Are employee references a vital part of your recruitment and on-boarding process, or a tiresome administrative burden? More than likely, it’s both. References are a bit like buying insurance: most of the time you probably won’t need them but it’s a gamble that could cost you dearly if you don’t carry them out. Continue reading “Are References Draining Your Resources? “
Too often our efforts in achieving an engaged workforce are so focussed on improving the sacred engagement score that it’s easy to lose sight of why we have that goal in the first place. So, what’s the winning formula? It’s about understanding employee engagement in the unique context of your business strategy and culture. And that, in turn, means aligning the goals of your people, their teams, and your organisation. Continue reading “Organisational Alignment & Employee Engagement; The Ultimate Winning Formula”
Recruitment is a costly business – agency fees and advertising rates alone. But, what few employers omit to factor into their ‘cost per hire’ calculations is the hidden expense of in house referencing. So, just imagine if, in exchange for ten seconds of your time and a maximum cost of £3 per prospective candidate, you could expect rapid turnaround of references at a typical completion rate of 75-80%?
From implementation to execution, and beyond; London’s Olympic Games were an undeniable success. So, what exactly were the ingredients that made it so, and what are the takeaway lessons for businesses? It seems that the winning formula lies in balancing both culture and strategy. Continue reading “Does Your Business Have The Winning Formula For Success”
If you’ve ever thought about using personality questionnaires in your business and done a quick search online, chances are you’ve hit a deluge of choices, price ranges and psychological bumph, and it’s all been a bit overwhelming. Here’s our simple guide to what personality testing is all about and why it makes great business sense. Continue reading “Why Use Personality Questionnaires?”
Management consultants don’t come cheap. Fair’s fair, they bring with them fresh eyes and a heap of experience from out there in the Big Wide World. And because they aren’t bogged down with the day-to-day mundanities of meetings, deadlines and endless fire-fighting, they have the time and headspace to devote singularly to the task of analysing your business with a view to optimising its performance. That, in essence, is what you’re paying for when you hire a management consultant.
But not every business is fortunate enough to have bottomless coffers. And even for those who can afford hefty consultancy fees, in actual fact, nothing they unearth or reveal isn’t already there for you to discover yourself – if only you had the time to step off the hamster wheel of business life for long enough to do some digging around. Continue reading “The WinningFormula: Management Consultancy Without The Price Tag”
If you want to find out which candidate is the best fit for the job, the organisation and the team, don’t just take their word for it at interview, but see how they all cope in situations that mirror the job and its environment as closely as possible. Continue reading “With Regret … You’re Hired!”
When you’re running a business, the purse strings are pulled in multiple directions. And the decisions you make regarding how, when and where to invest precious capital funds will be influenced heavily by what you’ll get in return. So, exactly what will improving employee engagement mean in your workplace. Where are the gains, and how can you justify directing time and resource to managing engagement, over and above other pressing business demands. Continue reading “3 Perspectives On Employee Engagement; And Why It Wins The Day.”
We’re big supporters of employee engagement. It’s a drum we bang regularly, because we believe in the benefits of a happy, motivated and high performing workforce. And we believe that assessing engagement starts with assessing best fit, resulting in the right hiring decisions to suit not just the job itself, but the company culture and environment. Continue reading “When Is A Great Candidate Not A Great Candidate?”