How to ‘Flex Work’ in the Pharmaceutical Industry?

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What is Flex Work?

Flex work, known also as flexible working, means giving employees more control over when, where, and how they work.

This can include remote working, flexible hours, compressed workweeks, and job sharing. The idea really took off during the COVID-19 pandemic when businesses had to adapt to keep things running smoothly.

Flexible working has become a big deal in many industries, and pharma is no exception. This blog dives into what flexible working is, where it came from, and why it’s important for the pharmaceutical sector. We’ll look at the benefits and challenges, different working models, and how to implement flex work in a way that works for everyone.

I know flexible working is a hot topic, and there’s a ton of stuff out there about it. I’ll focus on insights and tips tailored specifically for pharma companies, tackling industry-specific challenges and opportunities.

Best Way to Implement Flexible Working in Pharma

Bringing flexible working to the pharmaceutical industry takes some thought and planning. Here are some key steps to make it work:

  1. Assess Job Roles and Responsibilities: Not every job in pharma can be done remotely. Figure out which roles can be flexible without hurting productivity or compliance.
  2. Invest in Technology: Make sure employees have the right tech to do their jobs well from anywhere. This means secure VPNs, collaboration tools, and data management systems.
  3. Provide Training: Help employees and managers learn the skills they need for remote work. This includes using digital tools, good communication practices, and keeping a healthy work-life balance.
  4. Set Clear Expectations: Lay down the rules for flexible working. This includes work hours, availability, communication, and performance metrics.
  5. Monitor and Evaluate: Keep an eye on how well flexible working is going. Get feedback from employees and tweak things as needed to make it better.

Should a Four-Day Week Be Considered?

A four-day workweek is becoming popular as companies look to boost work-life balance and productivity. Here’s how it stacks up for the pharmaceutical industry:

Pros:

  • Enhanced Focus and Productivity: Shorter weeks can mean better focus and less burnout.
  • Attracting Talent: A four-day week is a great perk, helping you attract and keep top talent.
  • Reduced Operational Costs: Fewer workdays can cut down on utilities and other costs.

Cons:

  • Potential for Increased Workload: Employees might feel pressured to cram the same work into fewer days.
  • Scheduling Challenges: Coordinating meetings and deadlines in a shorter week can be tricky.
  • Impact on Client Services: Keeping up with client needs and project timelines could get tougher.

Should We Go Fully Remote, Hybrid, or Office-Based?

Choosing the right working model is key. Here’s a look at the pros and cons of each:

Fully Remote:

  • Pros: Maximum flexibility, lower overhead costs, and higher job satisfaction.
  • Cons: Challenges with collaboration and maintaining company culture. Some roles, like lab work, can’t be done remotely.

Hybrid:

  • Pros: Best of both worlds—flexibility with some in-office time for face-to-face interaction.
  • Cons: Requires careful planning to ensure smooth transitions. Can lead to inconsistent team dynamics.

Office-Based:

  • Pros: Easy collaboration and access to on-site resources. Great for spontaneous discussions and team building.
  • Cons: Less flexibility and higher operational costs. Might not attract those seeking better work-life balance.

What is the Ratio of Home, Hybrid, Office Within Pharma?

Pharma is leaning towards hybrid models, with many companies adopting a mix of home and office work. The exact split varies, but hybrid setups are the most common as they offer a good balance of flexibility and collaboration.

Case Studies in the Pharmaceutical Industry about Flex Work Models

AstraZeneca uses a hybrid model, with employees working both from home and the office. This setup has boosted productivity and employee satisfaction. They’ve invested in digital tools to support remote work and set clear guidelines for effective communication.

GSK: Offers various flexible working options, including remote work, flexible hours, and part-time roles. These arrangements have increased employee engagement and reduced turnover. They also provide robust training for managers to handle remote teams effectively.

Novartis: Has a “Choice with Responsibility” policy, letting employees choose their work arrangements while meeting their responsibilities. This has created a culture of trust and accountability, leading to more innovation and collaboration.

Other Case Studies

Pharmaceutical organisations like MSD, Medtronic, Roche, Novartis, and UCB have been at the forefront of implementing effective hybrid working practices even before the pandemic. These companies operate as matrix organisations, with cross-functional and project-based teams rather than permanent teams.

Key takeaways from their experience:

  • Clear Framework: It’s essential to establish a clear framework for remote work. This includes defining rules (such as minimum or maximum days for working from home) that everyone can align with. Communicating this framework creatively, such as through podcasts or webinars, helps ensure consistency.
  • Balancing Management Styles: Managers need to strike a balance between nurturing team members (checking in on well-being) and focusing on output (deliverables). Adopting management by outcome—setting clear objectives and empowering individuals with autonomy—can lead to sustained success.

Royal Pharmaceutical Society (RPS) – Sustained Implementation of Hybrid Working

  • The RPS developed a robust hybrid working strategy with the help of experts. Their step-by-step roadmap facilitated a smooth transition from the concept of hybrid working to its sustained implementation.

Flexible and Hybrid Working Practices: Case Studies by CIPD

  • The CIPD (Chartered Institute of Personnel and Development) explores various aspects of flexible and hybrid working through case studies. These include transitioning to new ways of working, stakeholder engagement, technology adoption, managing hybrid teams, maintaining relationships, supporting well-being, and focusing on performance outcomes.

These case studies provide valuable insights into how pharmaceutical organisations have successfully embraced hybrid working models.

What next with Flex Work?

Pharma faces unique challenges and opportunities with flexible working. By understanding different models and implementing best practices, companies can create a work environment that supports both business goals and employee well-being. Whether it’s a four-day week, a hybrid model, or balancing remote and office work, the key is to stay flexible and responsive to the needs of the workforce.

In the end, flexible working isn’t a one-size-fits-all solution. Each pharma company needs to figure out what works best for them. By doing so, they can boost productivity, attract top talent, and ensure their employees are happy and healthy, driving the industry forward in a changing world.

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.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

Women Leading the Way in Aviation

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In the typically male-dominated world of aviation, women have often been left on the sidelines. But as the industry grows, especially in emerging markets, there’s a noticeable increase in female pilots, engineers, and executives who are reshaping the sector.

My blog looks at how these trailblazing women are key to its future.

How did we get here?

The male dominance in aviation is like many other technical and engineering fields. Historically it stems from a mix of societal norms, educational opportunities, and professional barriers that were skewed against women. Here’s a rundown of the main reasons why aviation has traditionally been a boys’ club:

  • Historical Norms and Perceptions: Back in the day, jobs that involved physical labour, machinery, and tech were seen as no-go areas for women. This was thanks to outdated gender stereotypes. Aviation, mixing mechanical engineering with hefty physical demands, especially in the early days, was no exception.
  • Educational Barriers: For a big chunk of the 20th century, women often had limited access to the science and tech education needed for a career in aviation. These educational paths were pretty much designed for and marketed to men, creating a hefty barrier to entry for women.
  • Legal and Institutional Restrictions: In many places, women were legally barred from certain jobs or working conditions. For instance, female pilots were often kept from flying commercial or military aircraft until well into the latter half of the 20th century.
  • Cultural Bias and Discrimination: Even when it was legal for women to join in, cultural biases often discouraged or outright excluded women from getting into or moving up in the field. This discrimination could come from within the industry through hiring practices, within training programmes, or socially through pressure and expectations about what jobs were ‘suitable’ for women.
  • Visibility and Role Models: A lack of female faces also keeps the cycle going where young women have fewer role models in the field. This lack of visibility can turn off interest and keep the gender imbalance going as fewer women enter the field, succeed, and act as role models for the next generation.
  • Work-Life Balance Challenges: Careers in aviation can involve weird hours, lots of travel, and long periods away from home, which can be extra tough for women who often take on bigger caregiving roles in their families.

How do we keep making aviation more inclusive?

To make sure the aviation industry becomes fully inclusive and keeps moving forward in gender diversity, we can take several proactive steps. These strategies focus on systemic change, education, policy implementation, and cultural shifts, and can be grouped into these subsections:

Education and Visibility:

Boost STEM Education for Girls: Encourage and support girls from a young age to explore science, tech, engineering, and maths (STEM) through school programmes, extracurricular activities, and community initiatives.

Scholarships and Financial Aid: Offer targeted scholarships and financial support for women entering aviation training programmes to help overcome financial barriers.

Spotlight on Success: Regularly highlight the achievements of women in aviation through media, seminars, and industry events to boost visibility and inspire the next generation.

Recruitment and Workplace Policies:

Inclusive Job Ads: Make sure job postings use welcoming language and clearly state that the organisation values diversity.

Diverse Hiring Panels: Use varied recruitment panels to help cut down on unconscious bias in the hiring process.

Flexible Work Options: Roll out flexible working hours and remote working options where possible to help employees manage work-life balance.

Fair Parental Leave: Offer fair parental leave for all parents, encouraging shared responsibilities at home and supporting women’s career continuity.

Professional Growth and Cultural Change:

Equal Opportunities for Advancement: Set clear, merit-based criteria for advancement to ensure women have the same chances to climb to senior roles.

Ongoing Training: Offer continuous training and professional development programmes to all employees, helping women gain the skills and qualifications needed to move up.

Anti-Discrimination Policies: Enforce strong policies against discrimination and harassment, with clear reporting mechanisms and consequences for misconduct.

Inclusive Culture Initiatives: Build an inclusive culture through workshops, training on unconscious bias, and regular chats on diversity and inclusion.

Industry-Wide and Community Initiatives:

Collaboration and Partnerships: Work with other companies, governments, and non-profit organisations to promote gender diversity across the industry.

Standards and Benchmarks: Set up and stick to industry-wide benchmarks for diversity and inclusion, with regular reporting and accountability.

Support Advocacy Groups: Partner with organisations that promote women in aviation, offering support through funding, resources, and joint initiatives.

Community Engagement: Get involved with local communities to educate and raise awareness about careers in aviation for women.

Breaking New Ground in Aviation:

For years, the image of aviation professionals was pretty uniform—typically male. But this image is changing, especially in emerging markets like India, China, and parts of Africa, where more women are getting into aviation careers. Educational institutions and training programmes are pulling in more female talent, showing that the sector is ready to embrace diversity.

Empowering Change in Aviation:

Several governments and aviation bodies in these markets are actively pushing for gender diversity. Initiatives like scholarships for female students, mentoring programmes tailored for women, and networking events are making a real difference. These efforts don’t just support individual women—they enrich the entire industry by bringing in new ideas and approaches.

Trailblazing Pilots:

The rise in the number of female pilots is one of the most visible signs of change. Women are now flying for both commercial giants and boutique carriers, and they’re doing so with exceptional skill and resilience. Their growing presence is not only inspiring but also crucial in breaking down outdated stereotypes.

Engineering the Future:

Beyond the cockpit, women are also leading innovations in aviation engineering and technology. From aerodynamic design to sustainability solutions, they are at the forefront of modern aviation challenges. Their contributions are vital in driving technological advancements and enhancing safety protocols across the industry.

Overcoming Challenges:

Despite these advances, women in aviation still face significant hurdles. Issues like gender bias, fewer opportunities for advancement compared to male counterparts, and the struggle to maintain work-life balance are still widespread. Addressing these challenges is essential for building a truly inclusive industry.

New Horizons:

An emerging topic of interest is the role of women in the development of sustainable aviation technologies. Now the industry focuses on reducing its environmental footprint. And female engineers and leaders are playing critical roles in crafting eco-friendly innovations.

Looking Ahead:

The future of aviation in emerging markets looks increasingly female. Encouraging inclusivity, diversity, and equality will unlock vast potential and drive significant growth within the industry. By supporting and promoting women in aviation, we can ensure a robust, dynamic, and equitable future.

The landscape of aviation across emerging markets is undergoing a profound transformation. Thanks to the relentless efforts of pioneering women, the industry is not only meeting the challenges of the 21st century but is poised to redefine what is possible. Their achievements pave the way for future generations, ensuring that the sky is no limit.

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.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

Building Bridges: Innovative Solutions for Workplace Unity in Defence

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Introduction

The defence industry, vital for national security, faces unique challenges in fostering cohesion and enhancing collaboration. These challenges, compounded by issues of gender representation and employee retention, warrant a closer examination to identify actionable improvements. This blog explores these issues and proposes solutions to ensure a more united and inclusive future in the defence sector.

Cohesion and Collaboration: Challenges and Solutions in the Defence Industry

The defence industry’s landscape is marked by varying levels of cohesion across different sectors.

For instance, the land systems sector exhibits a notable lack of collaboration. This often results in inefficiencies and a fragmented approach to project management and innovation. In contrast, the marine and submarine sectors demonstrate a more integrated approach. With entities actively communicating and supporting one another, particularly in redeployment scenarios.

To address these discrepancies, the industry could adopt some strategic approaches around its development of people.

Learning & Development:

  • Joint training programs. These should include personnel from different sectors of the defence industry can foster a sense of unity and understanding. These programmes can be designed to include team-building exercises. And cross-training on various technologies and operational tactics, which can build a more cohesive and adaptable workforce.
  • Inter-sector Mentorship Programs. Establishing mentorship programs that cross traditional sector boundaries within the defence industry can encourage the exchange of knowledge and experiences. Such programmes can pair up-and-coming professionals with seasoned experts in different fields. Promoting cross-pollination of ideas and strengthening the overall industry network.
  • Leadership Development Programs for Women: Create leadership development programs specifically tailored for women in the defence industry. These programs should focus on skill enhancement and leadership training. And providing networking opportunities that can help women advance to senior positions within their organisations.
  • Future-focused Training: Adapt training programs to not only meet current technological and strategic needs but also anticipate future developments. This approach ensures that the workforce remains capable and prepared to adopt modern technologies and methodologies swiftly.
  • Career Development Opportunities: Provide employees with clear career pathways and continuous learning opportunities. This could involve formal education programs and access to conferences and workshops. And, internal promotion opportunities that encourage employees to grow within the company.

Recruitment & Retention for the Defence Industry

  • Targeted Recruitment Campaigns: Focus on attracting more women into the industry through targeted recruitment campaigns that highlight the benefits and opportunities within the defence sector. These campaigns can include offering scholarships, creating internship opportunities, and forming partnerships with educational institutions that have strong female enrolments in relevant fields.
  • Retaining Talent: Strategies for a Robust Defence Workforce: Focus on developing a comprehensive strategy to retain the skilled and experienced workforce that is crucial for the defence industry’s success. This involves creating an attractive working environment and clear career progression paths.
  • Retention Strategies: Implement strategies aimed at improving retention rates, such as recognising and rewarding employee contributions, offering competitive benefits, and ensuring a supportive work environment that values and nurtures talent.
  • Competitive Compensation Packages: Ensure that compensation packages are competitive with the market to attract and retain top talent. This includes not only salaries but also benefits like health insurance, retirement plans, and performance bonuses.

Communication in the Defence Industry:

  • Standardisation of Communication Protocols: Implementing industry-wide standards for communication can help unify different sectors within the defence industry. By creating a common language and set of procedures for communication, organisations can reduce misunderstandings and delays, thereby enhancing operational efficiency and cooperation across various projects and teams.
  • Document Insights: LIOS: The Land Information Oriented Strategy (LIOS) document offers comprehensive recommendations that can guide the defence industry towards more streamlined and advanced practices. It emphasises the importance of integrating modern technologies and strategic approaches to meet current and future challenges.
  • Enhanced Data Sharing: Promote enhanced data sharing across organisations within the defence industry to avoid duplication of efforts and to streamline operations. This can involve developing secure, integrated platforms where information can be shared efficiently without compromising confidentiality or security.
  • Industry Stakeholders’ Engagement: Encourage industry stakeholders, including policymakers, private companies, and educational institutions, to take these recommendations seriously and collaborate on implementing them. This collective effort can significantly propel the industry forward with innovative and forward-thinking strategies.

Other Important Considerations

  • Improving Gender Representation: To address the current disparity in gender representation, the defence industry needs initiative-taking measures. With some companies only showing 21% female representation against a target of 30%, strategies such as awareness campaigns, dedicated recruitment drives, and highlighting role models are essential to inspire and attract more women to the industry.
  • Inclusive Workplace Policies: Develop workplace policies that cater to a diverse workforce by incorporating flexible working conditions, comprehensive maternity and paternity leave, and support for work-life balance. These policies should also address any unconscious biases and promote an inclusive culture that values all employees equally.
  • Work-Life Balance Initiatives: Introduce flexible working hours and remote work options where feasible to improve job satisfaction and accommodate the diverse needs of the workforce. These initiatives can help maintain a balanced and motivated workforce, which is essential for long-term retention and productivity.

Call to Action

Industry leaders, policymakers, and all stakeholders are encouraged to engage with these issues actively. By working together and embracing change, we can ensure a robust defence sector that is ready to face the challenges of tomorrow. The defence industry stands at a pivotal juncture, where fostering cohesion, enhancing gender representation, and retaining talent are not just beneficial but necessary for its sustained success and relevance. By embracing these challenges as opportunities for growth and transformation, the industry can look forward to a more integrated, inclusive, and innovative future.

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.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

Emerging Markets within the Aviation Industry

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Diving into the aviation industry within emerging markets. This is a bit like embarking on an exhilarating journey to an unknown destination. It’s full of potential but not without its fair share of turbulence. Especially when it comes to the all-important aspect of finding and hiring the right crew to navigate these skies. So, let’s have a natter about the challenges organisations face and the savvy ways they’re overcoming them, shall we?

The Talent Turbulence

Imagine you’re at the helm of an aviation company looking to expand into, say, Southeast Asia or Africa. The view from the cockpit is promising. There is rising demand for air travel and burgeoning middle classes with disposable income. And, less saturated skies than in the West.

But there’s a catch. Where do you find skilled professionals to fly your planes, manage your operations, and maintain your fleet?

The first hurdle is the sheer shortage of qualified personnel. Aviation requires an extremely specific set of skills. From, pilots trained in the right aircraft types to engineers and safety inspectors who know their stuff inside out. In emerging markets, where the aviation sector is just… well, emerging, there might not be a deep pool of local talent to dip into.

Then there’s the issue of regulations and standards. Each country has its own rules of the air, and navigating these can be as tricky as a night landing in fog. Training staff to meet both local and international safety standards is a task that’s both critical and costly.

Having the right Leadership

Ah, the power of a strong senior leadership team in the aviation industry, especially when venturing into the bustling skies of emerging markets, cannot be overstated. It’s like having an experienced pilot and co-pilot in the cockpit during a particularly tricky landing; their expertise, foresight, and ability to navigate through turbulence are invaluable. Let’s delve into why the right leadership team is critical for steering through the unique challenges and opportunities these markets present.

1. Navigating through Turbulence of Aviation

First off, emerging markets are a mixed bag of incredible opportunities tempered by equally daunting challenges. From fluctuating economic conditions and regulatory landscapes to cultural nuances and infrastructure gaps, the terrain is tricky. A seasoned leadership team brings a wealth of experience and a steady hand to the controls, guiding the organisation through these uncertainties with strategic decision-making and risk management.

2. Setting the Course in Aviation

A robust senior leadership team sets the strategic direction for the company. They’re the ones charting the course, making pivotal decisions on which markets to enter, the scale of operations, and how to differentiate from competitors already circling these new territories. Their vision for growth in these markets is not just about expanding the route map but ensuring sustainable operations that adapt to local needs and regulations.

3. Building Local Alliances

One of the keys to success in emerging markets is understanding and integrating into the local culture and business landscape. Effective senior leaders know the importance of building strong relationships with local partners, authorities, and other stakeholders. They are adept at negotiating partnerships or joint ventures that can ease the entry and expansion process, ensuring that the company’s operations are both compliant and culturally sensitive.

4. Talent Navigation

As we’ve touched on before, finding and nurturing the right talent is a significant hurdle in emerging markets. A forward-thinking leadership team recognises the need for investing in local talent development and creating a work culture that attracts the best in the field. They champion initiatives like training programs, leadership development, and career progression opportunities that not only fill the immediate talent gap but also build a loyal and skilled workforce for the future.

Leveraging Technology and Innovation

The aviation industry is on the cusp of digital transformation, from how airlines operate to how they engage with customers. Leaders who are tech-savvy and open to innovation can drive the adoption of new technologies to improve efficiency, safety, and customer experience. In emerging markets, where technological leaps can sometimes outpace more established markets, this openness to innovation can be a significant advantage.

Navigating the Talent Clouds in Aviation

How are companies managing to recruit and retain the right talent, then? They’re getting creative – and strategic.

Take Emirates, for example. Recognising the need to prepare for future growth, they confronted a problem head-on and established the Emirates Flight Training Academy in Dubai. This state-of-the-art facility isn’t about nurturing home-grown talent; it’s a magnet for aspiring pilots from across the globe.

The academy offers an integrated training programme, combining classroom learning with hands-on experience in modern training aircraft. But here’s the clincher: by investing in training and development, Emirates isn’t just filling the current talent gap. They’re building a pipeline of skilled professionals ready to take the industry to new heights.

Other Turbulences

But it’s not all smooth flying. Beyond the challenge of finding and hiring talent, there’s the issue of infrastructure. Many emerging markets are playing catch-up when it comes to airport facilities, air traffic control systems, and maintenance capabilities. Then there’s the volatile nature of fuel prices and currency fluctuations, which can throw a spanner in the works of the best-laid plans.

What Have We Learned?

Embarking on the adventure of expanding into emerging aviation markets is not for the faint-hearted. The talent challenge is real, but as our case study of Emirates shows, it’s not insurmountable. It requires a blend of innovation, investment in training, and a long-term vision.

The lessons here? First, that building a skilled workforce from the ground up can not only solve the immediate talent shortage but also contribute to the sustainable growth of the aviation sector in these markets. Second, that the journey into emerging markets is as much about navigating local regulations and infrastructure challenges as it is about strategic recruitment and training.

In essence, while the skies over emerging markets may be less crowded, the route to success is filled with its own unique set of obstacles. But for those willing to invest in their crew and innovate their approach, the potential rewards are sky-high. So, here’s to the brave aviators charting their course into new territories – may your ventures be as thrilling as they are prosperous!

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.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

3 Proven Ways to Boost Diverse Talent Pipelines Fast

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3 Proven Ways to Boost Diverse Talent Pipelines Fast

How do we develop diverse talent candidate pipelines for companies? Over the last 18 months, the topic of diversity, equity and inclusion has shifted the workplace. Following the death of George Floyd, discussions around talent acquisition, recruitment, and retention have challenged companies across all industries to ask questions around the cultures that have been built in the workplace. With underrepresented groups leaving companies in droves following on from his murder that year, between May and September of 2020, we witnessed these same groups being headhunted for diversity, equity, and inclusion job opportunities. Indeed, the worldwide employment website said that diversity and inclusion job postings rose by an astonishing 123%.

With organisations now implementing talent strategies to increase diverse representation across businesses, what can recruitment agencies and external suppliers that work with companies do to develop diverse candidate pipelines? Here are three recommendations to consider.

Your diverse talent focus is on speed and not enough on quality

We get it. You receive a brief and the client provides you with a turnaround date of yesterday. You’re known for being able to deliver either on or before time. But you want your candidate pipelines to be more diverse of the market that is out there. Filling the role with similar talent is an assured safety measure that the client will be satisfied with. Its predicted success.You do not have to trade speed for diversity, but you will need to create time to develop new pathways to deliver a quality filled diversified pipeline.

Create time to expand and diversify your search profiles

Based on the sector you work in you probably have ‘ideal’ candidate profiles that fit the roles you fill. And while that is great, what does that mean for underrepresented groups that do not fit or fill these profiles? Because there is no ‘one’ ideal candidate, rather than referring to the one or two that come to mind when filling roles, why not take the time to create 2-3 more? Yes, the short-term investment is that it will take a few days to create and develop a selection of diverse profiles, but ultimately developing this step will provide long term quality and success for your clients in the long run.

Build diverse talent pipelines by building new relationships

This could become a part of your business development strategy. Within our day-to-day work, we make the time to network with existing relationships we have with clients, and we even make the time to get to know successful candidates that have been hired. But what can we do to begin building meaningful connections with diverse candidates? Get out of your comfort zone! Explore new online communities, sign up to online discussions, career fairs and external industry events that garner diverse talent. Not only will you get to know meet new talent, but you’ll also be able to gather intel that clients will appreciate.

Recruitment agencies may not work as seamlessly or consistently with company recruiters, hiring managers and talent partners as they would like. But, as industry leaders across respective sectors, accountability and external insight into the candidate market gives you, the supplier, the consent to enhance and add value to your clients when delivering your services.

To discuss further, please get in contact with ourDirector, James Cumming. 

Or Connect with me on LinkedIn

Predictions for retail this year

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Predictions for retail

As we head into 2019, we’re facing a pretty uncertain time. While 2018 was a year of growth for many retailers and brands, accelerated by tax cuts and low unemployment, 2019 is more precarious. The stock market is in flux, many retailers are facing the reality of steepening tariffs, emerging markets are flexing their muscles as they take on a greater share of global growth and it’s anyone’s guess on which way the wind might blow fickle consumers and their expectations for connectivity around every transaction. 

That said, you could also say that the glass is more than half full and that these challenges also present opportunities for savvy retailers and brands willing to face the winds head on. Here are 10 key points on what the retail industry should expect in 2019. 

Click here to read the full article by Forbes but here is an overview: 

1. Retailers will get personal with zero-party data 

Consumers are becoming more aware of their rights thanks to Facebook and GDPR, which is making way for a new age of privacy and personalisation. If 2018 was the year that marketers were forced to wean themselves off third-party data sets, 2019 will be the year they shift to “zero-party data.”  

2. Small is the new big 

Digitally-native and niche brands have come on the scene over the last couple of years, and 2019 will be the year that the growth of these brands will eclipse the growth of traditional retailers – and not only in their online businesses. 

3. Customer-centricity will go mainstream 

Retailers have been saying they want to “put the customer at the center of everything they do” for the past two or three years, but have struggled with how best to scale this. In 2018, retailers learned that simply monitoring social media is not enough. We believe that, thanks to the adoption of technologies like Voice of Consumer (VoC) Analytics, 2019 will be the year that the industry actually makes the customer-centric model happen. Offers a robust solution that enables them to determine what their customers want and also to deliver it – with speed and at scale. 

4. Retailers and consumers will begin to feel the weight of tariffs 

Retailers will be faced with making decisions in 2019 to determine the categories and products they raise in price and push the cost increases onto the customers, and where they need to absorb the cost increases themselves. This may force retailers to evaluate whether it makes sense to exit certain categories if they cannot sell product profitably.  We all wait on the outcome…

5. Algorithms take control 

Retail has long been driven by savvy merchants who had a penchant for following their gut to the right product selections and it has been an art far more than a science. But as more retailers implement innovative tools to leverage consumer data – whether to confirm the merchant’s gut feeling, or to guide decisions altogether – 2019 will be the year when the true science of retail takes hold. 

6. Millennials will flock to brands – they will want luxury 

Millennial purchasing power continues to increase.  By 2025, Bain & Co. forecasts that Millennials and Generation Z will represent 45% of the global personal luxury goods market.  This is a great opportunity for luxury brands, but it’s also a challenge since younger consumers think and shop differently than their parents. 

7. Baby Boomers will constrict spending in a much bigger way 

Along with the growth of Millennial spending, comes the decline of spending by Baby Boomers.  Millennials are expected to overtake Boomers in population in 2019 as their numbers swell to 73 million, while Boomers decline to 72 million. But the Boomer segment is still a huge cohort whose spending habits drive the economy. 

8. Apple jumps the shark 

A warning to Apple aficionados:  The Crown of Cupertino is losing its luster.  We haven’t seen any real innovation from Apple in years – with only incremental enhancements to the iPhone and Mac since 2010.  Apple has grown revenues by increasing prices – the average selling price of an iPhone in 2018 was $765 which was up 20% from 2017, while unit sales have flattened out. 

9. Amazon: Prime membership plateaus and prices increase 

Amazon’s growth of Prime membership is showing signs of slowing down. At 55 percent, just over half of the U.S. is subscribed to Prime, which is about the same as in 2017.  This was the first year that Prime membership did not increase. Some of this may be due to the fact that Amazon raised the Prime membership price in May to $119, but it is more likely a function of reaching a saturation point in the U.S. market. 

10. The final divide of retail winners vs losers 

2018 saw additional retail bankruptcies, and 2019 will be the year of the final shakeout.  Most of the winners and losers have been decided, but several more will hit the mat this year.   

As in any year, 2019 will have a tremendous amount of opportunity for those who spot the trends and position their companies to capitalise on them. 

To discuss this further, you can email me on danny@refind.co.uk. 

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Why this whole Millennial thing gets on my nerves

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Why this whole Millennial thing gets on my nerves
Why this whole Millennial thing gets on my nerves

Hi, my name’s James and I am not a millennial…you can tell this by checking out my picture on LinkedIn. Although I still think I’m 18 years old, I now know for a fact – after a recent visit to a well-known high growth sportswear brand in Birmingham, where I was the one sticking out like a sore thumb in middle-aged chino brigade outfit, whilst all the cool kids were dressed like a scene from Gucci crossed with Men In Black – that I am most definitely not!

But I just don’t get it? Why is there such a big deal being made about this generation, I don’t think parents have ever understood the generation below them have they? Whether it was rock music in the 50s or rave culture in the 90s, it has always seemed a bit different, hasn’t it?

According to Wiki – Millennials also knows as ‘Generation Y’ or ‘Gen Y’, are the generational demographic cohort following ‘Generation X’ and preceding ‘Generation Z’.

And if you happen to work in HR – this seems to be the second worst thing people like to talk about. (That is after why hasn’t HR still got a seat at the top table. DON’T START ME!)

The thing I think companies do need to consider when recruiting these days is that information availability and choice are greater than they have ever been. I recently posted a blog that I wrote following an interview with Simon Brown, around his experience of a recruitment process – the gist of it was that it was not a great experience. I think a lot of this comes down to trust. Employers still seem to be stuck in the dark ages – micromanaging people, not giving them any freedom and expecting lots from them, but giving nothing in return. Check out most job adverts and you will see what I mean.

There are so many things that are easily done to build a productive and happy workforce – whatever the ‘generation’. Trust is the missing ingredient in my mind… many employers simply don’t trust people to do the job they are paid to do. I remember a senior MD (at a firm I used to work) told me as a newly promoted Director “INSPECT rather than EXPECT”. Seems a bit archaic today, but many people still have this as their mentality.

I don’t think that labelling an entire peer group is particularly productive – instead, we could all treat people like adults regardless of their age. Whether that be through the recruitment process, the onboarding process or throughout their career!

To discuss further, you can email me on James@refind.co.uk.

You can view more about James Cumming our change and business transformation specialist here.

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