Last year I blogged about how important the relationship between HR and Marketing is and more recently a few people have asked me “how do I do it?” so I thought a quick blog about the benefits of creating a personal brand.
You often hear the phrase “people don’t buy a product, they buy from people they like” and this may be true, but the future outlook on not only job applications but also upon our abilities to network effectively are changing due to the influence of social media.
Love it or hate it, we tend to have a very marmite view when it comes to social media, but it is widely known that as the world of work evolves, social media is now an essential business tool and it can make or break a brand.
Branding is a mix of how you present yourself, what information you can offer other professionals, learning and understanding how others see you. It is important to be aware of how you are viewed as it can mean all the difference when going for that dream role or if you want to be taken more seriously.
A recent report produced by the Chartered Institute of Managers (CIM) has revealed that managers are working an extra 44 days per year above their contracted hours. This is leading us towards a concerning management crisis.
In days where it is the normal expectation to never be “off duty” managers have a tendency to work unpaid overtime, and with continued advances in technological ways of communicating, there is an increasing culture of always being available. The report highlights that 59 per cent of managers admitted they check their emails outside working hours. The increased presenteeism combined with technology is having a detrimental impact upon managers’ health and wellbeing.
In short; the way we are working now, is simply not working at all.
We hear the term “making the workplace more human” so when we are putting this into practice, why do we insist on using the same old recruitment processes?
After Thursday’s thought provoking HR Hour on Twitter, I thought it would be appropriate to highlight the HR world’s thoughts on how we can improve the process and really make it relevant to the changing world of work.
Every manager dreads asking competency based interview questions “Tell me about a time when…” these questions are rigid, artificial and if candidates googled the ideal answers to these standard questions, they’ll be able to get well-structured answers to put them in the best light and the hiring manager will be none the wiser, thinking that they’d found the ideal candidate.
Happy new year to you all!
As the Prosecco starts to wear off and the parties end; the New Year is the perfect time to realign our focus onto what is important.
Reflecting on 2017, we saw plenty of employment changes in the workplace. A responsive Human Resources department should be able to fulfil the needs of their organisations. In the past year alone, we have seen the introduction of the Apprenticeship Levy, the removal of Employment Tribunal fees, experienced the impact of impending Brexit, and we are now preparing our clients for the challenges that come with the General Data Protection Regulation (GDPR) in May 2018.
Today is day one of the 70th CIPD Annual Conference and Exhibition or ACE for short which is taking place in the beautiful city of Manchester. Here is a brief summary of what we can expect from his years’ conference and don’t forget, you can follow all the activity in real time via Twitter!