𝗚𝗮𝘁𝗲𝗸𝗲𝗲𝗽𝗶𝗻𝗴 - I wonder if organizations have quite given the consideration and attention it deserves. 𝗚𝗮𝘁𝗲𝗸𝗲𝗲𝗽𝗶𝗻𝗴 - 💥 - is the practice of an interviewer undermining an interviewee because the interviewee is capable and as competent as the interviewer. This is done because the interviewer feels insecure and to protect their status controls the applicant's opportunity. A few possible ( 💡 plausible) scenarios for gatekeeping:- 🔸 Resumes finding its safe place in the bins 🔸 Indifference of interviewers 🔸 Lack or absence of feedback 🔸 Hostile interviewing I wonder if such attitudes and actions ever come to light. Or perhaps the damage and the loss in terms of losing a future talent be ever gauged. Such nascent actions/practices go unnoticed.
Philip MATHEW’s Post
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🚧 Attention Safety Managers! 🚧 Are you preparing for your next interview? Check out our latest article for some key questions that can help you stand out: - Are you OSHA certified? - How do you handle safety hazards? - What challenges did you face in your last role? - How would you react if an employee were injured? - What strategies do you use to ensure compliance with safety procedures? Don’t miss out on tips to boost your interview skills and land your dream job! 👉 Read more here: https://lnkd.in/giZmBxDY #SafetyManager #JobInterviews #CareerTips #CertisSolutions
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CV / Resume Writer for Mark Davis HSE CV / Resume Creations
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CV / Resume Writer for Mark Davis HSE CV / Resume Creations
Safety Job Hunters, Does this sound familiar? "Receiving no response from companies or agencies can be incredibly frustrating, especially when you know you possess the experience, knowledge, skills, and qualifications required for the role". However, many candidates are often overlooked without receiving feedback, even as simple as 'you have been successful' or 'unfortunately, on this occasion…' The reality is that, statistically, many CV's fail to convey the information employers and agencies are seeking, which can be a key factor in not moving forward in the recruitment process." Utilise the services of a professional Health and Safety CV rewriting and LinkedIn profile design team today by emailing Mark at [email protected]
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Ready to ace your Safety Officer interview? Follow for more expert tips and insights on safety protocols, regulations, and career growth TO GET NEW UPDATES ON SAFETY OFFICER INTERVIEW Join now https://lnkd.in/gnNcXUYx In our group, you'll: Access safety job opportunities and career advice. Receive tips for creating effective site safety documents. Stay updated on safety regulations and industry trends. Join us today! Just click the link or copy and paste it into your browser. Your safety career journey starts here!
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Security Operations Manager | CSMP Certified | Expert in Security Risk Assessment, Mitigation and Crisis Management | Strategic Leader in Physical Security Solutions
Essential Role of Security Managers in Exit Interviews: A Must-Read for HR and Security Professionals The importance of security managers in exit interviews cannot be overstated. These professionals play a crucial role in ensuring the security and integrity of an organisation during the employee turnover process. Without their involvement, there is a significant risk of oversight and the potential compromise of sensitive data. 🛡️ Problematic: As employees depart, they carry with them intimate knowledge of our systems and practices. Without a security manager’s presence in exit interviews, we risk missing out on crucial insights that could prevent future breaches and ensure a seamless transition. 🔑 One of the key contributions of security managers in exit interviews is their ability to identify and mitigate risks. They have the expertise to recognise potential vulnerabilities and take the necessary steps to safeguard sensitive information and prevent crimes. By promptly and effectively revoking the credentials of departing employees, security managers prevent unauthorised access and protect the organisation from potential breaches. Exit interviews also provide an opportunity for security managers to enhance existing security policies. By gathering feedback from departing employees, they can identify areas for improvement and strengthen the organisation's defences. Leveraging this constructive feedback minimises the risk of potential breaches and ensures compliance with legal and regulatory requirements. I encourage my fellow security and HR professionals to share their experiences and challenges with integrating security measures into exit interviews. #RiskManagement #humanResources #EmployeeRetention #DataProtection #Compliance
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🚀Mastering the HSE Interview: Key Questions and Strategies 💥Are you gearing up for your next HSE interview? 📝Here are 5 common questions and tips to help you ace your next interview: 1️⃣ Tell me about your experience in HSE. 🔹Highlight your practical experience, specific achievements, and passion for safety. 🔹Quantify your impact whenever possible (e.g., reduced incident rates by X%, implemented new safety programs resulting in Y% improvement). 2️⃣What are the key elements of an effective HSE program? 🔹Discuss the importance of leadership commitment, robust risk assessment, comprehensive training, effective communication, and a culture of continuous improvement. 🔹Provide concrete examples of how you've implemented these elements in previous roles. 3️⃣How do you conduct a risk assessment? 🔹Outline a systematic approach, including hazard identification, risk evaluation, control measures, and monitoring. 🔹Emphasize the importance of involving employees in the process to foster ownership and accountability. 4️⃣Can you describe a time you identified and resolved a safety hazard? 🔹Use the STAR method (Situation, Task, Action, Result) to structure your response. 🔹Highlight your problem-solving skills, initiative, and ability to mitigate risks effectively. 5️⃣How do you promote a strong safety culture? 🔹Discuss the importance of leadership involvement, employee engagement, and open communication. 🔹Share strategies for fostering a culture where safety is prioritized and employees feel empowered to report hazards and near-misses. #HSE #HealthSafetyEnvironment #SafetyProfessional #JobInterview #CareerAdvice
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Social Impact Recruiter | Talent Development & Fractional HR | Workplace Wellness | Trainer & Coach | 🌟Candidate Experience is Priority | Empathy, Communication and Relationships are the 🔑 KEYS to Excellent Teams |
I am not interested in gatekeeping my “talent pool” or charging anyone for a referred resume. If you have a role you’re looking to fill and someone immediately comes to mind, I will send them a message with a link to the role and tell them to apply directly (and I’ll let you know what I know about them). If no one immediately comes to mind, (and the role is aligned with my values and making the world a better place) I will re-post the role to my network. I want the candidates in my talent pool to find a role that works for them. I am not interested in keeping great candidates to myself! Share the wealth! 100% of the time when I finish a search I end up sending at least one (usually 4-5) candidates resumes to another recruiter or sending the candidates a role I see that might be a good fit for them. I can’t remember all 1,000+ people in my talent pool - but with continued or sustained connection I can. ✨. So - don’t despair if you don’t get the role - just stay in touch! ✨ Building relationships takes time. ✨ How we choose to communicate matters.
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Want to secure top HSE talent? Then focus on the SPEED of your hiring process. I'm sure we've all been part of a tedious hiring process as a candidate before. A long drawn out process will lead to disengaged candidates slipping through the net. Moving swiftly with feedback, timescales of interviews and offer-making will make people feel wanted. The following pitfalls are all too regular.... ➡ Taking too long to review CVs (weeks sometimes) ➡ Being inflexible with interview availability ➡ Asking for too many stages of interview. Does everyone really need to meet the hire before it's made? ➡ Insisting on seeing more people to compare. There may only be one great candidate available. ➡ Taking too long to generate a written offer - 2 weeks is too long ➡ Making an uncompetitive offer All the above are easily controlled. Engaged candidates are more likely to accept your offer.. They will feel the love! TwoScore - HSEQ Recruitment #hsejobs #ehsjobs #careers #safety
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I support charities and non-profit organisations in recruiting exceptional professionals
Why is the Person Specification so important? 🤔 A clear person specification is crucial in a job description. 💼 It outlines the specific skills, work experience, soft skills, qualifications, required and it helps ensure that the candidate aligns with the needs of the role and the organisation. 💼 Having a clear defined Person Specification helps you to filter through applications, saving time, to find the most suitable candidates for the position for example: 🎓 Are you expecting a degree or NVQ? 👍 Can candidates be qualified by experience? ⚠ What about safeguarding, health & safety, and a DBS requirement? If you need help with creating a clear person specification, it's part of our full recruitment process, and we're here to help you find the right fit for your organisation. Please get in touch. #recruitmentprocess #personspecification #jobdescription #hiringprocess #humanresources
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Employers must take deliberate steps to ensure that ethical standards are always top of mind and cultivate an ethical workforce. Here's how. - Clearly outline your organization’s ethical standards in job postings; - Discuss the code of ethics during interviews; - Introduce the code of ethics as a fundamental part of the onboarding process; - Include the code of ethics in the employee handbook; - Reinforce the code through internal newsletters, emails, and other communications. #Values #CodeOfEthics #HumanResources #HRThatMakesADifference https://lnkd.in/gpaJNMiC
How to craft and commit to a code of ethics
