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Three tips for recruiters to better the candidate experience.

We’re often most concerned about getting the best talent outcomes for our organisations – and it’s easy to forget about the candidates themselves. But it’s those candidates who are putting themselves on the line by entering your selection process. And

Screenshot_20_08_13_5_08_PM

Three tips for recruiters to better the candidate experience.

We’re often most concerned about getting the best talent outcomes for our organisations – and it’s easy to forget about the candidates themselves. But it’s those candidates who are putting themselves on the line by entering your selection process. And

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Make your day less frustrating: meet MEAT

Remember those times when your aimlessly wonder through the office looking for a free meeting room? Then you finally find a room only to be kicked out 5 minutes later.

A while back we developed an app that makes booking rooms on the run a whole lot easier; using an iPad/IPhone, it let’s you book a room or see what other rooms are available.

photo-1

Make your day less frustrating: meet MEAT

Remember those times when your aimlessly wonder through the office looking for a free meeting room? Then you finally find a room only to be kicked out 5 minutes later.

A while back we developed an app that makes booking rooms on the run a whole lot easier; using an iPad/IPhone, it let’s you book a room or see what other rooms are available.

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Common language

Jenny, my recruitment manager, has just sent out a brochure to candidates without my input. The content was good, but the brochure looked crap. This hath made me mad – not so much because of the brochure’s quality, but because

tower_of_babel.170113154

Common language

Jenny, my recruitment manager, has just sent out a brochure to candidates without my input. The content was good, but the brochure looked crap. This hath made me mad – not so much because of the brochure’s quality, but because

Screenshot_13_06_13_10_19_AM

How organisation size crushes innovation – and what to do about it!

Remember working for that start-up? Things were good. You responded quickly to change. You could, and often did, roll out new programs within weeks or days. Your boss approved quick changes with a simple nod. And you got results –

Screenshot_13_06_13_10_19_AM

How organisation size crushes innovation – and what to do about it!

Remember working for that start-up? Things were good. You responded quickly to change. You could, and often did, roll out new programs within weeks or days. Your boss approved quick changes with a simple nod. And you got results –

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What if you could start with a clean slate? Introducing performance reviews and 360s from scratch

What would you – as a HR practitioner – introduce performance reviews and 360s from scratch? (1) start the process bottom-up, (2) do all reviews during one afternoon, (3) remove ratings, (4) make the system really lightweight, (5) 360 reviews only for people who recently joined or in a new role, (6) consider team 360 reviews

Untitled-1

What if you could start with a clean slate? Introducing performance reviews and 360s from scratch

What would you – as a HR practitioner – introduce performance reviews and 360s from scratch? (1) start the process bottom-up, (2) do all reviews during one afternoon, (3) remove ratings, (4) make the system really lightweight, (5) 360 reviews only for people who recently joined or in a new role, (6) consider team 360 reviews

eye

What’s the obvious issue with performance reviews staring us right in the face?

They are demotivating. They are anxiety provoking. They are disruptive. What is the obvious issue that is stopping performance reviews from achieving what they are supposed to achieve?

Let’s have a look at the research and the science of motivation and engagement. One thing is clear, it’s good to provide people with honest feedback and encourage managers to coach people to achieve (even) higher performance.

eye

What’s the obvious issue with performance reviews staring us right in the face?

They are demotivating. They are anxiety provoking. They are disruptive. What is the obvious issue that is stopping performance reviews from achieving what they are supposed to achieve?

Let’s have a look at the research and the science of motivation and engagement. One thing is clear, it’s good to provide people with honest feedback and encourage managers to coach people to achieve (even) higher performance.

meetings

The simple question that will increase meeting effectiveness

I was walking past a meeting room the other day and looked in. A few people looked rather bored. Of the 10 people inside, only 6 look engaged. That’s a load of wasted time. As mentioned in this great adaptive path

meetings

The simple question that will increase meeting effectiveness

I was walking past a meeting room the other day and looked in. A few people looked rather bored. Of the 10 people inside, only 6 look engaged. That’s a load of wasted time. As mentioned in this great adaptive path