We are currently representing several immediately available, highly experienced Senior HR professionals who are open to fixed-term contracts. All have demonstrated previous success in creating sustainable cost efficiencies for their employers. Including:

A talented Head of HR with Level 7 Advanced Diploma in Human Resource Management and Chartered membership of the CIPD.

Career achievements include: Developed the people strategy to achieve a return to profit 3 years ahead of target. Contributed £500k payroll savings in 2018/2019. Developed a transformational Health & Wellbeing programme that successfully reduced long and short term absence by 10% and reduced voluntary turnover by 50% (from 18% to 9% over a 12 month period).

HR Director with over 20 years of experience in strategic leadership.

They’ve delivered some outstanding results for their previous employer, including: delivering £300k in annual savings by restructuring the HR department and led significant people change initiatives worked with Chairman to refresh the Leadership Team.
They hold over 20 years of experience in strategic leadership; most recently reporting directly to the CEO with 8 Direct Reports and a wider team of 45 employees.
A previous board member described them as, ‘brave, cool and always calm … is extremely values-driven – their decision making was always very sound‘.

Generalist HR Consultant with a demonstrated history of working in the management consulting industry.

They have delivered savings of £520k from employee costs of £3.41m and Coordinated the HR function within the European region, covering approximately 2,000 people in 13 countries
They hold over 15 years experience in HR and management consulting and they’re skilled in HR Policies, Compensation & Benefits, Labour Relations, Performance Management and Employee Relations.

If you would like to know how these individuals will add value to your business, please get in touch today.

The post Cost Negative HR professionals ready to help you today appeared first on Human.

Wintertime and the beginning of the year, in particular, are perhaps one of the best times to take a step back and reflect on your career and current job situation. Contemplating making a career change asking for a pay-rise, perhaps taking the path of entrepreneurship or maybe considering flexible working are options you’re considering.

According to research, flexible working is a trending interest among many employees in today’s technology-driven workplace as well as for companies looking to offer their employees a complete benefits package that makes them happier and thus more productive.

Thanks to the rise of digital tools like online work platforms and adaptive legislation, physical presence at the office are no longer mandatory, which also makes long commutes and road traffic a thing of the past.

But what is flexible working exactly?

Flexible working is a type of work-related arrangement between an employee and an employer, that focuses on providing a different working pattern than the existing one.

Flexible working can take various forms, from arrangement referring to working from home, working less than full-time norm – or part-time, working full-time hours but over fewer days (compressed hours), taking time off during school holidays (annualized hours), to working between agreed hours every day also known as flextime, starting and finishing at different hours than your colleagues (staggered hour), to reducing hours and transitioning to part-time working for employees approaching retirement age which is called phased retirement.

And in case you do decide that this is the right solution for you and want to proceed, then you need to consider making a successful flexible working request to your employer as the first step.

A flexible working request is a document or verbal plea for changing the current working pattern and laying out the details and reasons for such an agreement.
There are two non-dependent ways in which you can make a flexible working request.

One is to make a formal, statutory request, that is covered by law. The other is to make a non-statutory request, that largely depends on the company’s policies and procedure or the employer itself.

So how should you proceed in making a flexible working request and make sure you get the desired outcome?

Before making a written flexible working request, you should know that an effective flexible working request is one which persuades your employer that it’s a good idea for both you and the business. You should prepare by:

• Doing some research on the subject to understand your rights and assess if you legally qualify for flexible working. According to gov.uk, any employee has the right to make a statutory application for flexible working if they have been with the company for a minimum of 26 weeks.

• Discussing the topic with other people with similar job roles who work flexibly and gather information on their experience. And if you’re unsure on how the laws might apply to you, speak to your HR department or The Advisory, Conciliation and Arbitration Service for advice on your rights and the best course of action.

• Starting with an informal conversation before you make your written request to test the water and get an idea of what your employer’s reservation or objections might be. This conversation could also take place after you make the request, but it would be a good idea to make this your initiative and discuss openly.

• Considering the decision-makers and other people who could support you. While this is mostly a business decision, there could also be subjective and emotional elements influencing that conclusion. So it might be a good idea to take a strategic approach about this and position your proposal in a way that appeals to their values and preferred ways of communication.

• Thinking about your ideal scenario or outcome and then about the things you would be willing to compromise on if they don’t work for your employer. By showing some flexibility and empathy when making such a request, taking into account not only your situation but also that of your employer will possibly yield better results.

• Painting a vivid picture of how this arrangement will work and show that you’ve thought of everything. This will give your employer confidence and help them better understand how you’ll manage your time, day to day activities and work relationships. Will it be by phone, chat, conference calls?

• Making it a win-win and being prepared with arguments and solutions to any of the problems that might arise. Some employers think that working flexibly or from home means less productivity and a less structured working pattern. But the reality is the opposite. A study by Lancaster University, predicts that flexible working will be the main type of working for 70% of organizations by 2020. Meanwhile, a survey conducted by Powwownow found that 47% of full-time employees do not have flexible working encouraged at their workplace. So consider letting your employer know about other companies that have adopted flexible working as well as the benefits that such an arrangement holds for their business. As there are significant benefits related to time-saving, office costs, a boost in productivity and employee retention as well as lower carbon emissions thanks to lack of commute to consider.

What should a successful flexible working request contain

However, if you prefer a more formal approach, you can consider requesting in writing or using this template which is considered standard for such an application.

Whether it’s a statutory or non- statutory flexible working request, it is good practice to use the same approach as to the statutory approach even if for there is no set format for a non-statutory request that you need to follow specifically (no matter if you are or aren’t eligible to make a statutory request, you can still opt for a non-statutory one).
Your written request (letter or email) should include:

• The date
• A clear statement that this is a statutory flexible working request (unless it’s non-statutory in which case it’s not specifically required to mention it)
• The changes you’d like to make in terms of flexible working pattern and how this will work
• The exact date when you want to start working under the new format
• An explanation of how your new program might affect the business and your work as well as how this could be dealt with
• The date of any previous flexible working requests, if you’ve made any ( you can only make one request in any 12 months)
• It could also help to include whether the current flexible working request relates to something covered by the Equality Act 2010, for example, to make a reasonable adjustment for a disability, caring arrangements, discrimination because of your age, sex, race, religion in sexual orientation. However, according to the law, you don’t have to specifically mention the reason.

What happens next?

If you make a statutory request, the whole process, including any appeal, should not take more than three months from the date on which you made your request unless both parties agree on an extension of time. In the case of a non-statutory request, there is no real deadline, but a response could come quicker.

It’s also possible for the employer to want to arrange a discussion with you before deciding to find out your reasons or to agree on a delay in dealing with your request. When it does, it’s a good idea to ask a colleague to join the discussion, even if this is not a legal requirement.

If the employer eventually agrees to your request, getting the decision in writing and changing the terms and conditions in the contract should be your priority.

However, if your request is turned down by the employer citing business reasons for the refusal- which he can- get the answer in writing and consider whether you have the energy and wish to submit an appeal.

Another good alternative if your employer doesn’t go for the idea straight away, or seems reluctant to agree, consider suggesting a trial period for both of you to see if working more flexibly will benefit you and the company. The key to enjoying flexible working to the fullest is successfully balancing work and personal life.

Whether you are planning to work from home, or some other place in the world rather than your office, the goal is to have more control over your working hours, especially if extra family responsibilities are involved. This can be accomplished by having a great time management system and discipline, especially in the recruitment sector. But these efficiencies could also be tailored to any role.

The post How To Make A Successful Flexible Working Request appeared first on Human.

The values that a company holds dear can be a great indicator of the way they treat their staff members and the overall culture you can expect as part of their team. This is one of the reasons why we spend time with our clients, shadowing the roles we’re recruiting for so we can help match candidates with companies that suit their personality – after all, you want a long-term relationship, not just a casual fling.

What kind of company values matter to you?

Working in an environment where you feel relaxed is essential if you’re going to settle in, perform well, and look forward to going to work in the morning. A little research and a chat with your recruitment expert will help you to discard roles that will ultimately be unsuitable for you.

Here are a few things to think about when assessing their company values:

  1. Ethics – if the environment or community-consciousness is important to you, ask about their CSR (Corporate and Social Responsibility) policy. Also, what industry do they operate in? Does it conflict with your own values, such as an oil company or cosmetics business that tests on animals?

  2. Recognition – are they invested in their staff? Do they reward hard work and long service, and recognise team/individual achievements? Feeling valued in your role will mean less stress and make you feel more motivated.

  3. Hierarchy – how is the business structured and how do management teams interact with their staff? Are they locked away in an office, or do they work alongside their teams? What are internal communications like, and do existing staff feel they can approach their superiors with issues and concerns? Does it feel like a ‘family’ or is it more formal? Do managers mingle with other staff at company events? Not being able to relate to, and work with, higher tiers within an organisation can feel uncomfortable for some people. Others prefer that distance.

  4.  Benefits – do they offer additional incentives to their employees to make life easier for them? This could be private healthcare, bonuses, flexible working, staff discount schemes, wellbeing programmes, or a really good pension.

  5. Development – some companies put a strong emphasis on professional development, and will invest heavily in training to help you take your next step on the career ladder. If you’re looking for a permanent role with opportunities for internal progression, a company that values and encourages the development of staff could be a good fit.

Ways to check up on prospective employers

Apart from a frank and honest chat with your recruitment agent, other ways you can find out about a company and its values include:

• Look on their website for policies and company/recruitment information
• See if they have a company LinkedIn page, and look at the profiles of current employees
• Search online for their company name and add words like ‘employers’, ‘reviews’ to see what comes up in forums and on social media
• Use a dedicated review website, such as Glassdoor, where you can search for ratings and comments from previous and current employees

Doing your homework is important – remember securing a new job is a two-way process, so they have to be the right fit for you, as well as the other way round.

The post Tailoring your job search to company values appeared first on Human.

So how do you attract those dream HR team members? How do you stand out from the competition as being an ideal employer for their particular skill-set, and just as importantly, for their values?

Here are some solid tips for creating a HR job spec that will speak loudly to the right candidates.

1. Don’t get fancy with the job title.

Avoid vague or creative job titles (if it’s an entry-level HR admin assistant, say so) and be very clear about where the role sits within the department. The job title should be easily key-word searchable so that as many candidates as possible will see it.

2. Don’t include an ‘Essential Skills’ list that goes on and on and on.

When you write your job spec, you’ve got your dream HR candidate in mind, but the longer the list is, the more you’re narrowing your pool and quite likely missing out on some other exceptional candidates. Consider whether every single one is truly ‘essential’ and if not, move it to your ‘desired skills’ section.

3. Use the word ‘you’.

A candidate should be able to read the job spec and immediately picture themselves in the role. ‘You’ll be leading a team of 5 and reporting to X’. You’ll be responsible for creating a workforce planning program to take the company through to 2025. ‘You’re a solutions-focussed HR generalist with significant experience in employee and labour relations’. This is much more interesting than a bullet-pointed list of dry responsibilities.

4. Talk about culture.

With Millennials now the dominant demographic in the workforce, culture has never been more important when competing for talent. Mention if the company has a friendly, supportive culture, a work-hard play hard culture, or a more formal professional culture. None are wrong of course, but you’ll get very different candidates, so choose your words wisely.

5. Highlight potential.

Candidates want to know there’s room for growth, and that they won’t stagnate in the same role after joining the company. Briefly mention if your company encourages training and development.

6. Outline big goals.

The best hiring happens when a candidate is deeply engaged or even inspired by the company’s work. So, share your big goals and how the candidate fits in, whether that’s expanding the HR team, launching a new change management program company-wide, or taking the company international and needing a huge HR push to do so. Remember, your job specification should make the candidate excited to apply, so even if there aren’t any big changes afoot, dig deep to think of what change they can be a part of.

7. Talk about the company.

Most job specs do include some company information, but often, this feels formulaic and uninteresting. Where you’ll get, their attention is when you weave the candidate into the mission statement and company description.

For example: ‘Our fast-growing company strives to help people learn, and the candidate who’ll succeed in our office puts real value on helpfulness, high standards, and integrity’. This kind of description speaks to the reader, who’ll immediately think whether the values of the company are a good match for their own.

The post How To Write A Job Spec That Attracts That Dream HR Team Member appeared first on Human.

Sometimes, all we need is a bit of a reminder on how to structure and compose a CV which hits all the right notes.

1. Lead with an attention-grabbing headline.

Make sure you summarise both your status and your objective at the start of the CV. For example, ‘I’m a highly experienced generalist with a strong background in employee relations for a government department, looking to take the next step in my HR career as an HR Manager’. This allows the reader to understand at a glance both where you are professionally, and which role you seek. It must be short and to the point, but there’s also room here to impress. Optionally, you may also want to include a short sentence about what kind of person you are, such as driven, passionate about HR, or solutions-focussed.

2. Highlight your skills in a breakout section.

If you’re highly experienced, you may wish to follow this headline/summary section with a small section of bullet-points highlighting your strongest HR skills, such as talent acquisition, change management, or workforce planning.

3. Show how good you are.

In the body of your CV, use strong action words that highlight your achievements in impressive, measurable ways. ‘I’m an excellent organiser and problem-solver’ simply doesn’t pack the same punch as ‘I identified issues with the team’s workflow, presented alternatives to my manager, co-ordinated the change and delivered a 10% increase in productivity. Try to use words such as these ones below, and tie them to actual outcomes where you can.

1. Achieved
2. Completed
3. Co-ordinated
4. Delivered
5. Identified
6. Presented
7. Promoted
8. Reported
9. Organised
10. Led

4. Use keywords strategically, but don’t be a slave to them.

We’re all aware that busy recruiters and hiring managers are scanning to check that we’ve referenced the competencies they’ve mentioned in the job spec. If they’re missing, the CV will be discarded, so we often feel pressure to cram every single keyword in there.

This is where some of us go wrong, as we get so caught up in adding in competencies so that the CV reads woodenly (basically as a carbon copy of the job spec) with no personality or attention-grabbing quality in it whatsoever. It’s still got to be about you, remember?

So, use HR-specific keywords and weave them into your CV in authentic ways that reflect when you’ve demonstrated that competency.

5. Always remember where you’re going

As Stephen Covey writes in 7 Habits of Highly Successful People, ‘Begin with the end in mind.’ If you did a lot of union negotiation in your last job but don’t want that to feature in your next role, then don’t highlight it as a major skill you’re using to impress your next employer. It can be hard to minimise the importance of impressive experience like this, but unless you want to be tasked with that responsibility again, what’s the point in drawing attention to it? List it in a bullet-point among your other achievements, certainly, but don’t put it in your headline or at the top of your list of skills.

6. Include information about your past employers.

You can’t expect the HR manager or recruiter to know about the details of your past employers, so include a short description of the company, such as industry and number of employees. However, do be aware of how the company size or structure might influence the hiring’s perspective on the job you’re going for now: for example, if you’ve only ever worked for small companies and now you’re applying for a multinational, be selective about what information to include.

7. Include qualifications and relevant outside interests.

Degree or professional qualifications will of course add to the power of your CV; remember sometimes less is more. If you don’t have a lot of qualifications, don’t try and bolster them up with relatively inconsequential achievements.

This section is also where you might include relevant club memberships, such as if you’re part of a young professionals or a woman in business group. It’s up to your personal preference whether you want to include hobbies and interests here.

You might want to take your cue from the job spec. Do they mention a fun culture or a close-knit team? They obviously care about their culture and will want to find people to fit with it, so hobbies are good in this case.

8. White space and formatting.

Don’t include blocky chunks of text that go on and on. Remember CVs are often read on smart phones or iPad’s. Break up all your text and sections with white space to make your CV easy on the eye and attractive to read.

Run your CV through spellcheck, and then hand recheck for grammar and typo’s. Even the best of us can miss the odd pesky typo. You really don’t want to be cast out of the running because of a silly error.

As an HR, professional, you’ve got the advantage. You already know what makes a great employee. You know what the employer is looking for by looking at their job spec. You know how hiring managers will look at your CV. And you know your own wealth of experience. In truth, you’ve got all the information you need.

Good luck!

The post Is Your HR CV Fit For Purpose? appeared first on Human.

I was asked recently about how best to keep within a word count limit on application forms. My first instinct was to shudder; I’m not a fan! Application forms serve a purpose in an organisation whose size requires them to follow a systematic approach to applicant tracking but as a rule, I dislike them. They no more represent the human being you might work with on a day to day basis than the job description represents the real-life day to day challenges and objectives of the role they are applying for. But I digress…

If you do find yourself in the situation where you have to complete an application form and much like the first few times you ventured onto Twitter find yourself incapacitated by the word count, my top 3 tips are this:

1. It is imperative that you endeavour to keep your word usage to an absolute minimum.

Keep it simple. Don’t use 5 words where 3 would suffice. If you can remove a word and the sentence still make sense, remove it!

2. Treat it like a trailer

Imagine the interview for this prospective role as a movie of your career, life and skill set. More career and skill set. Let’s be honest, the interviewer won’t need an insight into the awkward teenager who had their head flushed at high school or an in-depth account into that night in Andalucía! You should imagine the interview to be like a movie and the application form is the trailer. You need to make them want to buy a ticket!

3. Write drunk, edit sober.

Now we’re not openly advocating you write under the influence. But there is some truth in what Hemmingway said. Don’t worry too much about the first draft; it’s not going to be perfect first time. As Hemmingway suggests rattle off a first draft then leave it alone for a while and come back with a fresh pair of eyes.

If you would like any more advice on this or any other aspects of job searching, HR or Recruitment please get in touch.

The post Write drunk, edit sober. appeared first on Human.

“I usually hate dealing with agencies and get bombarded with rubbish that I’m not interested in.  Your company was a pleasure to deal with.  I wish you all the good fortune for the future, you’re running a great company”.

The post Candidate feedback appeared first on Human.