Andrew Neal

If you missed the recent The HR World webinar on "Reward & Recognition - is that the best you can do" you can watch it in full on catchup https://lnkd.in/eeaiyzkr

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If you're thinking about implementing outplacement support in 2024, then take a look at the 5 Step Outplacement Planning Guide from Renovo - The Outplacement Specialists.

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The latest Office for National Statistics UK Labour Market Overview for May 2024 highlights some concerning trends that align with the challenges identified in the Eploy UK Candidate Attraction Report 2024 and the Talos360 Future of Talent Report. Employment is down, unemployment and economic inactivity are up, and the number of job vacancies has fallen compared to the previous quarter. This points to a tightening labour market where candidate scarcity, identified as the top challenge by both the Eploy and Talos360 reports, is likely to become even more acute. In this environment, the recommendations from the two reports become all the more pertinent: - Adopt a skills-based approach to hiring to expand the talent pool - Enhance the candidate experience to attract top talent - Embrace flexible working to meet candidate expectations - Leverage data and AI responsibly in the recruitment process - Double down on diversity, equity and inclusion efforts Organisations that proactively implement these strategies will be best positioned to navigate the talent challenges ahead. The detailed insights in the Eploy and Talos360 reports provide a roadmap for recruitment leaders looking to future-proof their talent acquisition in 2024 and beyond. What are your thoughts on the labour market trends and the actions needed to attract and retain talent in this market? Let me know in the comments! #TalentAcquisition #Recruitment #LabourMarket #CandidateExperience #FutureOfWork

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HR, your pay structure is being eroded.   Wage compression is undermining your efforts to create a fair, motivated workforce.   Here's how to fight it.   With rising living costs and minimum wage increases, wage compression is now an unavoidable reality for many UK organisations.   And rising pay transparency among employees is only fuelling the fire.   HR leaders face a choice:   Accept this as inevitable or take bold actions to protect your pay systems and employee well-being.   The choice is obvious. And here are the steps you need to take:   📈 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵 𝗳𝗶𝘅𝗲𝗱 𝗽𝗮𝘆 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝗹𝘀 - Maintain a set gap between pay grades, while being mindful of the potential for upward pressure on wages. But be careful of pay inflation!   👩‍🎓 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗻𝗼𝗻-𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗿𝗲𝘄𝗮𝗿𝗱𝘀 - Offer bonuses, allowances, or development opportunities.   ⚖ 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗘𝗩𝗣 𝗮𝗻𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 - Tailor your offerings to different employee levels, considering the trend towards equalisation of benefits   There's no one-size-fits-all solution   But to overcome these challenges, HR needs to find innovative ways to maintain fair, competitive pay structures   Got your own strategies and experiences? Share them in the comments below! 👇   #paycompression #livingwage #employeeretention #HR #hrstrategy #pay

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🔔 Urgent Call to Address Prolonged Time-to-Hire in Permanent Recruitment 🔔 In the competitive UK job market, an efficient time-to-hire is not just a metric of recruitment efficiency; it's a critical element of fair and respectful treatment of candidates. Looking at our activity over the past year, the average duration from receiving a job role to securing an accepted offer has stretched to a staggering 100 days! This protracted timeline is not only detrimental to business productivity but also profoundly unfair to candidates, who are often left in a state of uncertainty. The UK job market is exceptionally challenging for candidates, who must navigate through lengthy and often opaque hiring processes. As recruiters, we find ourselves in a difficult position, trying to maintain candidate engagement over extended periods. Keeping candidates "warm" while they endure long waits can strain our resources and relationships, leading to a significant emotional toll on both candidates and recruiters. It's imperative that businesses recognise the human aspect of recruitment. Keeping candidates waiting excessively is more than just an inconvenience—it can be a deeply discouraging experience, potentially pushing top talent towards more responsive competitors. Businesses must understand that once the decision to recruit is made, it is their responsibility to prioritise and streamline the hiring process. Organisations must take decisive action to address these extended hiring timelines: 🕰 Set Clear Timelines and Adhere to Them: Establish and communicate clear deadlines for each stage of the recruitment process, and make every effort to stick to these timelines. ☎ Prioritise Efficient Communication: Keeping candidates well-informed throughout the process is not just good practice; it's a basic courtesy that can significantly enhance the candidate experience and ease the burden on recruiters. 👨‍💻 Embrace Recruitment Technologies: Tools such as Applicant Tracking Systems (ATS) and AI can drastically reduce the time spent on sourcing and screening candidates, enabling faster and more efficient hiring decisions. The extended time-to-hire in the UK's recruitment landscape is more than a logistical issue; it is a matter of fairness and respect for candidates and a challenge for recruiters trying to bridge the gap between businesses and job seekers. Companies must commit to reviewing and refining their recruitment processes, ensuring they are as efficient and candidate-friendly as possible. In doing so, they will not only improve their operational effectiveness but also build a reputation as considerate and desirable employers.

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WE DID IT! This week we went live with the final chapter of our I Connect story. Finishing the transformation by moving our 80k UK based colleagues onto #successfactors ECP feels a very fitting end to the journey of implementing a fully integrated HR Payroll system at #bt. This particular leg of the journey has been 16 months of the hardest work, unraveling some of the most complex T&Cs I have seen in a business. We are only 48 hours on from the release of payslips, and whilst nothing is being taken for granted, there has been a small window for an amazing team to step back and realise what they have achieved. This is now the biggest #sap payroll in the UK and 6th biggest in the world. There will undoubtedly be challenges in the weeks to come but everyone who has worked on this programme should feel immense pride and satisfaction. A truly cross-organisation team from #bt, #tcs and #epiuse supported by our partners at #sap demonstrated how even the biggest challenges can be overcome with the right mindset and unfaltering teamwork. It is something everyone involved can look back on with pride. Too many people to mention by name but you will all know who you are, and I am incredibly proud of what we have achieved. The journey doesn’t stop here for #hrtech at BT, this is simply another massive milestone as we now focus in on the next 3 years. But for the next couple of days an opportunity for those who have worked so hard to hopefully catch up on a bit of sleep! #haveasuccessfulday Tracy Edwards Chander Tangri Sudhir Jadhwani Jay Doshi Elaine Bergin Jamie Stenson Ally Miller Will Winfield-Chislett Jessica Keartland Jamal Sheikh Debabrata Pradhan Prangya Mishra Biltu Senapati Krishna Mangipudi Nick Pearce Russell Harper Argha Saha John Blackwell Abinash Sahoo Sandeep D. Dileep Garugu Becky Williams @glen bowker Sue Lee Leigh Mann @aditya pradan Rupalita Patnaik Jyotsna Aarly Samantha Brennan Venkatesh Duvvuri Leila Romane

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I’ve just stumbled across this great resource from CIPD which I’m sure some of you will find useful. If you’d like to understand exactly what succession planning involves, the link between succession planning and talent management programmes, and the role of people professionals in the process click the link below to access a wealth of information. https://lnkd.in/eDUAyfkv #SuccessionPlanning #TalentManagement #BusinessSuccess

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🚀 𝐄𝐥𝐞𝐯𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐆𝐚𝐦𝐞 𝐰𝐢𝐭𝐡 𝐢𝐎'𝐬 𝐑𝐏𝐎 𝐌𝐨𝐝𝐞𝐥! 🚀 Are you looking to enhance your company's permanent or interim/contract hiring process while controlling costs? Our RPO model is here to support part or all of your recruitment needs, offering a fully managed, standardised process that aligns with your goals. We can also support you in a full RPO solution for short-term project needs. 👥 𝐖𝐡𝐚𝐭 𝐖𝐞 𝐎𝐟𝐟𝐞𝐫: - 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦: We work as an extension of your team, using the latest tech to deliver a customised, agile recruitment process. - 𝐂𝐨𝐬𝐭 𝐒𝐚𝐯𝐢𝐧𝐠𝐬: Streamline your hiring while controlling spending. - 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐭𝐡: Our approach provides the flexibility you need. ✅ 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐨𝐮𝐫 𝐑𝐏𝐎 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: - 𝐇𝐢𝐠𝐡𝐞𝐬𝐭 𝐐𝐮𝐚𝐥𝐢𝐭𝐲 𝐓𝐚𝐥𝐞𝐧𝐭: Attract and secure top talent in your industry. - 𝐅𝐮𝐥𝐥 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Efficiently handle all contractor-related processes. - 𝐅𝐮𝐥𝐥 𝐏𝐒𝐋 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Ensure smooth Preferred Supplier List management. - 𝐀𝐜𝐜𝐨𝐮𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: We provide dedicated support for all your recruitment needs. - 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝 𝐚𝐧𝐝 𝐄𝐕𝐏: Enhance your employer brand to attract top-tier talent. By understanding your team, roles, and company ethos, we help evolve your employer brand to stand out in the market. Ready to improve your recruitment process? Contact us to discuss how our RPO model can support your success by clicking on the link below in the comments. #Recruitment #HiringSolutions #RPO #EmployerBrand #BusinessGrowth

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HR teams juggle a whirlwind of tasks, and keeping everything on track can feel impossible. 🌪️ 🤹🏼 That’s where HR Case Management comes to the rescue - and with 30 years experience, we know just how it can transform your HR operations! With HRCM, you can make everything easier by automating processes, centralising employee info, and helping you manage limited resources. It also: 📈Boosts efficiency 📋Helps you prioritise tasks ⚙️Automates workflows 📊Gives you quick access to data Plus, it creates a better experience for your employees, makes teamwork a breeze, and helps you tackle challenges smoothly. Ready to transform your HR? Learn more in our blog below👇🏼 #HRCaseManagement #HRCM #Automation #Efficiency #EmployeeExperience

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What does TA / HR look like in 2035? It’s a question we have been kicking around with the House of Visionaries community. Now 80+ strong following our London launch event earlier this year. 💪 We are co-creating a future-focused report covering a brief look at today, the megatrends that will shape our future, and the practical steps needed to elevate our functions. 😎 The report is aimed at empowering TA and People leaders with practical steps, and some thought on overcoming potential challenges on the horizon, helping you influence and plan for the future. By contributing to this survey you'll get first dibs on the findings and insights from the UKs most influential leaders. Complete this anonymous 5 minute survey and write “FUTURE” in the comments. 👇 https://hubs.la/Q02wDXRJ0 Feel free to share with other influential leaders you know 😉 Ben Rutter, Robert Hussey, Shaun Robinson, Christina (Smith) Harris

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The quickest way for TA leaders to make an impact on their TA efficiency is for their teams to be connnected to every future hiring decision. The problem is your recruiters are too focussed on the reactive stuff.... How do you get the Foresight of every future hiring decision to help provide that strategic advice you're capable of? #talentacquisition #hr #workforceplanning

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Exclusive offer to the first 3 in-house HR professionals in my network to DM me. Want to join the 3R Strategy Pay & Reward Academy networking meeting next week on Wednesday 5th June from 10am-12pm? The agenda is: - Latest reward trends - Re-defining performance management - Round table discussion Want to join? Only 3 places left. #reward #networking #humanresources

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Recruiters should use psychometrics for more effective hiring. Because today's hires are tomorrow's leaders. Here's why psychometrics are crucial: → Precision in Selection → Objective Assessment → Cultural Fit �� Performance Prediction → Time Efficiency → Reduced Turnover → Team Dynamics → Customisation → Employee Development → Enhanced Employer Brand So, if you’re working flat out all week. Spend a few minutes making sure you are putting the right psychometrics to work for you. The moral of this content is that Recruiters should utilise psychometrics for effective hiring and long-term success. Are you maximising the potential of psychometrics to secure the right talent for your organisation's future leadership? #psychometrics #personalityassessment #recruitment

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HR Consulting was an awesome part of my career 🚀 I've been thinking a lot about the different parts of my HR career and landed on my time in consulting today. I still do a bit of HR consulting as I still really enjoy it 💯 The bits I love the most are 😃 Being able to jump in and out of a business no politics no drama. Just getting the job done. 😃 Never being stagnant, at the peak I had multiple clients which kept me on my toes. 😃 being trusted to deliver high quality work to benefit the organisations most important asset, its people. 😃 Taking the learnings from each situation to the next, benefiting the business with a breadth of commercial experience. 😃 Meeting the most awesome people 😃 Getting different viewpoints and a wider range of situations to flex my HR brain. The downsides 📌 Not getting paid when I wasn't working (this meant I took waaaaaay less time off, purely psychological) 📌 Not having anyone to validate ideas with in the moment (in HR) 📌 Resistance from areas of the business around P&C initiatives (there was always one 😜) 📌 My learning was self funded 📌 Managing my wellbeing as some weeks and months were TOUGH due to the situations in the organisations. So if your out there consulting in HR, what do you think? 🚀🚀🚀All these experiences feed into why we are building humaneer.app alongside a community of thousands of HR pros accroas the globe. We are now in beta testing and you can join today - www.humaneer.app #HRforHR #HRconsulting #peopleandculture

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Bang on cue for International HR Day it's... UNCOVERING HR Starting in June 2024, I will be running a short online series of interactive discussions to look at the following questions and arrive at some conclusions we can build upon: 1. What is HR, and what is its purpose? 2. How do we measure the effectiveness of HR activity? 3. What HR tech does HR really need? 4. How do we go about planning an HR programme? 5. Summary and Conclusions Each session will be weekly and last around 45 minutes. Sometimes you may be left with a question to be followed up in the next session. This is an opportunity for new or relatively new HR practitioners to talk through their impressions of the profession and where it’s headed. If you’re interested in taking part, drop me an email at dwb@greenrivertechnology.world giving me an idea of your experience, and what would interest you most to get out of the sessions. I’m ideally looking for a group of five. This is free of charge and experimental, as it is part of a pilot scheme for future programmes.

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HR documents are not only essential for every business, but they're also essential to every employee boosting productivity, and quality of the workforce and of course protecting you legally. Knowing what HR documents you need can be complicated and stressful but with Grantrow we offer a comprehensive solution guiding you simply. Get in touch and find out how? 📲03333 583988 ✉Enquiries@grantrow.co.uk #HRessentials #policies #HR #documents #businessowners #smallbusinessowners #smallbusiness #trending #employee #productivty #UK #BusinessLaw #supportsmallbusinessowners

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Now we’re headed out of recession and the green shoots of growth are evident, fractional c-suite is the rocket fuel for SME to utilise board level expertise on a part-time & flexible basis. 2024 is the foundations to accelerate success for 2025. A paradigm shift in behaviours and competitive advantage. Can’t wait to support this shift change.

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⭐ Are you ready to future-proof your employee experience and attract top talent to your organisation? Check out this insightful article on HRZone by Lucy Cox, which explores three key strategies for enhancing employee magnetism. From prioritising flexibility and work-life balance to investing in professional development opportunities, this article provides valuable insights into creating a compelling employee experience that resonates with prospective candidates. https://lnkd.in/dAXKGr7h #EmployeeExperience #TalentAttraction #HRInsights #SymeDrummond

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