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

Written by

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

What is Imposter Syndrome?

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

Why do we get Imposter Syndrome?

Imposter feelings can come from various reasons:

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

Who gets Imposter Syndrome?

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

When do we get Imposter Syndrome?

Imposter syndrome can pop up at various times:

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

How can we deal with it?

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

Top Tips to Overcome Imposter Syndrome

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

How can we Prepare for it?

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

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

Tips and Techniques for Handling Imposter Syndrome

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

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

Choosing the Right Candidate for Your Company

Written by

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

1. Equality, Diversity, and Inclusion

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

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

2. Fit for the Current Team

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

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

3. Fairness in Recruitment

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

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

4. A Robust Recruitment Process

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

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

5. Utilising Headhunters or Recruitment Companies gets the Right Candidate

Considering professionals can save you time and yield better results:

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

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

Thorough research and well-structured interviews yield fruitful outcomes:

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

7. Recognising Transferable Skills and Trainability

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

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

Conclusion

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

How to Best Find a New Job in Leadership

Written by

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

1. Knowing when the time is right to move on

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

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

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

2. Searching for a new job in leadership

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

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

Before diving in, take these preparatory steps:

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

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

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

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

5. How to best prepare for an interview

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

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

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

Standing out is more than just having the required skills:

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

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

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

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

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

Conclusion

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

New Year, New Me? New Year Resolutions for Businesses

Written by

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

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

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

The Tradition of New Year Resolutions

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

Why Businesses Can’t Ignore New Year Resolutions

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

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

Planning is Key

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

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

Personal Resolutions Within a Professional Framework

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

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

Case Studies: Resolutions That Transformed Businesses

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

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

In Conclusion

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

OUR FOCUS ON LONG-TERM PARTNERSHIPS

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

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

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

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

 

Unlocking Opportunities: Exploring HR Jobs Near Me

Written by

Unlocking Opportunities: Exploring HR Jobs Near Me

Why is it so hard to find HR jobs near me these days? I have been in the HR recruitment market for nearly 20 years, and this is often the first question people seem to ask me.

Whether you’re a seasoned HR professional looking to take the next step in your career or someone considering a move into this dynamic field, finding the right HR job can open up a world of opportunities.

But where do you start? In this guide, we’ll explore the ins and outs of searching for HR jobs near you, offering practical advice, insider tips, and real-life examples to help you land the role that’s perfect for you.

From understanding the different roles in HR to tailoring your application for success, we’ve got you covered.

Overview of the HR Field

Given, that in today’s ever-evolving job market, the role of Human Resources (HR) has never been more critical. Human Resources (HR) is a critical function in any organisation, responsible for managing the employee lifecycle—from recruitment and onboarding to development, retention, and offboarding.

The field has evolved significantly, with HR professionals now playing a strategic role in shaping company culture and driving business results.

Why HR is a Lucrative Career Path

HR roles offer a variety of career paths, from generalist roles to specialised positions in areas such as talent management, employee relations, or organisational development. Additionally, the rise of HR technology and data-driven decision-making has made the field even more dynamic and rewarding.

Understanding the HR Landscape and How to Find HR Jobs Near Me

Different Roles in HR

– HR Generalist: Handles a wide range of HR tasks, including recruitment, employee relations, and compliance.

– HR Business Partner (HRBP): Works closely with senior leadership to align HR strategies with business goals.

– Talent Acquisition Specialist: Focuses on sourcing, interviewing, and hiring candidates.

– Compensation and Benefits Specialist: Manages employee compensation, benefits programs, and job evaluations.

– Learning and Development (L&D) Manager: Responsible for employee training programs and career development.

– Employee Relations Specialist: Focuses on managing relationships between the company and its employees, often dealing with conflict resolution.

– Example for HR jobs near me: At companies like AstraZeneca, HR roles are clearly delineated, allowing professionals to specialise and advance in their careers.

  Required Skills and Qualifications

– Key skills include strong communication, interpersonal skills, problem-solving, and an understanding of employment law. Qualifications such as a degree in HR, Business Administration, or certifications like CIPD (Chartered Institute of Personnel and Development) are often essential.

– Example for HR jobs near me: Many HR professionals in the UK pursue CIPD accreditation to enhance their credentials and career prospects but this is not a prerequisite outside of the public sector.

Emerging Trends in HR

– The adoption of HR technology, such as Applicant Tracking Systems (ATS) like Workday, and HR analytics are transforming how companies recruit and manage talent. Additionally, the shift towards remote work has led to new challenges and opportunities in managing distributed teams.

– Example for HR Jobs Near Me: Companies like Vodafone have embraced HR technology to manage their global workforce efficiently, leveraging tools like SAP SuccessFactors.

Preparing for an HR Career

  1. Educational Pathways

– A degree in Human Resource Management, Business Administration, or Psychology is often recommended. Postgraduate qualifications and professional certifications like those from CIPD or SHRM (Society for Human Resource Management) can also be beneficial.

– Example for HR Jobs Near Me: The University of Warwick and Aston University offer specialised HR courses that are well-regarded in the industry.

  1. Building Relevant Experience

– Gaining experience through internships, part-time jobs, or volunteering is crucial. Many professionals start in administrative roles or as HR assistants to build their understanding of HR operations.

– Example for HR Jobs Near Me: A student might intern at a company like BT in their HR department, gaining hands-on experience with recruitment and employee engagement.

  1. Developing a Personal Brand

– Building an online presence is essential. Maintaining a professional LinkedIn profile, participating in HR-related discussions, and showcasing expertise through articles or blogs can help you stand out.

– Example for HR Jobs Near Me: Following HR influencers like David Green or Lucy Adams on LinkedIn and engaging with their content can increase visibility.

  1. Finding HR Jobs Near Me

– Local vs. National Job Search

– Searching locally can offer the benefit of proximity and potentially better knowledge of the job market. National searches might open more opportunities but could require relocation.

– Example for HR Jobs Near Me: Someone based in Manchester might focus on local opportunities with companies like Co-op or BAE Systems while also considering nationwide positions advertised by firms like Amazon.

 Utilising Job Boards and Search Engines

Popular UK job boards for HR roles include:

– Indeed: A global job board with extensive HR job listings in the UK. https://uk.indeed.com/

– LinkedIn Jobs: A platform that not only lists jobs but also allows for networking with HR professionals. https://www.linkedin.com/jobs/

– HR Ninjas: Part of the HR community across the UK. https://jobs.thehrninjas.co.uk/

Personnel Today Jobs

– Overview: A leading job board for HR professionals, offering a wide range of job listings across various sectors.

– Website: https://www.personneltoday.com/hr-jobs

– Specialties: HR Generalists, L&D, Talent Acquisition

CIPD Career Hub

– Overview: The official job board of the Chartered Institute of Personnel and Development (CIPD), focusing on HR roles for CIPD members and beyond.

– Website: https://pmjobs.cipd.co.uk/

– Specialties: HR Generalists, HR Business Partners, Learning & Development

The HR Director Magazine

– Overview: A specialist HR job board and career advice platform, Changeboard offers listings for HR roles and insights into HR career development.

– Website: https://www.thehrdirector.com/hr-jobs/

– Specialties: HR Managers, L&D, Talent Acquisition

Simply HR Jobs

– Overview: A job board focused exclusively on HR roles, offering listings across a range of industries and job levels.

– Website: https://www.simplyhrjobs.co.uk

– Specialties: HR Administrators, HR Generalists, HR Business Partners

Networking and Referrals

– Networking is crucial in HR. Attending industry events like the CIPD Annual Conference, participating in local HR meetups (such as Disrupt HR – which we help support), and joining LinkedIn groups can help you connect with potential employers and peers.

Working with Recruitment Agencies

Below is an extensive list categorized by specialisation, including general HR recruitment firms, executive search firms, and those with a niche focus.

Executive Search Firms Specialising in HR

These firms focus on placing senior-level HR professionals and executives.

Spencer Stuart

– Overview: A global executive search firm with a strong focus on HR leadership roles. Spencer Stuart is known for placing top-tier HR executives in FTSE 100 companies.

– Website: https://www.spencerstuart.com

Egon Zehnder

– Overview: Another global leader in executive search, Egon Zehnder has a dedicated HR practice that places senior HR professionals in leadership roles.

– Website: https://www.egonzehnder.com

Odgers Berndtson

– Overview: This executive search firm has a dedicated HR practice, placing senior HR professionals in strategic roles across various industries.

– Website: https://www.odgersberndtson.com

Korn Ferry

– Overview: A global consultancy offering executive search services, Korn Ferry specializes in placing HR leaders in top companies.

– Website: https://www.kornferry.com

Russell Reynolds Associates

– Overview: A leading executive search firm with a strong HR practice, Russell Reynolds places senior HR professionals in top leadership roles.

– Website: https://www.russellreynolds.com

General HR Recruitment Firms

These firms specialise in recruiting for a wide range of HR roles across various industries and levels.

Henlee Resourcing

– Overview: A niche HR recruitment firm focusing on interim and permanent HR roles across the South West and Midlands.

– Website: https://www.henlee.co.uk

Annapurna Recruitment

– Overview: Specialising in HR, Digital, and IT recruitment.

– Website: https://www.annapurnarecruitment.com

Oakleaf Partnership

– Overview: A specialist HR recruitment agency that focuses on mid to senior-level HR roles.

– Website: https://www.oakleafpartnership.com

Morgan Law

– Overview: Specializing in public sector and not-for-profit HR recruitment, Morgan Law offers both interim and permanent placements.

– Website: https://www.morgan-law.com

Totum Partners

– Overview: A specialist in HR recruitment within professional services, Totum Partners focuses on HR roles in legal and accountancy firms.

– Website: https://www.totumpartners.com

HR Heads

– Overview: A boutique HR recruitment firm focusing on senior HR roles in the South East and London.

– Website: https://www.hrheads.co.uk

Elliot Scott HR

– Overview: A global HR recruitment firm with a strong presence in the UK, Elliot Scott HR focuses on HR roles in various sectors, including financial services and technology.

– Website: https://www.elliottscotthr.com

Hays Human Resources

– Overview: One of the largest recruitment firms in the UK, Hays offers extensive HR recruitment services, covering roles from entry-level to senior positions.

– Website: https://www.hays.co.uk

Reed HR

– Overview: Part of the Reed Group, Reed HR specialises in HR recruitment across the UK, offering both temporary and permanent positions.

– Website: https://www.reed.co.uk/jobs/hr-recruitment

Michael Page Human Resources

– Overview: A well-known recruitment agency with a dedicated HR division, Michael Page places HR professionals in various industries.

– Website: https://www.michaelpage.co.uk

Macmillan Davies

– Overview: Specialising in HR recruitment for over 40 years, Macmillan Davies is a leading firm known for placing HR professionals.

– Website: https://www.macmillandavies.co.uk

Frazer Jones

– Overview: A global HR recruitment specialist, Frazer Jones has a strong presence in the UK, placing candidates in various HR roles.

– Website: https://www.frazerjones.com

Portfolio HR & Reward

– Overview: Specialising in HR and Reward, this firm focuses on recruiting professionals for HR and compensation roles.

– Website: https://www.portfoliohrreward.com

  1. Tailoring Your Application

Crafting a Compelling CV

– A well-tailored CV should highlight relevant HR experience, skills like employee engagement, and specific achievements such as implementing a new HR system. Quantify results where possible (e.g., “Reduced employee turnover by 15% through improved onboarding processes”).

Writing a Standout Cover Letter

– Your cover letter should be customised for each application, addressing the specific requirements of the role and how your background makes you the ideal candidate. Mention any unique experiences or certifications, like managing HR projects or holding a CIPD qualification.

– Example for HR Jobs Near You: When applying for an HR Business Partner role, discuss your experience working closely with senior management and driving strategic HR initiatives.

Preparing for Interviews

– Prepare for common HR interview questions such as “How do you handle employee conflicts?” or “Describe a time you implemented a new HR process.” Use the STAR method (Situation, Task, Action, Result) to structure your responses.

– Example for HR Jobs Near You: For a Learning and Development Manager role, you might discuss a successful training program you implemented, detailing the positive feedback and increased employee productivity as a result.

  1. Navigating the HR Job Market

  Understanding Salary Expectations

– Research salary ranges for different HR roles in your area using resources like Glassdoor, Payscale, or the CIPD Salary Guide. Be prepared to negotiate based on your experience and the responsibilities of the role.

– Example for HR Jobs Near Me: In London, an HR Director might expect to earn between £120,000 and £250,000 annually, depending on the industry and company size. Whereas, in the Midlands it might vary considerably.

  Remote Work Opportunities

– The COVID-19 pandemic has accelerated the availability of remote HR roles. Use job boards like Remote.co, FlexJobs, or LinkedIn to find these positions. Highlight your experience with remote team management or HR software that supports virtual work.

– Example for HR jobs Near Me: Companies like Salesforce and Buffer offer fully remote HR roles, often with a global scope.

 Industry-Specific HR Roles

– HR roles can vary significantly across industries. For example, HR in the tech industry might focus more on rapid recruitment and onboarding, while in healthcare, there might be a stronger emphasis on compliance and employee well-being.

– Example: A HR role in the hospitality industry with companies like Whitbread would likely focus on high-volume recruitment and employee engagement in a fast-paced environment.

  1. Beyond the Job Search

  Continuous Professional Development

– Stay updated with HR trends through continuous learning. Attend workshops, webinars, or complete online courses on platforms like Coursera or LinkedIn Learning. Consider certifications like CIPD or SHRM for ongoing professional development.

– Example: Regularly attending CIPD webinars can help HR professionals stay current with changes in employment law or the latest HR technology.

  Career Growth and Progression

– HR offers clear pathways for progression. Starting as an HR Assistant can lead to roles such as HR Advisor, HR Manager, and eventually, HR Director or Chief HR Officer (CHRO). Specializing in areas like compensation or L&D can also lead to senior roles.

– Example: A professional might start as an HR Administrator at John Lewis, progress to an HR Manager role, and eventually become an HR Director. There has been some well documented examples of this.

 Building a Long-Term Career Strategy

– Plan your career by setting short-term and long-term goals. This could include gaining specific experience, earning certifications, or moving into a leadership role. Regularly review and adjust your strategy based on industry trends and personal aspirations.

– Example: An HR professional might set a goal to become a CHRO within 15 years, outlining steps like earning a master’s degree, gaining international experience, and developing leadership skills.

  1. Final Tips of Encouragement

It is important to be persistent, focus on networking, and continuous learning in finding and excelling in HR roles. Take proactive steps, such as updating their CV or reaching out to their network.

– The job search can be challenging but staying focused and leveraging resources like your network can significantly increase your chances of success.

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.

Craft a Winning CV: How to Captivate Recruiters

Written by

Craft a Winning CV: How to Captivate Recruiters

When you’re applying for jobs, one size definitely does not fit all—especially when it comes to your CV. Tailoring your CV for each job you apply to is not just a good idea; it’s crucial if you want to stand out and get noticed by recruiters and hiring managers.

Here’s how to do it effectively, without spending hours on each application.

  1. Start with a Strong Foundation

Before you dive into customisation, make sure your base CV is in good shape. This means it should be clear, concise, and highlight your key skills and achievements. Think of your CV as your professional story—make sure it’s one you’re proud to tell. This foundation will make tailoring for specific roles much quicker and easier.

It is a good idea to have a master copy that you then use as a starting point for each role.

  1. Study the Job Description

This might seem obvious, but it’s the most important step. Carefully read the job description and pick out the key skills, experiences, and qualifications the employer is looking for. These are your clues. They tell you what the employer values most and what you need to emphasise on your CV.

  1. Mirror the Language in Your CV

Employers often use specific terms and phrases that resonate within their industry or even their company culture. By mirroring this language in your CV, you’re not only showing that you understand the role, but you’re also likely to get past any applicant tracking systems (ATS) that are scanning for these keywords. For example, if the job description mentions “project management,” make sure that exact phrase appears in your CV, if it’s relevant to your experience.

  1. Highlight Relevant Experience First

Your CV should be a living document, always changing to suit the job at hand. This means that you might need to rearrange your bullet points or even whole sections to make sure the most relevant information appears first. If you’re applying for a marketing role, lead with your marketing experience—even if it’s further down in your career history. The goal is to make the recruiter’s job easier by putting the most relevant info front and centre.

  1. Showcase Your Achievements

Instead of just listing your duties from previous roles, focus on what you achieved. Quantifiable results—like “increased sales by 20%” or “managed a project with a budget of £500,000”—carry a lot more weight than vague descriptions of your responsibilities. When tailoring your CV, pick the achievements that align with the job you’re applying for and emphasise those.

  1. Be Selective About What You Include

It might be tempting to throw everything you’ve ever done onto your CV, but this can dilute your impact. Instead, be selective. Choose experiences, skills, and achievements that are directly relevant to the job. If you’ve had a long career with diverse experiences, consider creating a “Key Achievements” section where you can highlight the most relevant successes without overwhelming the reader with too much information.

  1. Update Your Professional Summary

Your professional summary is the first thing most recruiters will read, so make it count. Customise this section for each job application, focusing on how your skills and experience align with the role. Keep it brief, punchy, and tailored to the job at hand.

  1. Proofread and Get Feedback

Once you’ve tailored your CV, don’t forget to proofread it thoroughly. Typos and grammatical errors can be a big turn-off for employers. It’s also worth asking a friend or colleague to take a look—fresh eyes can often spot things you’ve missed.

  1. Keep It Updated

Lastly, don’t wait until you’re actively job hunting to update your CV. Make it a habit to regularly update your CV with new skills, experiences, and achievements. This way, when the perfect job comes along, you’re ready to tailor and apply without scrambling to remember everything you’ve done over the past few years.

Final Thoughts

Tailoring your CV for each job might seem like extra work, but it’s an investment that can pay off big time. By carefully matching your experience and skills to the job description, you’ll not only make it through the initial screening process, but you’ll also stand out as the perfect fit for the role. Remember, your CV is your personal marketing document—make sure it’s working as hard as you are.

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 Director Carl Hinett

Workplace Flexibility: Is It Worth the Effort?

Written by

Workplace Flexibility: Is It Worth the Effort?

In today’s evolving work environment, many companies have embraced flexibility as a core component of their employee experience. However, some organisations have been slower to adopt these practices, raising the question: Is workplace flexibility truly beneficial, or does it create more challenges than it’s worth?

What Is Workplace Flexibility?

Flexible working refers to any work arrangement that allows employees to tailor their work schedules or environments to better suit their needs. This could mean working from home, having flexible start and finish times, or even job-sharing.

Despite its growing popularity, research highlights a disparity in how flexible working is implemented. For instance, a recent HR Magazine article revealed that men typically enjoy six hours of flexible working per week, while women only receive three. This discrepancy raises concerns about equality in the workplace and highlights the need for more inclusive policies.

The Case for Flexible Working

With the rise of Generation Y, who prioritise work-life balance and value working to live rather than living to work, the demand for flexible working arrangements has increased. Here are some of the key benefits:

  • Increased Productivity: Employees often perform better when they have control over their schedules.
  • Improved Morale: Flexibility can boost employee satisfaction and happiness at work.
  • Enhanced Work Enjoyment: Employees are more likely to enjoy their work when it fits around their personal lives.
  • Better Work-Life Balance: Flexibility allows employees to manage their personal and professional responsibilities more effectively.
  • Reduced Tardiness: Employees can start work at a time that suits them, leading to fewer late arrivals.
  • Stronger Employee Loyalty: Companies offering flexibility are likely to see greater loyalty and commitment from their employees.
  • Lower Employee Turnover: Flexibility can reduce the risk of employees leaving for more accommodating employers.
  • Reduced Burnout: Flexible arrangements can help prevent employee burnout by allowing for better stress management.
  • Decreased Commuting Stress: Less time spent commuting reduces fuel costs and stress, leading to happier, more focused employees.
  • Lower Office Costs: With fewer employees needing to be in the office, companies can save on fixed office expenses.

The Drawbacks of Flexible Working

However, flexible working is not without its challenges:

  • Not Suitable for Everyone: Some employees may struggle with the lack of structure.
  • Managerial Challenges: Managers may find it difficult to adjust to or monitor flexible working arrangements.
  • Blurred Work-Home Boundaries: Employees might find it hard to separate work from personal life when working from home.
  • Monitoring Work Output: It can be challenging to ensure that employees are actually working when they’re not in the office.
  • Potential for Abuse: Some employees might take advantage of the flexibility, leading to decreased productivity.
  • System Limitations: Businesses must ensure they have the right systems in place to manage a remote or flexible workforce effectively.

The Future of Workplace Flexibility

At first glance, the benefits of flexible working seem to outweigh the drawbacks, which explains why many forward-thinking companies have already adopted this approach. However, for organisations that have yet to embrace flexibility, the transition can be daunting. Resistance to change and a preference for traditional work practices are common barriers.

Nonetheless, the tide is turning. As older generations retire and younger, more flexibility-driven employees enter the workforce, the adoption of flexible working is likely to increase. Companies that adapt quickly to this shift will position themselves as employers of choice, attracting top talent in a competitive market.

In the emerging ‘gig economy,’ the businesses that thrive will be those that understand and implement workplace flexibility effectively. These organisations will not only win the war for talent but will also build a resilient, future-ready workforce.

If you’d like to explore how flexible working could benefit your organisation, feel free to reach out to me at James@refind.co.uk.

For more information about James Cumming, our change and business transformation specialist, click here.

Charting Your Course To Becoming a Chief People Officer: The Exact Skills You Need to Become a Successful CPO

Written by

For many HR professionals, becoming a Chief People Officer (CPO), Chief HR Officer (CHRO), or Group HRD is a pinnacle career goal. These roles place you on the executive leadership team, requiring a unique combination of HR expertise, commercial acumen, and strategic leadership. Here’s a user-friendly roadmap to guide you on your journey.

What Does a Chief People Officer Do?

A CPO oversees all aspects of human resources within an organisation, including:

They also act as strategic partners, aligning HR initiatives with broader business goals.

Some Ideas to Support Your Jouney to Becoming a Chief People Officer

Becoming a Chief People Officer isn’t easy or for the faint hearted, it is a role that demands resilience, adaptability, and a commitment to continuous growth. The CPO role operates at the intersection of people and business strategy. It’s not just about managing HR processes but about influencing the organisation’s future.

1. Build Broad HR Experience

A successful Chief People Officer (CPO) is a well-rounded leader with expertise across the full spectrum of HR functions. Developing broad HR experience is critical to preparing for this role, as it equips you with the knowledge, skills, and perspective needed to tackle complex challenges and align HR with business strategy.

Why Broad HR Experience Matters When Becoming a Chief People Officer

  1. Versatility: A CPO must understand the interplay between different HR disciplines—talent acquisition, reward, employee relations, and organisational development—to design cohesive strategies.
  2. Credibility: Exposure to various HR functions builds credibility with senior leaders, as they see you as a holistic thinker who understands the bigger picture.
  3. Adaptability: Breadth of experience prepares you to handle diverse challenges, from cultural transformation to managing crises.
  4. Leadership Development: Working across HR functions enhances your ability to lead multidisciplinary teams.

Key Areas of HR to Develop Experience In if you are Becoming a Chief People Officer

Talent Acquisition and Workforce Planning

  • What to Learn:
    Develop strategies to attract, recruit, and onboard top talent while aligning hiring plans with business needs.
  • Success Looks Like:
    ✅ Decreasing time-to-fill and cost-per-hire metrics.
    ✅ Building talent pipelines for critical roles.
    ✅ Leading diversity-focused hiring initiatives.

Reward and Compensation

  • What to Learn:
    Understand how to design competitive compensation packages, incentive plans, and employee benefits that drive performance and retention.
  • Success Looks Like:
    ✅ Creating a reward strategy that improves employee satisfaction and retention rates.
    ✅ Ensuring pay equity through data-driven analysis.
    ✅ Designing performance-linked bonuses or recognition programs.

Organisational Development (OD)

  • What to Learn:
    Gain expertise in shaping organisational structures, improving team dynamics, and driving change initiatives.
  • Success Looks Like:
    ✅ Delivering a successful restructuring or team realignment project.
    ✅ Rolling out training programs to upskill employees.
    ✅ Implementing succession planning frameworks.

Employee Relations (ER)

  • What to Learn:
    Handle complex employee relations issues, from conflict resolution to legal compliance, while maintaining a positive culture.
  • Success Looks Like:
    ✅ Successfully navigating high-stakes ER cases with minimal risk.
    ✅ Establishing policies that foster fairness and consistency.
    ✅ Enhancing employee trust through transparent communication.

Learning and Development (L&D)

  • What to Learn:
    Design and implement training programs that align with business goals and develop future leaders.
  • Success Looks Like:
    ✅ Launching leadership development programs with measurable outcomes (e.g., internal promotions).
    ✅ Increasing participation in training programs by 20% or more.
    ✅ Demonstrating ROI on L&D investments.

HR Operations and Technology

  • What to Learn:
    Understand the systems and processes that drive HR efficiency, from payroll to HRIS platforms.
  • Success Looks Like:
    ✅ Implementing a new HRIS system that improves reporting and workflow efficiency.
    ✅ Streamlining HR processes to save time and reduce costs.
    ✅ Leading HR’s digital transformation efforts.

Action Plan:

  • Rotate through core HR functions (e.g., talent acquisition, OD, reward, HR operations).
  • Volunteer for cross-functional projects to gain diverse exposure.
  • Broad exposure can be important when becoming a chief people officer

What Success Looks Like:
✅ A CV showcasing 5–7 years of progressive HR experience across key disciplines.
✅ Evidence of managing teams, projects, or budgets in at least two specialist areas.
✅ Tangible outcomes like improved recruitment metrics, successful change initiatives, or revamped compensation frameworks.

2. Develop Strong Business Acumen is Key to Becoming a Chief People Officer

Action Plan:

  • Attend executive meetings to understand business strategy.
  • Partner with finance or operations teams to learn financial metrics and business drivers.
  • Shadow senior leaders to observe decision-making in action.

What Success Looks Like:
✅ Ability to articulate your company’s strategy and financial position confidently.
✅ Successful completion of a business-critical HR project, such as a workforce restructuring aligned with cost-saving goals.
✅ Recognition from senior leaders for your commercial insights.

3. Excel in Talent Management

Action Plan:

  • Lead initiatives to improve recruitment, development, and retention strategies.
  • Implement leadership development programs for high-potential employees.

What Success Looks Like:
✅ Reduced turnover rates (e.g., from 20% to 10% within two years).
✅ Measurable improvements in time-to-hire or quality-of-hire metrics.
✅ Positive feedback from leadership development participants, with some promoted to senior roles.

4. Drive Employee Engagement

Action Plan:

  • Conduct employee engagement surveys and analyse results.
  • Create and implement programs that address identified engagement gaps.

What Success Could Look Like:
✅ A 10–20% increase in employee engagement scores within 12–18 months.
✅ Introduction of successful initiatives, such as recognition programs, mentoring schemes, or wellbeing support.
✅ Reduction in voluntary attrition within the first year of implementing engagement strategies.

5. Becoming a Chief People Officer Means Gaining Expertise in Change Management

Change is inevitable in any organisation, and as a Chief People Officer (CPO), your ability to manage and lead change effectively will define your success. From restructuring to cultural transformation, the CPO is a central figure in aligning people with the business’s evolving needs. Here’s why mastering change management is essential on your journey to becoming a CPO.

  • Leading Organisational Transformation

The CPO often spearheads significant transformation efforts, such as mergers, restructures, or adopting new ways of working. Expertise in change management enables you to:

  • Design structured approaches to complex change initiatives.
  • Minimise disruption and resistance within the workforce.
  • Ensure alignment between organisational goals and employee outcomes.

Example:
During a merger, a skilled CPO can integrate two distinct cultures, ensuring a smooth transition while retaining top talent and maintaining morale.

  • Balancing Strategy and People

Change initiatives often focus on achieving strategic goals, but they fail without the buy-in of the people affected. As a CPO, you’ll need to:

  • Communicate the “why” behind the change to foster understanding and commitment.
  • Balance business priorities with the emotional and cultural impact on employees.
  • Act as the bridge between leadership and the wider workforce.

Why this matters:
Employees are more likely to embrace change when they see clear benefits and feel supported throughout the process.

  • Managing Resistance

Resistance to change is natural and one of the biggest challenges in any transformation. A CPO with change management expertise can:

  • Identify sources of resistance early through engagement and feedback.
  • Develop strategies to address concerns, such as tailored communication plans or training initiatives.
  • Foster a culture where change is seen as an opportunity rather than a threat.

Impact:
Overcoming resistance ensures smoother implementation and helps maintain productivity and morale during transitions.

  • Driving Cultural Change

Cultural transformation is a key responsibility of the CPO. Whether it’s improving diversity and inclusion, fostering innovation, or shifting mindsets, change management expertise is critical.

  • Establish clear goals and metrics for cultural change.
  • Engage leaders and employees at all levels to embed new behaviours and values.
  • Reinforce progress with ongoing communication and recognition.

Example:
Implementing a new culture of collaboration might involve redesigning team structures, rolling out training programs, and celebrating early wins to encourage adoption.

  • Enhancing Communication and Engagement

Effective communication is at the heart of successful change management. As a CPO, you’ll need to:

  • Develop tailored communication plans for different stakeholders.
  • Use storytelling to inspire and engage employees.
  • Create feedback loops to ensure employees feel heard and valued during transitions.

Why this matters:
Transparent, empathetic communication builds trust, making employees more receptive to change.

  • Strengthening Leadership Alignment

Leaders across the business must be united during periods of change. A CPO with strong change management skills can:

  • Equip leaders with the tools and messaging they need to drive change in their teams.
  • Facilitate workshops or coaching sessions to align leadership behaviours with organisational goals.
  • Act as a trusted advisor, helping leaders navigate the challenges of transformation.

Outcome:
A cohesive leadership team that models and reinforces the desired change.

  • Measuring and Sustaining Change

Change doesn’t end once a new initiative is launched. Sustaining it requires ongoing effort and monitoring. Expertise in change management ensures you can:

  • Define success metrics and track progress (e.g., adoption rates, engagement levels, or business outcomes).
  • Identify and address barriers that arise post-implementation.
  • Embed changes into the organisation’s processes and culture for lasting impact.

Example:
After introducing a flexible working policy, a CPO might measure adoption rates and employee satisfaction, refining the approach based on feedback.

How to Build Change Management Expertise

  1. Take Courses: Certifications like Prosci Change Management or CIPD’s organisational development programs can enhance your skills.
  2. Lead Projects: Volunteer to lead or support change initiatives within your organisation, such as system rollouts or restructuring efforts.
  3. Learn from Leaders: Partner with experienced change managers to observe best practices in action.
  4. Study Case Studies: Analyse real-world examples of successful and failed change initiatives to understand key success factors.

What Success Could Look Like:
✅ Successful implementation of a change project, measured by on-time delivery and minimal disruption.
✅ Positive feedback from impacted employees and stakeholders.
✅ Documentation of a repeatable change management framework you can use for future initiatives.

6. Master Data Analytics

Data-driven decision-making is essential for senior leaders, including the Chief People Officer (CPO). Mastering data analytics not only elevates your strategic value but also helps you drive impactful HR initiatives aligned with business goals. Here’s why it’s a critical skill on the path to becoming a CPO:

  • Turning HR into a Strategic Business Partner

To gain a seat at the executive table, HR leaders must prove their value in driving business outcomes. Data analytics enables you to:

  • Link HR initiatives directly to business performance (e.g., the impact of engagement on productivity).
  • Demonstrate the ROI of HR programs like leadership development or DE&I initiatives.
  • Build data-backed strategies that align with broader organisational goals.

Example:
Using analytics to show how a reduction in turnover saves millions in hiring and training costs positions HR as a revenue-protecting function rather than a cost centre.

  • Predictive Decision-Making

Analytics can shift HR from reactive to proactive. By leveraging predictive data, a future-focused CPO can anticipate challenges and opportunities, such as:

  • Identifying high-risk employees likely to leave.
  • Forecasting future talent needs based on business growth.
  • Spotting trends in workforce engagement before they impact performance.

Why it matters:
In today’s competitive landscape, being ahead of the curve is a key differentiator for effective leadership.

  • Building Credibility with Stakeholders

Executives rely on numbers to make decisions. To gain credibility and influence, you must speak the language of data. Analytics equips you to:

  • Present evidence-based recommendations at leadership meetings.
  • Align HR metrics with financial and operational KPIs.
  • Create dashboards that visualise HR’s impact in terms that resonate with CEOs and CFOs.

Impact:
CPOs with strong analytical skills gain the trust and buy-in of the C-suite, making them key advisors in strategic decision-making.

By analysing employee data, you can craft strategies that directly improve the workforce experience. For instance:

  • Using engagement survey results to address specific pain points.
  • Monitoring training program outcomes to refine development initiatives.
  • Leveraging pulse surveys to assess the impact of workplace changes in real-time.

The result:
A happier, more engaged workforce that drives organisational success.

  • Driving Organisational Change

Change initiatives often fail due to a lack of data-driven insights. Mastering analytics helps you:

  • Assess the readiness for change across the workforce.
  • Track the success of transformation efforts.
  • Identify resistance early and adapt strategies accordingly.

Example:
When rolling out a new HRIS system, analytics can show how quickly employees adapt and identify departments that need additional training or support. Becoming a Chief People Officer is all about using what you have available to showcase business results.

  • Elevating DE&I Efforts

Data analytics plays a pivotal role in creating equitable workplaces. By analysing data, you can:

  • Identify diversity gaps across levels and functions.
  • Measure the effectiveness of inclusion initiatives.
  • Ensure pay equity through compensation benchmarking.

Why this matters:
CPOs are increasingly expected to lead on DE&I, and analytics provides the foundation for meaningful progress.

  • Building Resilience in Uncertain Times

In volatile markets or during crises, HR leaders with strong analytics skills can quickly adapt to changing circumstances. For example:

  • Workforce data can guide cost-cutting measures without compromising key talent.
  • Analytics can predict workforce demand in post-crisis recovery.

Case in point:
During the pandemic, CPOs who leveraged data to plan for remote work transitions and forecast burnout were better equipped to navigate uncertainty.

How to Master Data Analytics as an HR Leader

  1. Learn the Tools: Get familiar with HRIS systems, analytics platforms (e.g., Tableau, Power BI), and workforce analytics tools.
  2. Upskill: Take courses or certifications in data analytics for HR. Many are designed for non-technical professionals.
  3. Start Small: Begin by analysing key HR metrics like turnover, engagement, or time-to-hire. Use these insights to make data-backed decisions.
  4. Collaborate: Work closely with your finance or operations teams to understand how they approach data.

What Success Could Look Like:
✅ Consistently delivering data-backed insights that inform strategic decisions.
✅ A track record of improving metrics (e.g., reducing absenteeism by analysing and addressing root causes).
✅ Confidence in presenting HR data to the executive team in a compelling and actionable way.

7. Invest in Education and Certifications

Action Plan:

  • Complete relevant qualifications such as CIPD Level 7 or an MBA with a focus on HR leadership.
  • Attend workshops, webinars, and HR leadership programs.

What Success Looks Like:
✅ Completion of a recognised qualification, such as a CIPD diploma or MBA.
✅ Application of new learning to your current role, leading to measurable improvements (e.g., more effective talent strategies or improved HR-business alignment).
✅ Enhanced credibility among peers and senior leaders, reflected in increased responsibilities or promotions.

8. Sharpen Leadership Skills

Action Plan:

  • Take on leadership roles in projects and within your team.
  • Seek mentorship or coaching from senior HR leaders.
  • Attend leadership development programs focused on emotional intelligence, communication, and influencing.

What Success Looks Like:
✅ Positive feedback from your team, reflected in employee satisfaction or engagement surveys.
✅ Successful delivery of complex projects involving cross-functional collaboration.
✅ Recognition as a trusted advisor to senior leadership.

9. Stay Informed and Adapt to Trends

Action Plan:

  • Regularly read industry blogs, whitepapers, and HR research.
  • Attend at least two HR conferences or events per year.

What Success Looks Like:
✅ Implementation of at least one new trend or technology in your organisation (e.g., introducing AI-based recruitment tools or remote work policies).
✅ Recognition as a forward-thinking HR professional by peers or leaders.
✅ Invitations to speak at events or contribute to industry publications.

10. Build a Strong Network

Action Plan:

  • Attend HR networking events and participate in industry groups on LinkedIn.
  • Maintain regular contact with mentors, peers, and industry leaders.

What Success Looks Like:
✅ Referrals or recommendations from your network leading to career advancement opportunities.
✅ Inclusion in exclusive HR circles or communities that discuss strategy and trends.
✅ A diverse network of contacts across industries, providing insights and opportunities.

Final Outcome: Becoming a Chief People Officer

This plan isn’t just about reaching the title but becoming a chief people officer and leader who makes a real difference. Success at every stage of this journey builds toward that ultimate goal, ensuring you have the skills, insights, and reputation to excel when you get there.

What ultimate success looks like:

  • You are appointed to an executive HR role with a seat at the leadership table.
  • You oversee HR strategy for an organisation, influencing its culture, talent, and future direction.
  • Your leadership and expertise are recognised externally, through awards, thought leadership contributions, or industry accolades.

 

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. 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.

10 things you need to get right when launching a new business

Written by

Lesley Allman is an internal communication and employee engagement expert. She has run her own consultancy for many years, here she shares her tips on how to get it right when considering launching a new business.

If you’re facing restructuring, redundancy or simply having a career rethink and are considering setting up on your own, here is some of the great advice I got from friends and colleagues when I was starting out.

  1. Decide at the outset what type of business you want

Is it a lifestyle business i.e. one that provides you with a decent income and relies solely on your skills, personality and efforts?

Or is it a one that can function and grow without you in it and that ultimately you can sell on?

This will inform what sort of legal entity you set up and what funds and infrastructure you will need.

  1. Don’t over complicate the naming and branding process

If you’ve established a good reputation in your field, use your name.  Otherwise, think of something straightforward that is easy to spell and no one else is using and get a logo designed Then just get yourself on Facebook, LinkedIn, Twitter etc and start communicating.  Having a great story is more important than having a great name or brand, so get it written and get it out there.

  1. However much marketing you think you’ll need to do – you’ll need to do more

To misquote Field of Dreams, just because you build it, doesn’t mean they’ll come.  As a start up, you really need to get yourself and your story out there. Tap into all your networks, post stories and comments on all your social media platforms, join industry bodies, offer to judge awards, speak at (virtual) events, etc. Think about where your target customers are, and make sure you’re there too.

  1. When it comes to clients, you are what you eat

Think about the types of businesses you want to work with and target them. If your first client is a metal basher in the Black Country, then your subsequent clients are likely to be similar. Great if that’s the market you’re after, but don’t be scared to turn down the wrong sort of work.

  1. When it comes to prices, you can’t ski uphill

Don’t undervalue yourself.  See what competitors are charging, consider what the client can afford, think about what value you’re adding and be bold.  It’s better to go in high and be able to come down, than to try to do the opposite.  Focus on the outcomes the client is getting for their investment (value based, solution selling), rather than the inputs you’re providing (day rates).

  1. Spend time working on the business as well as in it

When you win your first client, and there’s only you in the busines, it’s tempting to spend all your time and energy on them.  But don’t forget that your primary focus is building your business, not theirs.  Making them happy is a means to that end.

  1. Your first employee is a 100% increase in your headcount

Another key decision point is when you’re too busy to look after your business and your clients on your own and you have to decide how to grow your team.  If you’re building a sellable business, you’ll need to recruit an in-house team, people who will eventually be able to run the busines without you in it.  However, for a lifestyle business you may decide it’s better to create a virtual team of freelancers, so you avoid on-going overheads and can match skills exactly to client requirements.

  1. Do your housekeeping

It’s dull but vital to keep receipts, send out your invoices, pay your suppliers, pay your taxes, pay your employees and get an expert advisor to make sure you’re doing those things right.  And don’t forget, your clients are unlikely to pay you for at least 60 days, some as long as 120 days, so you’ll need to keep a careful eye on your cashflow.

  1. Ask for help

People you know, and many you don’t know, will want you to succeed.  They’ll be keen to help you and willing to share their expertise and advice.  Don’t expect them to come to you though.  They may think your doing fine and don’t need their help.  So make sure you ask for it.

  1. And finally…

Whatever your venture is, make sure it is something you love and are passionate about.  Not forgetting that it is something that enough people actually want and are willing to pay for.

Now, the most important piece of advice.  Just get on and do it!

 

Lesley Allman is an internal communication and employee engagement expert. As an independent consultant, she has provided expertise to leadership teams at companies including Carlsberg UK, Kuehne + Nagel, Evergreen Garden Care, Pukka Pies, Domestic & General, Hovis and PepsiCo. She previously held senior communication roles at Premier Foods and Coors Brewers. She is an IoIC Fellow.

www.allmancommunication.co.uk

James Cumming is our MD, Interim and Transformation Search specialist. Please get in contact with him directly to discuss any of these topics further.

Finding the Right HR Jobs Birmingham: A Guide to Navigating the Market

Written by

Finding the Right HR Jobs Birmingham: A Guide to Navigating the Market

If you’re on the hunt for HR jobs Birmingham, you’re not alone. The city’s dynamic business landscape offers numerous opportunities, but knowing where to start and how to navigate the market can feel overwhelming. Here’s a roadmap to help you find the right HR role while solving common challenges job seekers face.

1. Understand the Market for HR Jobs Birmingham

HR jobs Birmingham; The local HR market is thriving due to its diverse industry presence. Here are key sectors and examples of local employers actively hiring for HR roles:

  • Finance: Companies like HSBC, Deutsche Bank, Lloyds Banking Group, Wesleyan, and Zurich Insurance.
  • Healthcare: University Hospitals Birmingham NHS Foundation Trust, Bupa, Spire Healthcare, Priory Group, and Circle Health Group.
  • Technology: SCC, Advanced, Intercity Technology, Xoserve, and Rimini Street.
  • Manufacturing: Jaguar Land Rover, Cadbury (Mondelez International), IMI Precision Engineering, Aston Martin Lagonda, and GKN Automotive.
  • Public Sector: Birmingham City Council, West Midlands Combined Authority, HM Revenue and Customs, National Health Service (NHS), and the University of Birmingham.

These sectors offer a range of opportunities, from HR generalist roles to more specialised positions in talent management, employee relations, and HR analytics​.

2. Tailor Your CV and Online Presence

Beyond the basics of tailoring your CV, highlight any experience that aligns with the specific needs of these sectors. For example, if applying to a technology firm, showcase experience in change management or digital HR tools.

3. Engage with Local HR Communities for HR Jobs Birmingham

Birmingham has a vibrant HR community. Here are some resources and events to help you network for HR jobs Birmingham:

  • CIPD Birmingham Branch: Offers regular networking events and workshops for HR professionals.
  • DisruptHR Birmingham: A unique platform where professionals share innovative ideas on HR. You can find more details on upcoming events on their website.
  • Birmingham HR Forum: A local community where HR leaders share best practices and discuss trends. Contact James Cumming – james@refind.co.uk

Connecting with these groups can help you access unadvertised opportunities and build valuable relationships in the industry.

4. Leverage Recruitment Agencies for HR Jobs Birmingham

Several specialist recruitment agencies can help you find HR roles in Birmingham:

  • re:find Executive Search: Known for its expertise in HR transformation and executive search, particularly in the Midlands region.
  • Macmillan Davies: A leading HR recruitment consultancy with a strong presence in Birmingham, offering roles across various sectors including finance, healthcare, and technology. You can explore more here.
  • Oakleaf Partnership: Focuses on HR roles across all levels, from entry-level to senior positions, and works with ambitious companies across Birmingham. More information is available on their website.
  • SF Recruitment: Offers a variety of HR roles and has a strong local presence.

These agencies can provide tailored support, from job matching to interview coaching.

5. Explore Flexible Work Options

Many companies in Birmingham are now offering flexible or hybrid working arrangements. Employers like PwC, Deloitte, and NatWest Group are known for their flexible work policies, which can provide more work-life balance or accommodate part-time arrangements.

6. Upskill and Stay Relevant

Look into courses and certifications that align with the current trends in HR, such as diversity and inclusion or HR analytics. Websites like Coursera, LinkedIn Learning, and CIPD offer relevant courses that can help enhance your profile.

7. Prepare for Interviews with Confidence

Research the companies you’re applying to and understand their HR challenges. For example, Birmingham City Council might focus on public sector HR needs, while Jaguar Land Rover might be interested in talent acquisition for engineering roles.

Our Thoughts

Finding an HR job in Birmingham involves more than just applying to openings—it’s about building a network, leveraging local resources, and continuously upskilling. By engaging with local HR communities, tailoring your approach, and using the right recruitment agencies, you can strategically position yourself for the best opportunities.

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.