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!
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.
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?
Recruiting has personal and financial costs that we often don't think about. The results of miss-hiring are significant.
Who do you think is more likely to be successful in business: an introvert, or an extravert? Firstly, let’s take a quick look at the characteristics that these two are likely to have using the Myers Briggs / Carl Jung interpretation of these traits.
2016 is the year of change. The tables are finally turning, and it’s an employees market for the first time in a decade. Throughout 2015 we heard how difficult it is to find those perfect candidates, as companies compete to secure top talent. So what’s the secret to conquering this changing job market? It’s time […]
In theory, replacing an outgoing staff member is a fairly easy task. Firstly, you look at what their role contains, then analyse what they do and finally, employ the person whose skills are the closest match to the outgoing candidate. Simple. Right? But while trying to clone a departing member of staff may seem like […]