The days of simplified work schedules are over. Rising workloads, conflicting time-zones, flexible hours and the remote working revolution have created an environment in which two days are rarely ever the same.
When working at Accenture, I lead an initiative to create a 'candidate experience' training with a focus of standardising the steps that recruiters would take to provide amazing candidate experiences. The end goal: “to create promoters out of every candidate that we interact with”.
Let us introduce: the Recruitment Dinosaur. Chances are you’ve probably already met him. And chances are he wouldn’t remember meeting you.
What’s the strangest thing you’ve done to keep a candidate engaged? There’s no end of recruiter horror stories out there on this topic. So, the next time you’re driving from London to Leeds to drop off a candidate’s forgotten bag (true story – courtesy of myself) remember that engagement begins long before the interview, at attraction stage.
Budget approvals 💀 am I right? 🤷 Don’t worry, we’ve all been there – battling leadership over pennies to go towards something your team wants. But it’s even more frustrating when it’s something your team *needs*.
The time of Diversity and Inclusion is upon us. High-flying boardroom jobs and elite careers are no longer the sole preserve of wealthy, middle-aged white men. Having an exotic-sounding name will no longer consign your unread CV to the bin. For you, Mr United Kingdom, the era of privilege is over. At least that’s the dominant narrative we’ve become used to.
The sun’s disappeared for the year now, so let me paint you a picture of summers past. We all know the drill. A colleague comes to you all excited. Their partner has surprised them with a Madrid get away. They ask you to cover their pipeline; vendors or clients; stakeholders; any and all recruitment areas until they come home.
An old African proverb comes to mind when we are working on a client’s requirement: it takes a village to raise a child. That’s because there are multiple teams involved in successfully taking a candidate from sourcing to fully onboarded.
Every workplace is different but we guarantee you can relate to these.
We know you’re busy and that you aren’t really bothered about what features we’re releasing each week. You’re even questioning why you are reading this.
How many programmes have you downloaded only to uninstall shortly after? While there were 194 billion app downloads in 2018, only a small percentage of remained in use regularly. There’s a reason that only the top software makes the cut onto our mobiles and desktops long-term. With high levels of excellence in tech, the modern world accepts nothing short of perfection.
I’m no stranger to people talking openly about me. I can vouch that you certainly need to have broad shoulders in this industry. It doesn’t matter if what people are saying about you is true or not, the market will make up their minds.
Picture this: the year is 1990. The World Wide Web has just been born and a chain of events that will profoundly change the way human beings sell stuff to one another is being set in motion.
While the thought of Christmas in August may give some anxiety, this is the time of year I start to get excited: I play Christmas music in the office and have even been known to dress up as the man himself 🎅
You’ve come so far, from identifying your vacancy to interviewing candidates, only to be greeted by a setback. Sure, your candidates are qualified, but they are also the complete wrong fit for your business. You’re sure you advised your recruiters well, so why is the talent you’ve been funnelled so… unsuitable?
In ten years, just like today, the speed of hire will be one of the main priorities for any employer. They usually need the person immediately, so it’s counterintuitive for the hiring and on-boarding of a candidate to be dragged out for as long as possible.
Your palms are sweaty and your heart is racing as butterflies fill your stomach. You don’t know whether to jump for joy or throw up. The sound of chatter, jazz and clinking glasses fills the room and then it happens: your date arrives.
What is the best way to keep your employees engaged and motivated? And how can you attract new talent to your business? These are the questions on every employer’s mind, the questions to which most recruiters would say there is a very obvious answer: money. Increase wages. Grant bonuses. Offer shares. But what happens when your budget – and the UK economy – deems this impossible?
What is more important to successfully eradicating poverty: innovative technology and charity, or equality of wealth distribution?
Google released their Distributed Work Playbook in April, reporting their findings and advice about remote work for employees and their managers. It comes at a great time for other employers too, with adoption of the distributed work model on the rise around the world.
Since Tony Blair declared that 50% of professionals should have a degree, the UK’s student population has skyrocketed. Today, over 2 million people per year are enrolled in higher education. At the same time, the price of tuition has increased threefold, leaving most of these individuals with tens of thousands of pounds in debt – at an average of £50k per graduate in England.
AI is the most talked about technological breakthrough of the digital era. And it isn’t hard to work out why – from holographic entertainers and digital GPs to whisky blending automatons, tasks that were once the preserve of creative and intuitive human labour are increasingly being accomplished by non-human masters.
Becoming a valuable company to work for is no easy task – from employee engagement to fulfillment in the workplace, choosing and implementing the policies that will make your employees happy can seem an overwhelming task.
Recruiting talent in 2019 is a challenge in general but when it comes to recruiting tech talent, employers have a tall task on their hands. Employers are not only looking for a technical fit for a role but does the candidate fit their culture.
Interviewing for your new job can be a nerve-wracking experience, you have a limited amount of time to get across what makes you the best person for the job.
Design helps us understand our world, and trends place us in time. The overarching design trend for 2019? Just like in every other part of life, we seem to be in opposition with ourselves: this year is all about contradictions. Design trends from conflicting eras and opposing ends of the visual spectrum are all vying for attention.
Recruitment and talent acquisition is changing, candidates expect their recruitment experiences to be seamless, effortless, personalised and instant.
In 2019 there will be many new and emerging technologies and skills but what does this mean for employers and the recruitment landscape as a whole.
There are now more than 3 billion active social media users around the world. A staggering number, especially when you consider the Earth's population is 7.5 billion.
2019 is upon us, we believe that this year there will be four main trends within Talent Acquisition functions.
