Articles

Is flexible working a luxury in a recession?  

We have known for the last 50 years how to engage employees and motivate them.

If I employ a plumber to fix a leak and he's not very good, he might take two hours to do the job when a better plumber could do it in an hour.

Maybe Jeremy Clarkson was right. Someone should have been shot over the public sector pensions strike.

We also need to adapt to a world where more than half the students in universities worldwide are women and in Europe a third more women than men are on campus. 

1. When you first walk into our client’s office, they know within the first 5 minutes if you're going to be one of the 99% they won't hire.

No doubt you have been overwhelmed with high-level forecasts from wise recruiting soothsayers about 2012 being the year of mobile recruiting, the critical importance of building talent communities, the rise of employer branding… and many other trends that, truthfully, you hardly understand and definitely have little control over.

Successful company culture can make the difference between a workplace people dread and one they brag about.

Now as recruiters we have all had these emails that Steve refers to in his scattergun candidate article

… the last two candidates you have sent me are terrible! The agreement you sent me prior to engaging in this search requires me to pay you 20% of the individual’s first-year salary if I hire one of your presented candidates. In my case, that would be in the neighbourhood of £7,000, which is a good sum of money

I’m looking for a seriously good streaming and support engineers. I’ve heard the old saying many times that you can always expect to have a mix of “A” players and “B” players in any team... I understand that in medium and large companies, to grow to scale, you inevitably have to accept this to some degree. So, my approach is different: I want a 100% A players.  My clients expect 100% "A" Team Now, this is hard to achieve ALL the time.

Now I need to make it clear that I do not watch The X Factor as I seriously do not have that much time to waste in my life, but this article by Anushka Asthana is very true...

Historically organisations have regarded their new employees as newly acquired assets that need to be groomed and then assessed for capability and cultural fit.

Most advice about job seeking is oriented around big companies. The notion of a standard resume, of mass mailings, of dealing with the HR department--even the idea of interviews--is all built around the Fortune 500.