When you think of a job advert, it’s usually skills based. Only a small section of the usual job advert is given to describing a candidate’s attitude or approach to work. Yet this is usually the most important part of hiring!

Last week I received an email from a client challenging and telling me that “the vast majority of recruiters are looking for carbon copies” - recruiting based on keywords alone. Are they?

Earlier this year, I was interviewed by the incredible Adelina Chalmers (a.k.a. The Geek Whisperer) and James Parton (of The Bradfield Centre in Cambridge) for their podcast, Scaling, Failing & Prevailing. We talked all things start-up recruitment.

In hiring, bias is bad. There are no two ways about it. Be it unconscious or conscious, bias gets in the way and stops us from making the right hiring decisions. But we've all got it!

The typical job interview process fixates on ensuring that new hires are technically competent. Only 11% of respondents in the study cited technical competence (or a lack thereof) as the reason for an employee leaving.

It seems as though every month there’s a new approach to recruiting. The beer test, video interviews, assignments… candidates never know what to expect. These various approaches are often driven by recruiting managers to find the people they need – but leave everyone else in the process confused and unsure in which direction to go… […]

How often do you recruit based on talent alone? You might think, always! But the truth is it’s probably less often than you would like to admit. Opening your eyes to a new pool of talent will help you to develop a more inclusive, diverse workplace.

As a recruitment and retention coach, clients often come to me having experienced a recruitment failure. In fact, 85% of HR decision makers admit that their organisations have made recruitment mistakes.

Our workforce is fragile – with a severe talent shortage predicted for the UK post-Brexit. How can we protect our teams and organisations from the changes that many believe are just around the corner?

The world of work is changing, and so are candidates... What skills will they need? Persistence and curiosity says Eric Schmidt, former CEO of Google. But how can we attract these top candidates and identify who to hire?