The HR Juggler

Posts Tagged ‘Recruitment

So, I’ve never written a blog post quite like this one before…but I’m quickly learning that experimentation is a good thing… ūüėČ

I’m hiring for a couple of roles in my HR team and I would love to be able to make my first social media hire. And clearly I’m biased, but I genuinely think they are great opportunities to work in a fantastic and friendly HR team and be part of a great business. All roles are London-based¬†in our Farringdon office and I’d love to hear from you if you like the sound of one of them, or if you know someone who may be interested.

Interim Senior HR Manager (12 months) Р£45k

This is a generalist role, working closely with the sales team and managing an HR Advisor and HR Assistant. ER issues, change management, influencing at a senior level, setting and driving the HR  agenda for this area will be dynamic and exciting and will require someone with strong experience of generalist HR roles, potentially also with a sales organisation.

HR Assistant Р£20k 

This is a great starter HR role for someone who ideally has at least a little work experience already and wants to develop their career in HR. The role will cover all of the payroll and benefits administration, as well as providing a great introduction to all aspects of HR. We have a great track record of really developing our HR Assistants and many of them stay with us and progress to HR Advisor or Manager level, or often beyond.

PA Р£22k

I’m a little shy about this role as it’s for me and I definitely need some organising! Diary management, travel, administration, projects and all round life-enhancing organisation skills…oh yes and a fabulous boss, obviously ūüėČ

So, that’s it. A very different blog post and quite an experiment to see if I get any good CVs. I would truly love to recruit someone via a recommendation of one of you lovely blog readers or via Twitter or LinkedIn…and I will of course keep you posted!

You can connect with me on here or on Twitter (@AlisonChisnell) or on LinkedIn…I’d love to hear from you!

I am fascinated by how different organisations select their leaders.

My church is in the process of recruiting a youth minister and a potential candidate came to visit today. During the children’s talk, she was ‘interviewed’ and children read out all manner of apparently random questions, which she then had to answer spontaneously in fromt of the 200 or so people present. ¬†Questions included –

  • do you prefer ice skating or roller-skating?
  • would you rather go to Disneyland or Darfur?
  • do you prefer taking a bath or a shower?
  • would you rather be an artist or a scientist?

It was interesting on many levels, not least because there were no generally known selection criteria, other than perceived cultural fit and ability to communicate effectively. In principle, none of the questions would necessarily have right or wrong answers, but they were surprisingly revealing – it turns out she didn’t know where Darfur was and chooses to take a shower directly after every bath. To what degree either of these things matter remains to be seen…knowedge of humanitarian crises and an environmental awareness could potentially be seen as important…but then perhaps honesty is a more powerful trait than an ability to negotiate questions with political correctness. It comes back to the selection criteria (and whether there is one!).

For the candidate, the whole day was to be a prolonged interview and selection exercise: she participated in the children’s sunday school activities, she was due to host a lunch for 20 so church members in their twenties, she was to meet with the deacons (church leaders) and then lastly preach at the evening service. After all of that, the church members will meet and vote on whether they would like to make her an offer.

It made me think about the potential corporate alternative: candidates spendig a day with the organisation whilst making a choice whether they felt it would be a good fit for them personally, lunching with colleagues, presenting to the board, exploring their personal values, in addition to the more standard interview, with all who met the individual having a say in whether they ought to be recruited or not.

I suspect there are lessons to be learned from both sides and being part of somethg so out of my usual recruitment and selection experience is great for challenging our accepted norms and thinking differently. One thing is for sure though Рas and when leaders are recruited in this open and transparent way, in whichever organisation they join Рthey should surely have a huge amount of buy-in and support to lead their organisations forward and really make a difference.

What do you think?

In general I work well with recruitment consultants; I am very picky with who I work with and over the years have perfected the art of deflecting unwanted cold calls in a very short space of time, politely and firmly without being drawn into unnecessary dialogue about the whys and wherefores. Harsh? I don’t think so – I’m busy and reserve the right to work with those that are proven, capable professionals. I know plenty of talented, skilled recruiters who I value highly….and I tend to ignore the slightly irritating ones who are on the periphery, always trying to find a way in.

Just sometimes though, I receive a call that just amazes and astounds me and temporarily makes me feel very cross.  This morning was one of those times.

I picked up the phone when it rang and greeted the caller, only to be met with a silence and loud music blaring in the background…so loud that I can tell you exactly which Girls Aloud¬†song¬†it was…and believe me, I’m no expert.¬† After at least 5 seconds of ‘blare’, and just before I was about to put the phone, the conversation finally started and¬†proceeded along the following lines:

Me: Hello?

RC: Oh….hello!….is that Alison?

Me: Yes

RC: Oh great, I’m Susie* from RecruitYouLike*….blah blah blah sales pitch…I’ve just joined the team and I’m phoning you to introduce myself

Me: You’ve already rung me to introduce yourself – we spoke last week

RC: No, no I’ve just joined the team, previously you dealt with Jason* I’m just phoning to introduce myself

Me: I spoke to you last week, you have already introduced yourself

RC: Oh…I sent an email…

Me: Yes and you also rang and we had this conversation

RC: Well, I sent the email and I wanted to check it had arrived, because….

Me: It did. Goodbye.

So, I don’t mean to be overly harsh, but this type of conversation is just so damaging to the reputation of recruitment agents in general and their relationship with clients. I am busy and am really not interested. I wasn’t really interested the first time she called, although I was polite and finished the conversation quickly. But the same conversation twice in a week? Please! The irony is that this company have been on our preferred suppliers list. It speaks volumes for the lack of authenticity, training, standards and general competence to be making such a mistake. And had she admitted her mistake and apologised straight off, I would have been far less irritated.

The art of conversation is not difficult…it starts with knowing who you are speaking to, having a bit of empathy and being authentic.¬† Is that so much to ask??!

* not their real names!


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