Are you expecting candidate numbers to increase as unemployment rises?
This is a question I asked my network on LinkedIn last week. The response, in some ways, was unsurprising but, as in most polls, there is some interesting data to be drawn.
See the full results at LinkedIn by clicking here.
1. 90% responded ‘yes’ to the question. As expected, most businesses are expecting more candidates. Read more
Employment Law Update for 2009
January 22, 2009 by admin · Leave a Comment
As always, the regular changes to employment law in the UK looks set to continue through 2009. One of The Holst Group’s Consulting Partners, Ian Shaw & Associates, has listed below some key developments to watch out for:
1st February
• The limits applying to tribunal awards and other amounts payable under employment legislation will increase for effective dates on or after 1st February 2009. The maximum amount of a ‘weeks pay’ will increase from £330 to £350 and the maximum compensatory award for unfair dismissal from £63,000 to £66,200.
Read more
Management and Personal Development
January 12, 2009 by admin · Leave a Comment
Effective people are the drivers of a successful company and effectual recruitment practices are essential to ensure that the most effective people are hired BUT that is not enough.
Hiring the right person for the job is the first step but unless you have the means to manage, motivate and develop your people you will still not get the performance you need. Recent statistics have confirmed that it is the management of your people that decides whether they stay or leave, perform or allow their talents to be wasted.
Refine your Internal Selection Process
Click here to download this article as a PDF
Internal selection – Don’t short-cut your process
Many companies invest considerably in enhancing and structuring external recruitment and selection activities. They utilise placement firms, purchase résumé tracking software, administer psychometric assessments, conduct structured behavioural interviewing and employ a third party to do background and reference checks.
Yet, when it comes to internal selection, they take a more casual approach, often short-cutting the process, despite the fact that the risk and rewards can be higher. The right person in the job can send a positive message to those high potentials who are waiting in the wings; a wrong placement will poorly impact morale and the credibility of the management team.
Outlined below are five tips to help you reinforce your internal selection process:
