5 Ways to Be Smarter with Your next Hire

Written by Lucy Bielby on May 25, 2017

Anyone can create an outstanding CV that makes them look good on paper. Yes, they may have the right experience but are they the right cultural fit for your organisation?

Obviously, if you are considering a candidate for a role it is important to have sight of their education, skills and professional qualifications, but it is also crucial to understand their behaviour and personality before you make them an offer.

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6 Key Changes for Britain’s Retail Sector

Written by Lucy Bielby on May 11, 2017

 

As Head of the HR Practice at Executive Search firm EO Executives, and having worked in the HR space for over 10 years, I have seen many industry trends come and go. However, retail is one of the key spaces I am (as are a vast majority of my network) seeing the most exciting changes in terms of transformation and hiring trends.

In the press, we are hearing about the great retail success stories from distributors such as Boohoo, Missguided and Farfetch. So, just how are these brands achieving this in a market that has proven to be volatile for other retailers like Jaeger and BHS?

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Q&A - Exploring How Sponsorship Can Propel Career Success

Written by Lucy Bielby on Mar 06, 2017

I recently spoke with Essie Russell Butler, an innovative talent acquisition leader with strategic level exposure within the world's largest businesses including EMC, Diageo and Microsoft. Consulting with clients across Europe on the creation and implementation of bespoke, effective Diversity & Inclusion strategies to improve business performance. Essie offers deep expertise in the augmentation of the resourcing function to support businesses in hiring a more diverse and inclusive workforce. 

We all know how important mentoring is to career success. Yet having a sponsor is even more critical to advancement in the workplace.

A sponsor is an ally in your current company who will advocate for you at the decision-making table when it comes to staffing large, highly visible projects, promotions, and who has the power to effect change. While mentors may be seen as career developers, sponsors are considered to be career accelerators.

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5 Ways To Treat Your Employees Like Your Best Customers

Written by Lucy Bielby on Feb 27, 2017

Following my last blog on Employee Value Proposition, I started to question ‘how do you create a great EVP?’ and wanted to explore this further.

Understandably, when people think about marketing they think about external marketing - marketing to potential customers. But as mentioned in my last blog, no business can truly afford to neglect marketing to its own employees. After all, that is what an EVP really is - employee marketing.

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My 5 Top Reflections on Moving into a New Role

Written by Lucy Bielby on Jan 26, 2017

I’m sure most of you reading have experienced this at some point in your career. You’re in post and in a great role, then suddenly the phone rings and you're presented with a new proposition. You’ve been headhunted...

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The Simple Four Step Talent Sourcing Strategy Every HRD Should Know

Written by Andrew MacAskill on Apr 08, 2016

Talent has reached the boardroom agenda as a key source of competitive advantage. High on the list of priorities for Global HRDs who I speak with is the need to unlock a talent acquisition approach that responds to these growing demands.

Engaging Generation Z, an ageing workforce across most western markets, and competition from disruptive new start-ups are not only all serious issues that are causing businesses pain but also a great opportunity for HR to step up and take charge.

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9 Pitfalls to Avoid When Implementing An Employee Engagement Model

Written by Sarah Duggan on Jan 19, 2016

Employee engagement and its link with business performance is very much a hot topic at the moment. Intuition tells us that it must be right to build a great place to work for our employees as more content employees are happier and this shines through in the provision of better service to our customers. Research supports this, as surveys have shown that engaged employees very much become brand and organisational advocates and happily work enthusiastically both with their team, their clients, and the general public.

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Everything You Need To Know About Psychometric Assessments

Written by Sarah Duggan on Jun 15, 2015

What words does the term “Psychometrics” conjure up to you? Does it send shivers down your spine? Do your hairs stand on end? Do you dismiss them as adding little value?

Despite psychometrics being used in hiring for over 10 years and their increasing popularity amongst hiring managers and HR teams, I often encounter misconceptions about the insights they provide and the value they bring… I've even heard senior leaders compare psychometrics to a new age fad!

In truth, psychometrics are actually based on the theory and technique of psychological measurement; created using a combination of science, psychology, mathematics and technology.  This in turn can be designed in such a way as to measure knowledge, ability, attitude and personality. 

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The 5 Secrets Of Every Successful HR Manager

Written by Andrew MacAskill on Feb 09, 2015

Business Legend Jack Welch is a big fan of HR. He has repeatedly stated that HR managers have the most important job in businesses, and that CEOs should value their HR Managers as much as their CFOs.

It often feels like most of HR is no closer to this type of recognition, so what do the most successful HR Managers do to ensure their contribution is valued?

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Foresight! – The Must Have Competency for Business Leaders in 2015.

Written by Luke Webber on Jan 12, 2015

Foresight is ‘to have the ability to predict what will happen or be needed in the future.’

Pace of change has accelerated so quickly in modern times that by the time you read this, an event will have no doubt occurred somewhere in your business. Prime examples of these are; a lucrative contract signed, a sale, a meeting with marketing, a change in budget or a change in personnel.  The future is always upon you and this is inevitable therefore, I ask the question.  Are you in control of every event that has happened in your organisation and did you expect them to occur?

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