Ready for the GDPR? Make sure your best asset doesn’t become a liability!
By now we’ve all heard the panicked screams and collective gnashing of teeth that is the industry’s response to the GDPR. For many HR departments the date has seemed to sneak up on them despite their best efforts. Though they are still hastily drawing lines on the org chart between legal and HR they are…
How to be Happy – Time to call off the “Engagement”
“Yes that’s right, we had a one hundred percent response rate to the survey.” The speaker from a international airline proudly stated his results. His lovingly compiled pie charts labelled “Engagement” were resplendent in the Power Point behind him. The audience were incredulous, a one hundred percent response rate how was it possible they asked?…
Firing for Values?
As a subscriber to “Diversity Inc” my interest is always piqued when they get round to the core discussion of “values”. This month’s issue has a really interesting comment in their “Legal Section” simply they pose the question “Can you fire employees with different values?”. Weldon Latham a discrimination law attorney suggests that companies should…
From “Social Experiment” to Memetic “Big-Bang”.
ThoughtWorks says it’s different. It’s my role to communicate this “difference” in very real terms to candidates who apply to join us. As recruiters it’s something we do everyday, what differentiates us? How are we different? What differences are more attractive that others? It is the communication of difference that causes a problem and if…
A Question of Culture
As an in-house recruiter there are a number of ways to win over a prospective candidate. A widely adopted and often reneged upon practise is that of throwing money at the person. Said person, pleased with new found affluent status joins your company only to later find he is yet another code monkey in a…
Hiring “The Best”?
In my role I am always interested to see how organisations market themselves to prospective job seekers. Amazon is a wash with books dedicated to the subject. Better interviewing techniques, different questioning styles and shiny new assessments to avoid actually talking to a candidate. In all this how can an organisation justifiably say they hire…