The latest industry insights, business trends and news to keep you informed.
Applying for a career has never been easier on our site, it can be done in 4 simple steps. Step 1 Select a job from the Current Career Opportunities page. When the job has loaded, click on the Candidate Pack button in the Job Details Box. Step 2 Enter your details and submit them, this […]
It has now become a little trite to say the Pandemic has changed us all. Many of us have realised that there are more important things than work. However, work is still essential as it usually funds our lifestyles and, in many ways, keeps us included in broader societal experiences which comes from mixing with […]
Were you as surprised as I was when the Sewell report was launched? No systemic racism in GB was the leaked theme of the report. Like all these reports, there is more in the detail, and I would recommend a close reading. I was struck by one of the anomalies, if there is no systemic racism, then why recommend more funding to the EHRC in England?
It is fantastic to see the increased attention and discussion that the menopause is getting at the moment. Open discussion and the sharing of knowledge and resources will help to remove the stigma around the menopause and help to build more supportive and open workplaces.
Even before the current wave of remote interviewing, some people enjoyed interviews, and some did not. Over the last eighteen months, the increasing use of ZOOM (other brands are available) has probably exacerbated that Marmite divide.
This last year and a half of the Covid pandemic has certainly tested our resilience – both professionally and personally – in terms of how we have reacted and adapted to new ways of working and being in the world. I know that I have gone through waves – sometimes coping well (as many of the aspects of lockdown suited my personality) but finding other days challenging and upsetting. So, what has this period taught us about resilience and what do we, as HR professionals, need to consider going forward in terms of developing both organisational and personal resilience?
Tell us a bit about your role? I head up the Workday Financials Practice for Kainos. My responsibilities are to drive the delivery of scalable business solutions to our customers globally and to extend Kainos’ services excellence by building exceptional talent and Financials capabilities in the Practice. What are the biggest issues facing leaders today? […]
The last 16 months have seen many of us coping with sustained periods of fear, uncertainly, anxiety and, inevitably, fatigue and exhaustion.
Tell us a bit about your role? As a member of the NITHC/Translink Board, I lead the development of financial strategies which underpin the Group’s Strategic Plan. As well as heading up the Group’s Finance function I am also responsible for all aspects of Procurement, Ticketing, Claims and Commercial Property. Stakeholder engagement is a vital […]
As we move out of the current public health emergency it is a good time to reflect on recruitment practices both in the past and perhaps and to the future.
Tell us a bit about your role? Leading colleagues across all departments of the Theatre, my job is to create an exciting performance programme, attract the widest possible audience, deliver an unrivalled customer experience, ensure the Theatre remains a successful and sustainable business, and manage the stewardship of one of Northern Ireland’s most iconic and […]
Former colleagues of mine used to laugh at me when I described Human Resources as ‘relentless’. There is no natural ebb and flow in what is asked of HR professionals – challenges, unforeseen employee relations matters and crisis management arise on an ad hoc basis, demanding attention and expertise, whilst the ‘day to day’ processes and procedures of recruitment, retention, engagement, performance management, health and well-being and HR transactional matters continue on a daily basis. Add to that the Covid pandemic and its resultant impact on work, work places and the workforce, then we are in the middle of a perfect storm. Now that the vaccination programme is being rolled out and there’s increasing talk of the phased lifting of restrictions it’s a timely opportunity to consider future trends in HR and what will be asked of HR professionals as we move into the more blended, post Covid world of work.
As an associate of Clarendon Executive, Mairéad will support both post-hire Executive Development and Senior Executive performance and progression.
Last year, Claire McKee, Partner in Clarendon Executive wrote an interesting article, Conscious of Unconscious Bias in the Workplace. Just over a year later, we are back to ask what we have learned over the last 12 months - and what a 12-month period it has been!
Tell us a bit about your role? I’m the Chief Executive of Simon Community, Northern Ireland’s largest homeless charity. Simon Community employs 300 staff, is spread across 22 regional sites, has an annual turnover of c. £10M and – most importantly – supports around 5,000 people each year. What are the biggest issues facing leaders […]
For many, work is challenging - as we try to balance the ever-increasing demands of our role with our own and our families’ needs. Mobile phones and 24/7 access to email mean that many of us spend our lives in ‘standby’ mode, rather than deliberately choosing to be in ‘on’ or ‘off’ mode.
COVID-19 has forced an abrupt shift to remote and new ways of work and organisational agility is critical for survival. In response, organisations have adopted flexible and collaborative approaches to survive this pandemic and keep their business moving forward.
It is clear that we will in part, be in lockdown in some form for quite a few weeks more and I hear anecdotal stories of people reaching the end of their tether. The clamour to return to normal is rising. Nevertheless, there may well be an inevitability that working from home will be more ubiquitous in the future and certainly that appears to be a keynote element of any attempt to kickstart the economy.
For many of us in the world of identifying talent, competency-based interview techniques have been a great step forward from the unstructured “conversation”. For most of us gone are the days when managers would ask interviewees questions like: what would your last boss say about you? Or what is your greatest weakness? Unbelievable as it sounds, we still find that these types of questions occasionally being asked and there may be readers of this article who feel these types of questions offer true insight. They don’t.
