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…
Shitty reasons for choosing an ATS
There are many reasons you might find yourself looking for a new ATS. Speed, efficiency, usability… but how did you end up with the last one? The software you’ve chained yourself to for the length of that hastily agreed contract has become a millstone around your neck. So before you leap head-first into another awkward…
A Model for giving Feedback
I’ve been asked recently about how to implement a more formal process for feedback in a growing organisation. A lot of the time these processes are reliant only on a few members of staff who value the importance of people management and can be sporadic at best. For those that are uncertain of giving and…
Data and HR – Numbers are Nothing Without Insight
Managing employees and an HR function requires a more holistic approach than exploring issues from the surface. People use statistics as a drunk uses a lamppost – for support rather than illumination. – E. Houseman (1903) Our online activity has meant a ubiquitous lens is shone on our lives where the accessibility of data leaves…
Metrics that Matter
Firstly apologies to those of you that aren’t quite as geeky about the numbers of recruitment as I am, I’ll be back to ranting about the misuse of Pinterest for recruitment soon. As I promised previously I wanted to give a little insight into those individual statistics that go to make up the metrics I…
The Itchy Security Blanket of Recruitment Metrics
The rise of more intuitive technology enabling the recruitment process has made for an interesting corollary – a rise in an organisation’s ability to collect and report data connected to the recruitment process. The increasing data driven programmatic approach to recruitment can do much to aid in the design and selection of a recruitment strategy.…
Hacking the application process – A cheat mode for Developers
In a previous post I talked about resumes from candidates that applied direct being seen as secondary to those candidates who were sourced by internal recruiters. In some organisations recruiters will go out of their way to extol the virtues of a candidate to a hiring manager simply because they were hard to find or…
On Becoming Discoverable – advice for job applicants
Eventually there comes a time in every period of employment that an employee starts to imagine the greener pastures that exist in other offices. It’s not that they’ve been courted by an unscrupulous recruiter, it’s not that they are moving town or countries, it’s not even that they’ve been fired for stealing stationery supplies and…
On the Cultural Normalization of the Recruitment Process
The recruitment process of old is long dead. The didactic hierarchy of employer as king and the cowering potential employee grateful for the opportunity “just to be here” is over. In the tired metaphor of the “War for Talent”, talent has won. Employers must now be more venturesome than ever before in their sourcing and…
The Malleus Maleficarum and the Danger of the Perpetual Interview
The Malleus Maleficarum (Latin for “The Hammer of Witches”, or “Hexenhammer” in German) is one of the most famous medieval treatises on witches. It was written in 1486 by Heinrich Kramer and Jacob Sprenger, and was first published in Germany in 1487. Its main purpose was to challenge all arguments against the existence of witchcraft…