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Championing employee engagement takes more than just an annual survey. It starts with establishing 'person – organisation – fit', and it continues with keeping your finger on the pulse of what matters most to your people, whether they are joining, leaving or staying. Our range of employee assessment and engagement tools identify key indicators of success and job satisfaction, enabling you to maximise the full potential of your workforce.

Finding Potential – It’s All In The Head, Heart and Hands 

 

Finding potential is about more than just finding someone who can do the job.  It is about finding someone who stands out from the rest.  Assessment plays a fundamental role in the recruitment process, pinpointing who amongst your candidate pool will add true value to your business, and its particularly critical when hiring at management level.  Continue reading “Finding Potential – It’s All In The Head, Heart and Hands “

Tactics and Techniques for Making Exit Interviews Count

Employee turnover happens in every business, to a greater or lesser extent.  But, every cloud has a silver lining, and, managed well, employee exit can present a strategic opportunity. An opportunity to find (and fix) the problems that matter to your people.  An opportunity to prevent further exodus.  An opportunity to convey to your remaining staff that their views matter.  And, above all, an opportunity to gain the edge over your competitors. Continue reading “Tactics and Techniques for Making Exit Interviews Count”

Volume Recruitment: Finding The Needle In The Haystack 

If Carlsberg did recruitment processes, there would be just one perfectly matched applicant for every vacancy, and no time wasters would apply. Back in the real world, though, striking candidate ‘gold’ can be rather more like looking for a needle in a haystack.  Volume recruitment, in particular, gets a bad rap (hands up anyone who looks forward to sifting through thousands of applications or conducting days and days of back to back interviewing!).  However, it isn’t always about reacting to employee churn; for many businesses it can play an integral part of their planned hiring strategy.  But, is your volume recruitment drive simply putting bodies in gaps, or is it putting the right people in the right jobs?   Continue reading “Volume Recruitment: Finding The Needle In The Haystack “

Is Referencing The Bottleneck In Your Hiring Process?

According to Glassdoor, hiring processes are taking longer than they used to. Their research reveals that the average hiring time in the UK is between 27.9 and 31.9 days. In a competitive market, in which the race for the best talent is fiercely fought, ‘speed to hire’ is a common measure. Is referencing the victim of this equation? Continue reading “Is Referencing The Bottleneck In Your Hiring Process?”

Referencing Made Easy … In Just £3 And 10 Seconds

Chasing up references for new hires most certainly isn’t one of life’s pleasures – especially when it comes as part of a volume recruitment campaign.  Endless emails, chase up calls and correspondence, with no real guarantees of a quality response (or any response at all).  The frustrating risk that, while this tedious process plays out, you will lose hard won candidates to alternative offers.  And yet the equally worrying risk that if you cut corners on referencing, you could well regret it later. The solution? Outsource it. Continue reading “Referencing Made Easy … In Just £3 And 10 Seconds”

Does Your Volume Recruitment Process Assess ‘Best Fit’?

Which presents the bigger risk (and expense) to your business?  Making the wrong judgement call on a few management level candidates, or making repeated and multiple mistakes at the junior ‘volume hire’ level?  Are you only investing in getting the right candidate fit at senior level, or have you stopped to consider the impact of mistakes at the mass recruitment end?  Continue reading “Does Your Volume Recruitment Process Assess ‘Best Fit’?”

Does Your Structure Help or Hinder Your Business Performance?

These days, corporate structure comes in many guises, from the traditional ‘top down’ pyramid approach to leadership and business design, to the more informal non hierarchical approach.  But, structure is not necessarily all about the layout of the organisational chart.  By necessity, it exists in every business, however ‘relaxed’ the culture. It is the keystone underpinning organisational alignment, accountability and agility, and it is core to the performance of every business. Continue reading “Does Your Structure Help or Hinder Your Business Performance?”

Why Marginal Gains Make For Organisational Achievement 

That which defines a winning team is the same in sport as in business.  It boils down to alignment.  In other words, everyone striving with unwavering commitment towards the same goal, with clarity of purpose and shared values.  But the devil is also in the tiniest of details.  Otherwise known as the aggregation of marginal gains …  Continue reading “Why Marginal Gains Make For Organisational Achievement “

The Link Between Organisational Alignment & Change Management 

How positively or negatively your employees feel about the experience of change is largely influenced by the leadership underpinning it.  No pressure, then!  Here’s our take on why keeping employee engagement and goal alignment front of mind is the only recipe for successful change management.  Continue reading “The Link Between Organisational Alignment & Change Management “

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