Lindsey Charlesworth MA(HRM) FCIPD

Some useful measures for HR stakeholders to consider when assessing the ROI on your outplacement support.

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My fellow HR Consultants!! ‼️ Have a butchers at the article below… thoughts? I have some of my own, but need to calm down first of all…. #hr #hrconsultants #hrconsultancy #cipd #humanresourcesconsultant #hrsupport #hrconsultant

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HR Professionals: What are you doing to look after your own wellbeing so you are the best you can be for your leaders and teams in your organisation? The CIPD 2023 People Professionals Survey reconfirms last years result that a THIRD of people professionals who responded say that work has a NEGATIVE effect on their mental and physical wellbeing. The attached article comments: "if we’re expecting HR professionals to champion good (and healthy) work in their organisations, we need to start with the profession itself". I will be shortly announcing a second roundtable on the "Strategic Importance of the HR Leader's Own Wellbeing" following our successful first roundtable last week. If this interests you then click on the follow button above and be the first to hear about the date/location.  https://lnkd.in/e8GH72n8 #hr #wellbeing #hrd #cpo

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It’s Mental Health Awareness Week (#MHAW), and it's a good time to address the reality of recruitment today. It’s still tough out there—candidates feel it. We’re still seeing significantly higher numbers of applicants per role, leading to more frustration. Many TA professionals are facing frustrated (and sometimes rude) responses from rejected candidates, more than we did 18 months ago. But behind every frustrated reply is a candidate trying to find a new role. It's important for candidates to remember: if Bill Gates and Steve Jobs had applied for the same role, one of them would have been disappointed. Rejection doesn’t define your value or potential, and it's crucial that candidates understand this. Recruitment is about people, and how we manage candidates—especially when they're facing challenges—really matters. Transparency, prompt communication, and fairness can go a long way, particularly in this competitive market. #MentalHealthMatters #KindnessCounts

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Discover the essentials of HR compliance with our no-cost checklist. Perfect for UK small business owners looking to safeguard their operations. 📑 Easy-to-Follow Steps 🚫 Reduce Risk of Legal Issues 🕗 Streamline Your HR Practices Access via the link below for instant access... https://buff.ly/4e5UFRR

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🚀 HR Vendors And Consultants – What Do HR Directors Think of Your Marketing Efforts? 🚀 ⛔ It’s never been so bad. HR directors are inundated now more than ever with marketing and sales messages from suppliers. Just check out this quote from one chief people officer I have spoken to: “You get around 30 requests from vendors to connect/ask for a call and typically 30/50 emails now a week with people requesting meetings to buy you a coffee. This week I have had two vendors (who I’ve never heard of) put an invite directly into my calendar as they have got hold of my email in the hope that my EA or I may accept the call with them.” This is just one of many eye-opening comments I received when I carried out a survey of around 100 HR directors and chief people officers to find out how they make decisions about the products and services they purchase. I discovered five key mistakes HR vendors and consultants are making in their marketing and sales approaches to this specific HR audience: Mistake #1: Misidentifying the decision-maker  Mistake #2: The pitfall of feature-overload Mistake #3: Neglecting brand consistency and awareness Mistake #4: Over-relying on singular marketing efforts Mistake #5: The ‘too-salesy’ trap. I’ve distilled these mistakes into a free short 5-day educational email course which unpacks the common pitfalls many vendors make and, more importantly, how to avoid them. Each day we tackle one specific mistake, providing vendors with insights and strategies to enhance their outreach and engagement efforts. 📊 The toolkit and accompanying 24-page report offers insights into the preferences, challenges and decision-making processes of your key audience. The actionable strategies will enable HR suppliers to: 🎯 Precisely target and engage HR leaders 📈 Elevate your marketing effectiveness 🤝 Build lasting relationships with top HR decision-makers. So if you are looking to enhance your marketing approach to HR directors check out The HR Vendors Marketing Toolkit for the data-driven insights you need to succeed. From understanding what truly influences HR directors to mastering the art of engaging without overwhelming, it has it all! 💼📋 👉 Sign up now to gain access to this FREE short email course (you can consume it over your coffee each day) as well as the detailed report at the end and make every interaction count! Link in the comments below. 👇 And if you’re an HR practitioner I’d love to hear your vendor horror stories in the comments below! 😱 #HRVendors #MarketingStrategies #HRTech #HRDirectors #BusinessGrowth #HRConsultants

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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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Need a hand with tricky people issues? Expert advice? Blazing fast admin support? Or director-level insights? Partnering with an HR Consultant means getting the level of HR support you need, when you need it. Let’s take a closer look at the levels of HR support we can provide 🦸

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As someone who is actively job searching and keen to move into a more senior position such as an HRBP role, I cannot agree more with Claires sentiments below. It may be time that HR as a profession considers introducing a clearer, tiered system where the demands and expectations of roles increases up the ladder, and salaries also match more appropriately. Curious if any of my contacts or fellow job seekers have come across this anomaly and how best to navigate it?

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"I don't want to use assessments at the top of the funnel, it'll put candidates off". ❌ Wrong. Not when it's written by an expert who knows how to structure the assessment to maximise completions and create the *right* questions. I've been doing it a while... so I've learned a lot about what works and what doesn't. Here's some feedback from candidates who completed a call centre assessment for one of our customers who works in a difficult industry handling challenging calls. 💫 "I had a good time trialling different ways to say some of the lines and overall believe I would enjoy this position more than I thought previously." ⭐ "Fun experience gives a real detailed experience of the job role" 🚀 More engaged candidates who can actually *do* the job 👩‍💼 Less job-shock because they know what they're getting into 📑 And, they're not wasting time reviewing resumes for a role that doesn't need prior experience - so they've opened their talent pool up to anyone. If you truly want different results you can't keep doing the same things that got you here. 💡

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Quick question for you… What’s the single biggest challenge your having in achieving professional growth and development within your HR role? All answers welcome. Please let me know in the comments or you can DM me.

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🌟 Insights from the CIPD Good Work Index 2024 🌟 The latest CIPD Good Work Index has been released, providing valuable insights into the state of work in 2024. It's crucial to stay informed about these trends to attract and retain talent and create thriving workplaces. Here are some of my key takeaways from the report: 💫 Job Quality: The report highlights that job quality remains a significant concern, with only 60% of workers reporting satisfaction with their job. This highlights the importance of focusing on job design and employee engagement to enhance satisfaction. In my experience job design is often an area we put plasters over with wellbeing campaigns and culture initiatives but the reality is if jobs aren't designed well these other interventions will fail. 💫 Work-Life Balance: Flexibility continues to be a top priority, with 70% of employees valuing work-life balance. Companies that offer flexible working arrangements are more likely to attract and retain top talent, which I find fascinating when we see increasing numbers of employers scaling flexibility back. 💫 Career Development: Opportunities for growth and development are crucial, yet only 50% of workers feel they have sufficient training and career advancement opportunities. Investing in development programs can lead to higher engagement and retention. 💫 Inclusion: Diversity and inclusion are highlighted as key components of good work. Creating an inclusive culture where everyone feels valued and included is fundamental for business success. 💡 What This Means for Your Business: Understanding these trends can help you create a better work environment in line with current employee expectations. I can help you implement strategies to improve job quality, worklife balance, health and wellbeing, career development, and inclusivity. Let’s connect to discuss how these insights can be applied to your organisation and share practice, driving success and employee satisfaction in 2024 and beyond! #GoodWorkIndex2024 #EmployeeEngagement #WorkLifeBalance #MentalHealth #CareerDevelopment #DiversityAndInclusion #FractionalHR #HRStrategy

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CIPD HR Leaders and Policy Forum roundtable - Exploring New Deal for Working People … A great session today at The Royal Institute discussing and debating some of the future changes to employment legislation that are proposed by our new government Whilst we still await a lot of detail on what these changes will look like in practice, it was good to start to think about the impact for businesses and us as HR Professionals and have the opportunity to input to a response. It will be interesting to see how these proposed changes evolve over the next 12 months ! #cipd #employmentlaw #publicpolicy

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Want to save time on HR admin? Imagine a world where HR tasks are completed with lightning speed and you have immediate access to insights that’ll help you make great business decisions… Well, there’s a solution. It’s HR software. And it will probably revolutionise the way you manage your employees and business forever. That’s why I’ve written an introductory guide to HR software. It will tell you everything you need to know to get started. You can find the link in the comments. or book in a chat (link in my bio) and set up a demo to see how Breathe can revolutionise how you manage your employee admin. Join 1000's of small businesses who use Breathe and have never looked back. #hrsoftware #automation #hradmin #breathe #MinervaHrConsultant

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For HR contacts out here, just thought I would share some valuable add-on courses for HR professionals in the UK: CIPD Level 7 Advanced Diploma in Strategic People Management: Enhances strategic HR skills and leadership capabilities. ILM Level 5 Award in Leadership and Management: Focuses on leadership and management skills relevant to HR. HR Analytics Certificate by AIHR: Provides skills in data analysis and using HR metrics for decision-making. Employment Law Essentials by Acas: Covers key aspects of UK employment law. Diversity and Inclusion Certification by CIPD: Teaches strategies for creating inclusive workplaces. Sharing in case anyone is looking to study something and not sure what to do next....

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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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Are you ready to face the upcoming UK hiring regulations head-on? Or will you let compliance issues eat into your budget? Clu’s latest Learning Lab report Act Now or Pay Later is the crash course every HR and TA professional needs. The report covers: ⚖️ New accountability requirements 📜 Increased auditability demands 🚨 Stricter compliance standards ...and gives you actionable steps to overcome them. Download your free copy of the report: https://lnkd.in/edHbjBWA #HiringRegulations #EUAIAct #NewWorkersRightsBill #TA _____ Alt text: Image is a meme of a person looking upset in the corner of a flat party, wearing a hat and holding a drink, while others dance joyfully. The caption reads: "They don’t know new hiring laws in the UK can have a huge impact on their bottom line."

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🔍 7 reasons it might be time to get a Senior HR Professional?... ▶ When business roles become too specialised ▶ When the business grows to between 50-100 employees ▶ When focus on revenue over HR tasks could boost the bottom line ▶ When you need an interim to help set up your HR processes before passing it to an administrator ▶ When you are having a culture crisis within your business ▶ When you need help communicating across your business ▶ When you need help with employment law _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 👋 Hi I'm Katherine I've been recruiting across HR, TA, R2R, Sales & Business Support / Operations since 2012 🚀 My Mission is simple ️⭐ Find my clients the best people ⭐ Have the best opportunities for my candidates ⭐ Save you time and money and provide lots of value. 📱 Contact me on 07900 800 679 [email protected] Follow me or send me a connection request! #HR #HUMANRESOURCES #TALENTAQUISITION #R2R #SALES #BUSINESSSUPPORT #OPERATIONS

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Redundancy mess up or not an issue? After all, the employee didn't raise it in the process. What measures could HR professionals take to ensure a more comprehensive and equitable approach to redundancy, considering both the legal requirements and the human impact? Have you encountered similar situations in your professional experience, where a critical aspect like SAE was overlooked in the redundancy process? How was it addressed? Join the conversation in the comments below! #jointoday #hrmembership #hrbootcamp #hrisbroken #hrisbroken #hrpayriseplease #redundancy

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