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How to Build Resilient People That Lead Resilient OrganisationsPosted on May 16, 2012
Leading Change: Mindset’s methodology for designing success from Day One!Posted on May 4, 2012
Optimising Shared Services: What’s in it for you?Posted on April 16, 2012
A Culture Exposed: Goldman Sachs’ Employer Branding DebaclePosted on March 20, 2012
When Will CEOs Realise That the Soft Skills Are Actually the Hardest?Posted on March 6, 2012
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01Feb2012
Executing the Exit Interview: HR’s Diamond in the Rough
Fact: When an employee leaves, all of the time, energy and resources you invested in them walks out the door. Though some organisations will have employees take a brief exit survey, they’re doing little to learn how the company can better attract and retain top talent in the future.
Continue Reading...Leave a Comment17Nov2011
A Prevue Case Study: Reducing Turnover with Assessments
I wanted to share this recent case study from Prevue HR Systems, about an organisation in the US who had a turnover rate of 41.4%. Using Prevue Assessments, this organisation has reduced that to less than 20% within two years.
Continue Reading...Leave a Comment08Nov2011
Two Seconds To Hire
A study I read a few years back has always stuck in my mind. It was conducted by a US University (apologies for not remembering which), and the purpose of the study was to evaluate the ability of lecturers to engage students and better understand how they engaged their students.
Continue Reading...Leave a Comment27Oct2011
Managing Internal Candidates: How do you prevent good employees from going bad when they don’t get the job?
Today, I’d like to take a look at how to manage internal candidates when they’ve been unsuccessful in their application for an advertised position within the organisation, and how to prevent them from becoming disengaged and a distraction to your business operations.
Continue Reading...Leave a Comment25Oct2011
Recruiting Internal Candidates: Is It a Case of Better the Devil You Know?
Enlightened managers recognise that to get the best people for a position they must consider all possible candidates, both internal to the company and external. Internal candidates, at first glance, can look like the ideal candidate, but commonly, they carry a lot of baggage...
Continue Reading...Leave a Comment30Aug2011
Generational Conflict: Whose Bad Attitude Is It Anyway?
In many organisations, the leadership team is likely to be made up of Baby Boomers or older Gen X, aged forty and over. When conflict arises with younger staff, all too often I see generational differences cited as the cause.
Continue Reading...View Comments (2)25May2011
Retained Recruitment: What are you scared of?
A couple of weeks ago I had a Twitter discussion with a well known NZ recruitment industry figure Jonathan Rice about selling retained versus contingent recruitment. Jonathan made the point that, “[many recruiters] provide an excellent service but are too scared to ask for some money up front, probably missing a trick somewhere there!â€
Continue Reading...Leave a Comment10May2011
Contingent Recruiters. Are they the only professionals who work for free?
The flick and stick. The push and shove for fantastic candidates to fill speculative roles, or to be floated to organisations you hardly know, let alone even met. Crossing your fingers, drawing a circle of salt around yourself, avoiding ladders, broken mirrors and black cats, all to ensure you get paid for the work you have done. This is the world of a contingent sales recruiter, and it is tough.
Continue Reading...View Comments (2)06Apr2011
Five Steps to Proactive Talent Sourcing
A Tier One executive search company was retained to map competitors and complementary industries so if there was unexpected churn, then a replacement could be hired quickly. Not a bad idea – its merit is obvious but what about extending this logic to other parts of the business?
Continue Reading...Leave a Comment30Mar2011
Judo, Golf, Scuba Diving and Personality Fit
As many of my followers know I am quite active within the Victorian Judo scene. I have been involved in Judo on and off since I was about ten. Over this time I have observed that judoka (those who participate in Judo) are often also active participants in golf and/or scuba diving (as am I). I ask myself why is this?
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