Yet, it is surprising how many companies launch themselves into recruiting for their company’s most important asset and actually do very little preparation to ensure that they attract and select the right people.
Hiring the wrong people is expensive in terms of the time taken to read through CV’s, interview candidates, etc., etc. But is even more expensive is the damage a person with an inappropriate level of skill can do for your company’s reputation. Some companies take a laissez-faire attitude to this, thinking that if someone doesn’t work out, they will simply replace them. However, a high staff turnover can be extremely unsettling to your existing workforce on a wide range of levels and therefore, it not a good business policy.
The series is written by Helen Wilson, Sales Director of GPRS. GPRS is an award-winning independent recruitment consultancy specialising in the Work Based Learning & Training Sector. GPRS is Investors in People Gold Standard, which is an indicator of high performance and an Investors in People Champion. Helen has over 20 years experience in recruitment and selection at all levels and across many, many sectors. Helen possesses the CIPD’s Advanced Programme in the Psychology of Management and has over 10 years experience in writing Induction and Management Programmes in line with Investors in People.Blog Author - Helen Wilson Download the FULL Blog in PDF format Conducting a Professional Interview
In a recent article written for the ILM, Barclays says every age. The organisation is championing apprenticeships – of all sorts and for everyone. With four main apprenticeship pathways, open to people of different ages and from different backgrounds, the organisation is setting an example to us all. They have really got to the heart of what apprenticeships can offer.
Hugh Mundy, now 59, started his Foundation Apprenticeship with Barclays in November 2017. Originally from Zimbabwe, where he pursued a 15-year career as a pilot and qualified flying instructor, Hugh moved to the UK in search of a more stable political situation. After facing a number of health issues, he struggled to get back to work.
Shaun Meekins, Head of Operations - Early Careers shares his views:
Flexible Hiring Champions pilot launches to widen talent pools for employers and address barriers to flexibility at work
The Timewise Foundation has published its latest Flexible Jobs Index, their annual report on the percentage of jobs which are advertised as being open to flexibility. Despite the demand for flexible working being at an all-time high, only 21.2% of jobs under £20K FTE and 11.1% of jobs over £20K FTE are advertised as being flexible. The percentage of jobs being advertised as open to flexibility has only risen by a small amount since the index was first published in 2016, highlighting the need to further challenge employers to think outside the box when it comes to the traditional model of a job. In order to tackle this, we are working in partnership with the Timewise Foundation on a new pilot which harnesses CIPD members to become Flexible Hiring Champions – to challenge current misconceptions and help leaders and managers build more innovative and inclusive workplaces.
Helen Wilson, Sales Director GPRS says, “It is great to see that many of our clients are now becoming more open to flexible working. More and more are now saying that they realise by acknowledging that many of the experienced Trainers and Assessors are parents and will choose to work for a company who will allow them to adapt their working day to fit in with childcare arrangements. Working remotely (from home) Trainers and Assessors can plan their learner visits so they can drop and collect children from school. This can mean a reduced working day, but many plough through their ever growing administration burden whilst the children are tucked up in bed. By tapping into this pool of talent, a company is opening itself to a wider range of applicants than standard 9 – 5 hours being offered.”For the full article, please click here Helen Wilson's Profile
As business owners see their companies grow, they come to the realisation that they cannot do it all, and in order for their business to prosper and expand, they are going to have to invest in an extra pair of hands to take over some of the responsibilities, or hire expert skills to help them realise their corporate dreams. Many of our clients’ first senior appointment are Lead Assessors to manage a small team, or a Quality Manager to help them work towards a higher Ofsted grading.
This can be a big step for many business owners as they seek to attract not only a person with the skills they need but also someone who shares similar values to you so they fit into the company culture. It can also be a bit frightening to have to fork out a salary that is higher than business owners have previously paid to employees.
Whether it is your first senior hire, or you’ve done it before many times, recruiting executive-level posts can be challenging and risky, but this risk can be minimised by dedicating serious time to a well-planned, thought-through process to help increase your odds of a successful appointment.
Top Tips for Hiring Senior People - download the full article in PDF format below:Top Tips for Hiring Senior People
Got an interview coming up? Check out our infographic below with some tips and advice on how to give yourself the very best chance of getting that job!GPRS Interview Advice Infographic