Karen Frizzell

Another excellent article by Jo Major (She/her) of Diversity in Recruitment exclusively for The HR World A big topic and well worth 10 minutes of your day!

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Looking to find better ways of engaging and hiring next-gen talent? I was fortunate enough to preview Wonderkind's latest report: Unlocking the Future of Recruitment. For anyone navigating the fast-evolving recruitment landscape, keeping pace with next-gen expectations is essential. Wonderkind’s report provides a clear, insightful roadmap for modernising recruitment strategies to attract Millennials and Gen Z. Here’s what stood out for me: 1️⃣ Deep Insights into Next-Gen Expectations: Wonderkind delves into the digital habits, values, and preferences of next-gen candidates, offering a clear picture of what they truly want from employers. 2️⃣ Creating a Seamless Experience: By drawing clever parallels between job applications and online shopping, the report highlights the need for a fast, user-friendly, and engaging application experience (not just a process). 3️⃣ Actionable Steps: The ‘Final Checklist’ provides practical, hands-on recommendations for making recruitment strategies more effective and aligned with today’s candidate expectations. 4️⃣ Leveraging Tech & Innovation: From AI tools to mobile-first designs, the report shows how embracing technology can transform hiring and improve candidate engagement. 5️⃣ Aligning with Values: A timely reminder that it’s not just about filling roles – it’s about creating deeper connections through social causes, sustainability, and diversity. If you’re serious about attracting the best and brightest, I recommend giving it a read - https://lnkd.in/dfQwjusQ #Recruitment #TalentAcquisition #NextGen #Millennials #GenZ #HR #Hiring #Innovation #Wonderkind #Leadership

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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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Talent Advisory is still quite young but it is most important in terms of the value it adds to the business. Wherever you are in your Talent Advisory Journey you will learn something from these sessions.

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https://lnkd.in/ergSxDcB We had a great strategy session with the leadership team Solutions Driven this morning and I was very interested to learn that this whitepaper "Navigating True Diversity and Inclusion Beyond Quotas" was one of the most downloaded over the last few months. We are hearing more and more about the challenges companies have to keep D&I on the agenda in the face of tightening resources and staff shortages but there are resources and support out there to help companies achieve their goals.

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In the latest Leaders with Ambition podcast episode, Rebecca Lowe, UK & International Head of Talent Acquisition at CMS, explains the difference between mentoring, sponsorship and coaching - and why all three are important for career growth. 📌Mentoring is about sharing essential information that helps us navigate our professional lives. 📌 Sponsorship involves putting you in front of the right people and supporting you through challenges. 📌Coaching is about believing in the individual’s ability to overcome obstacles and achieve their goals. As a coach, you’re there to guide and support them on their journey. As Becky explains, all three are crucial and can play a significant role in anyone’s career development. For more advice and words of wisdom; 🎙️Listen to the full episode: https://lnkd.in/e2Ee2VrS 📰 Read the show notes: https://lnkd.in/eGgjgucW #leaderswithambition #mentoring #coaching #sponsorship

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In today’s rapidly changing talent landscape, businesses face a pivotal choice: stick to the status quo and fall behind or adapt and gain a competitive edge.  Despite a drop in the UK's vacancy rate, many sectors still struggle to secure the skills they need. 86% of organisations can't find the talent they’re looking for, and 39% are just replacing departing employees. The truth is, the talent shortage is far from over. Discover how your business can adapt and thrive in our Talent Solutions Ultimate Recruitment Guide. Explore more in our latest Ultimate Guide. #TalentAcquisition #Recruitment #BusinessGrowth #HiringTrends #Leadership

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📢 New Insights from the CIPD Resourcing and Talent Planning Survey 2024! The latest CIPD Resourcing and Talent Planning report is out, and it's packed with valuable insights for anyone involved in talent management. Now in its 24th edition, this report offers a thorough look into employer practices and is designed to guide your talent strategies effectively. One of the standout features this year is the impact of recent UK migration rule changes. These shifts are significantly influencing employer hiring strategies, making it essential to stay informed to attract the best talent. Additionally, the report delves into the role of AI in hiring - a game-changer for many HR departments. The increasing use of AI tools is streamlining processes, helping to make more informed decisions quickly and effectively. Another key trend is the rise of flexible and hybrid work options. This approach is not just a temporary fix but a significant shift in how organisations operate. For companies specialising in Legal, Real Estate, and Financial Services, adapting to these trends is crucial to staying competitive and attracting top talent. ✅ Stay updated on migration rule changes. ✅ Embrace AI to enhance hiring processes. ✅ Adapt to flexible work options. Leave a comment to discuss how these insights can be applied to your talent strategies. #TalentManagement #Resourcing #HRTrends

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Employee wellbeing is no longer a "nice-to-have"; it’s a business imperative. In 2024, we’re witnessing a pivotal shift from surface-level perks, like free snacks and yoga classes, to systemic cultural transformation. Companies are beginning to embrace big data to evaluate wellbeing programmes and implement initiatives that drive measurable impact. Research shows that organisations with effective wellbeing strategies see a 70% reduction in employee turnover. Furthermore, empowering middle managers—key players in fostering team wellbeing—can enhance employee engagement by up to 55%. Yet, a recent survey revealed that only 27% of leaders feel equipped to manage workplace wellbeing effectively. This evolution isn’t just HR’s responsibility; it requires a collective effort across all levels of leadership. The real question is, are we prepared to lead with empathy and purpose in this era of transformation? Sources: Make a Difference, Row #WorkplaceWellbeing #EmployeeExperience #FutureOfWork

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At Barrow and Parker HR Consultancy, the wellbeing of our pets and the appreciation we receive from our valued clients inspire us every morning. While "cat cuddles" may not be mentioned in Talos360's latest report on the future of talent, the list of motivators for UK employees it presents are as diverse as they are insightful: 1. Salary - 45% of employees say their compensation is a primary motivator. 2. Passion for the Job - 44% are driven by engaging in work they love. 3. Team Dynamics - 41% find motivation from working within a great team. 4. Company Culture - 34% are inspired by a positive workplace culture. 5. Recognition -Appreciation from the team is crucial for 34% of the workforce. These insights reflect the changing landscape of employee engagement but also highlight the need for organisations to adapt and evolve. What are your primary motivators to open your work laptop in the morning? Are these listed here?   #TalentManagement #EmployeeEngagement #HR #Motivation

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The British Chambers of Commerce (BCC) and The Open University recently revealed the results of a survey exploring the current working landscape for businesses, and some of the figures shared in an article by HR News on the subject were quite eye-opening. Businesses must invest in their people, and not just for today but for the future too. It is vital that our people feel valued in the workplace, and they in turn will feel happier at work and more productive. It is time for businesses to re-think their talent acquisition strategies, and embracing skills-based hiring is one crucial step we should all take. Sustainable growth depends on businesses addressing skills gaps and investing in their future. We recently held a session at Aylesbury Grammar School where we shared the importance of highlighting skills on CVs. We believe that it is never too early to think about the skills that you are building everyday and the difference that they can make. It is important for employers to recognise the value that these skills can bring to their organisation.

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In our last Podcast we talked about the changing role of HR with Noelle London, some of the key themes if you haven't listened: 1. Roles in HR are ever changing. With companies either downsizing or re-organising this is proactively changing the role of HR. Anyone within HR right now should review and assess how roles and teams have evolved over the last 12 months. 2. HR resources are thin on the ground, HR budgets have been reduced and people are continuing to try and do more with less. 3. HR needs to prepare for AI. Healthy data increases your AI readiness. 4. Data driven decisions don't have to be exclusive to large firms providing you have the right systems. 5. Prepare for even more change. HR will continue to evolve as local and geo-political issues continue to have a big influence on what you are able to do. The link is here if you would like to listen: https://lnkd.in/e3M9RrQc

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Check out the latest blog post from Elite People Partners: How to Cultivate Top Talent While Navigating a Volatile Job Market

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💡 Navigating organisational restructuring can be challenging, but effective talent redeployment and outplacement support can make a significant difference. According to LHH, 80% of redeployed employees successfully transitioned to new roles within the same organisation. This case study highlights how thoughtful support during transitions not only benefits the employees but also strengthens the company's overall resilience and adaptability. How has your organisation managed restructuring? Dicover more 👉 https://lnkd.in/gyqK6ce6 #TalentManagement #EmployeeSupport #CareerTransition #LHH

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This is a really interesting article about succession planning and the 9 box grid assessment method. I've been speaking to many HR and Talent Leaders over the last few months and it seems a lot of organisations still use this method, or a variation of. In my opinion there isn't a one size fits all method to talent assessment. Thoughts?

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A bit of a passion of mine! So critical to business success! Thanks for the chat, Chris Ashmore and to Business Essentials Daily Podcast 🎧 Listen now at bit.ly/be-daily for hosting me!! #HRleadership #businessstrategy #thrivingworkplace #shiloconsulting

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If you’re looking to address socio-economic inequalities and create a more inclusive talent pipeline, our new eBook Leadership & Social Mobility is worth a read. It’s full of practical strategies to help organisations like yours drive meaningful change. Download it here: https://lnkd.in/d6b9ZHd9 #PageExecutive #SocialMobility #DEI #InclusiveHiring #ExecutiveSearch

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Is your compensation and benefits scheme working for you, or against you? 🤔 Compensation and benefits remains in the top 3 reasons why people leave their roles. So it's vital to carry out benchmarking to keep your organisation competitive and attractive in today's talent market. 🌟 Read below to find out our top tips for success and the pitfalls to be wary of ⤵ #Benchmark #Compensation #TalentAttraction

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