As many of you already know, I have recently taken my CIPD Level 7 examinations in January and have recently received my results; I passed one but sadly the one I worked really hard on, I failed.
That F on that piece of paper was devastating, I’ve been in HR for 13 years, worked really hard, know my stuff and usually have a thick skin but that F really hurt!
I am writing this about a month after receiving that F, and I have had a chance to step back and reflect on it and that F really isn’t that bad, in fact, it has taught me a lot of things which can be taken as a positive through my career journey; after all, if life isn’t lived like you’re on a rollercoaster, it’s not living, it’s existing.
Continue reading “Succeeding through failure”
This week on the blog, I am delighted to have collaborated with the wonderful Lee Lam to discuss the relevance of CV’s in recruitment processes; are they actually needed anymore? With many companies choosing to welcome more modern recruitment practices, is it time to ditch the CV for good?
With so many companies already trying different approaches to recruiting their new team members, it would be easy to think that removing the CV from the process completely wouldn’t be seen as that disruptive – indeed, many of the conversations I’ve had with companies are around the fact that they already feel they are being disruptive because they have changed their approach to no longer rely on the CV – but that’s not quite the same as dropping it completely.
Continue reading “How disruptive is losing the CV – Many companies don’t use them anyway, so what difference does it make?”
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.
Continue reading “It’s time to make recruitment more human”