them build trust with their team
    members and empower them to take ownership of their work.
  5. Stay Current: HR directors should stay up-to-date with the latest trends and best practices in HR management. This will help them identify opportunities for improvement and make informed decisions about HR policies and procedures.

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 more information on our guide to executive search please get in contact with our Managing Director, James Cumming

Interim Management: The Dynamic Solution To Achieving Breakthrough Results

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Interim Management is a dynamic solution to achieving breakthrough results for many companies. In today’s fast-paced business environment, companies are constantly seeking ways to stay ahead of the curve and drive results. One solution that is increasingly gaining traction is interim management.

Interim management is a flexible and results-driven approach to leadership that can help businesses achieve their goals quickly and effectively. By bringing in an experienced interim manager, companies can tap into a wealth of expertise and leadership skills, without the long-term commitment of a permanent hire. In this blog post, we’ll explore the dynamic potential of interim management and how it can help businesses achieve breakthrough results.

Interim management is a type of executive leadership that is designed to help organisations navigate periods of transition, change, or crisis. Interim managers are experienced executives who are hired on a temporary basis to lead an organisation through a specific project or period of change.

In this article, we will provide an in-depth analysis of interim management, including its benefits, challenges, and best practices.

What is Interim Management?

Interim management is a form of executive leadership that involves the temporary appointment of a senior executive to lead an organisation through a period of change, transition, or crisis. Interim managers are typically hired to fill a leadership gap or provide expertise in a specific area.

Interim management can be used in a variety of situations, including:

  • Turnarounds: Interim managers can be brought in to help struggling organisations turn around their performance.
  • Mergers and Acquisitions: Interim managers can help integrate two organisations following a merger or acquisition.
  • Succession Planning: Interim managers can be used to bridge the gap between a departing executive and their successor.
  • Crisis Management: Interim managers can be used to lead an organisation through a crisis, such as a cyberattack, natural disaster, or scandal.

Benefits of Interim Management

Interim management offers several benefits to organisations, including:

  • Expertise: Interim managers are highly experienced executives who bring a wealth of knowledge and expertise to the organisation.
  • Flexibility: Interim management provides organisations with the flexibility to quickly bring in leadership expertise on a temporary basis.
  • Objectivity: Interim managers are typically brought in from outside the organisation, which allows them to provide an objective perspective on the organisation’s challenges and opportunities.
  • Results-oriented: Interim managers are focused on delivering results within a specific timeframe, which can help ensure that the organisation makes progress towards its goals.

Challenges of Interim Management

While interim management offers several benefits, it also presents some challenges, including:

  • Integration: Interim managers are typically brought in from outside the organisation, which can make it challenging to integrate them into the existing culture and team.
  • Cost: Interim management can be expensive, particularly for small or mid-sized organisations.
  • Time constraints: Interim managers are typically hired for a specific period of time, which can create pressure to deliver results quickly.

Best Practices for Interim Management

To ensure the success of interim management engagements, organisations should follow some best practices, including:

  • Define the scope of the engagement: Organisations should clearly define the scope of the interim management engagement, including the specific goals and deliverables.
  • Provide support: Organisations should provide the interim manager with the resources and support they need to be successful, including access to information, staff, and technology.
  • Communicate effectively: Communication is critical in interim management engagements. Organisations should ensure that there is clear communication between the interim manager, the organisation’s leadership team, and staff.
  • Manage expectations: Interim managers are typically hired to deliver results quickly. Organisations should manage expectations to ensure that the interim manager has the time and resources they need to be successful.

How to become an Interim Manager?

To become an interim manager, there are several steps you can take, we have also written some advice how to to progress your interim career:

  1. Build a strong track record of success: Interim management is a highly competitive field, and clients are looking for experienced executives who can deliver results quickly. Building a strong track record of success in your field can help you stand out from other candidates.
  2. Develop a broad range of skills: Interim managers are expected to be highly skilled in their areas of expertise, but they should also have a broad range of skills that allow them to adapt to different organizations and situations. Developing skills in areas such as change management, leadership, and project management can help you become a more effective interim manager.
  3. Build a strong network: Networking is key in the interim management field. Building relationships with other executives, consultants, and recruiters can help you stay up to date on the latest opportunities and trends.
  4. Consider taking interim management courses or certifications: There are several courses and certifications available that can help you develop the skills and knowledge needed to become an effective interim manager. These include courses in project management, change management, and leadership, as well as certifications from organizations such as the Institute of Interim Management.
  5. Work with an interim management agency: Interim management agencies can help you find opportunities and connect with clients. Working with an agency can also provide you with access to training, resources, and support that can help you succeed as an interim manager.

In summary, to become an interim manager, you should focus on building a strong track record of success, developing a broad range of skills, building a strong network, considering taking courses or certifications, and working with an interim management agency.

How do you ensure that your interim manager is successful?

There are several steps that you can take to ensure that your interim manager is successful:

  1. Clearly define the scope of the project: Before bringing in an interim manager, it’s important to define the scope of the project and the outcomes that you expect. This can help the interim manager focus on what needs to be achieved and provide a clear understanding of what success looks like.
  2. Set clear expectations: It’s important to set clear expectations with your interim manager from the outset. This includes expectations around communication, reporting, deliverables, and timelines.
  3. Provide support and resources: Interim managers are brought in to deliver results quickly, but they still need the support and resources to do their job effectively. This can include access to key stakeholders, budget, and IT systems.
  4. Ensure alignment with the company culture: Interim managers are often required to work within a specific company culture. It’s important to ensure that the interim manager is aligned with the culture and values of the company to ensure a smooth integration.
  5. Monitor progress: Regular monitoring of the interim manager’s progress is essential to ensure that they are on track to achieve the desired outcomes. This can include regular check-ins, reporting, and feedback.
  6. Provide feedback and recognition: Providing regular feedback and recognition to the interim manager can help them to stay motivated and focused on delivering results. This can include recognition for achievements and feedback on areas where they can improve.

In summary, to ensure that your interim manager is successful, it’s important to clearly define the project scope, set clear expectations, provide support and resources, ensure alignment with company culture, monitor progress, and provide feedback and recognition.

Conclusion

Interim management is a valuable tool that can help organisations navigate periods of change, transition, or crisis.

Interim managers are highly experienced executives who provide organisations with expertise, flexibility, objectivity, and a results-oriented approach. While interim management presents some challenges, organisations can ensure success by following best practices, defining the scope of the engagement, providing support, communicating effectively, and managing expectations.

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

Creating a People Experience Function: How to Improve Employee Engagement and Drive Business Success

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A lot of clients I am talking to are thinking of creating a people experience function… but what is it? And should you consider one for yourself?

People Experience (PX), is the sum of all interactions that employees have with an organisation. It encompasses everything from the recruiting process to onboarding, training and development, performance management, and offboarding. A positive PX can lead to higher employee engagement, better retention, and increased productivity.

The different between People Experience (or Employee Experience) and Engagement, is that engagement is what can typically be measured as an outcome of the experience people have had within an organisation.

Here we dive in to the potential benefits of creating a PX team and explore some of the companies that have done this successfully.

The Business Case for Creating a People Experience Function:

A strong people experience function can help the company attract and retain top talent, improve customer satisfaction, and increase overall productivity. By investing in the employee experience, the company can create a positive culture that attracts and retains high-performing employees.

Overview:

In today’s competitive business environment, companies need to focus on creating a positive and engaging employee experience to attract and retain top talent. By creating a PX function, your company can really focus on improving employee engagement, increase retention rates, and drive overall business success.

Objectives:

  • Improve employee engagement and satisfaction
  • Increase retention rates
  • Enhance the overall quality of the employee experience
  • Drive business success through increased productivity, innovation, and customer satisfaction

Potential problems

If your company is currently experiencing high turnover rates and low employee engagement scores. This is negatively impacting productivity, innovation, and customer satisfaction.

Additionally, in order to remain competitive and to drive business success, your company needs to focus on creating a positive and engaging employee experience.

Proposed Solution:

By creating a dedicated People Experience (PX) function, your company can focus on designing and delivering an engaging experience for employees across the entire employee lifecycle.

The PX function will be responsible for a range of activities, including onboarding, training, ongoing support, and community building. Further more, the function will also leverage data and feedback from employees to continuously improve and refine the employee experience.

Expected Benefits:

  • Improved employee engagement and satisfaction: By creating a more engaging and positive employee experience, your company can improve employee engagement and satisfaction, which will lead to higher productivity, innovation, and customer satisfaction.
  • Increased retention rates: By creating a more engaging and positive employee experience, your company can increase retention rates and reduce turnover costs.
  • Enhanced overall quality of the employee experience: By focusing on the employee experience, your company can create a more positive and supportive work environment, which will enhance the overall quality of the employee experience.
  • Drive business success: By improving employee engagement, satisfaction, and retention rates, your company can drive business success through increased productivity, innovation, and customer satisfaction.
Time for a Change of Leadership?

Costs:

The costs of creating a PX function will depend on the size and scope of the function. Key cost considerations include:

  • Hiring and training PX team members
  • Developing and implementing PX initiatives and programs
  • Investing in technology and tools to support PX initiatives

Return on Investment:

The return on investment (ROI) of creating a PX function will depend on the specific goals and objectives of your company. Some potential ROI metrics include:

  • Increased employee engagement and satisfaction scores
  • Reduced turnover rates and costs
  • Increased productivity, innovation, and customer satisfaction
  • Improved overall business performance and profitability

Examples of businesses that have done this successfully:

  • Sony Music Entertainment: in 2022 Sony Music announced they were moving to a PX Model “we are reimagining the role Human Resources has served and will play in our business. Sony Music Entertainment is there for every step of our artists’ creative journey—and our People Experience teams do the same thing for our employees at work”
  • Cisco: Cisco has a PX function that is focused on delivering a positive experience for employees across the entire employee lifecycle. The team uses a range of tools and techniques, including design thinking and user research, to identify areas for improvement and develop solutions that meet the needs of employees. Through its PX initiatives, Cisco has been able to improve employee engagement, reduce turnover rates, and enhance the overall quality of the employee experience.
  • HubSpot: HubSpot has a dedicated Employee Experience team that focuses on creating a positive experience for employees and customers alike. The team is responsible for a range of activities, including onboarding, training, and ongoing support. Through its PX initiatives, HubSpot has been able to increase employee engagement, improve customer satisfaction, and drive overall business success.

How might I approach creating a PX product?

  • Define the problem and objectives: The first step in creating a PX product is to clearly define the problem that you are trying to solve and the objectives that you hope to achieve. This might involve conducting research and gathering data on employee engagement, turnover rates, and other key metrics. You should also identify any pain points or challenges that employees are facing in their day-to-day work.
  • Conduct user research: To create a successful PX product, you need to understand the needs, preferences, and behaviours of your target audience. This might involve conducting focus groups, surveys, or interviews with employees to gather feedback and insights.
  • Develop a prototype: Once you have a clear understanding of the problem and user needs, you can begin to develop a prototype of your PX product. This might involve creating wireframes, mock-ups, or a minimum viable product (MVP) that you can test with a small group of users.
  • Test and iterate: After developing your prototype, you should test it with a group of users to gather feedback and identify areas for improvement. Use this feedback to iterate on your product and refine it until it meets the needs of your target audience.
  • Launch and measure success: Once you have a final version of your PX product, you can launch it to a wider audience and measure its success using key metrics such as engagement, retention, and productivity. Use this data to continuously improve and refine your PX product over time.
  • Monitor and adapt: The final step in creating a successful PX product is to continuously monitor and adapt to changing user needs and preferences. Keep gathering feedback and data, and use this information to make ongoing improvements to your product to ensure that it remains relevant and effective.

Conclusion:

In conclusion, we believe that by creating a dedicated PX function, you can improve employee engagement, increase retention rates, and drive overall business success. While there are costs associated with this, the potential benefits and ROI make it a worthwhile investment.

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, as well as the specific skills needed for each campaign.

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