Tag Archives: HR advice

HR Specialists – Taking the lead

Kim MacNamara

Kim MacNamara HR Business Development Director

With the emphasis on businesses managing their people more effectively and building more productive organisations, Ashley Kate HR has seen a big surge in companies looking to recruit HR roles that require a more specific skill set to help achieve overall strategic objectives. In addition it is more noticeable that HR job titles are changing to reflect a more specialised, business-focused HR function.

We are seeing a deeper understanding from HR of the huge importance placed on hiring the right talent, making a break from a past acceptance of staff turnover as an inevitable cost of business. HR is continuing to become increasingly prominent and more visible at the ‘top’ table in organisations of all sizes, which again shows a positive perspective shift in tapping in to certain skill sets.

As competition gets stronger for highly skilled, experienced HR professionals especially those equipped with the latest specific, technical skills, we are starting to see a salary war heating up for those who can add real value to a companies greatest assets and impact on high level decisions and strategies.

talentmanagementCEOs and boards are increasingly spending significant amounts of time looking into HR issues and becoming more reliant on HR specialists and appreciating that their valuable skills can permeate throughout  the whole business, in areas such as: compensation, succession planning, talent management and performance reviews.

Increased M/A activity is driving an increased demand for change and transformation agents to manage transitions effectively. There is now much more emphasis on a greater integration between coaching, organisational development and performance management to drive through important organisation change.

Companies are becoming more focused on retaining their best talent to help with company growth and brand positioning and there has been an increase in demand for L&D experience e.g. leadership development, coaching, succession planning and also for Internal Recruitment /Talent specialists who can develop those essential talent pipelines in anticipation of future growth.

technologyBusinesses are utilising technology to analyse everything from role filling and retention levels, to why people choose to leave an organisation. This level of recruitment offers a clear indicator of a confident outlook for the future.

Also in an ever-changing economic environment, organisations continue to review and evaluate the reward programmes they have in place to understand the return on investment for an area of significant spent. Companies are increasingly keen to secure the services of skilled Reward professionals who can evaluate whether specific rewards programs are good fits for their employees, gauging the value the employees place on the benefits, and assessing the compliance impact on the rewards structure. Key skills sought after in this area include strong analytical skills which can impact evidence based decisions. This is key data senior HR need to impact and influence change at the ‘top’ table and strengthening HR’s overall positioning in a company. There are more senior roles in this area, and having a Head of Reward in place signals that firms are putting more emphasis on retaining talent.

We are certainly seeing a growing optimism amongst HR professionals having seen the largest number of jobs being registered with Ashley Kate HR in July this year since the company’s inception in 2001. Also for further evidence of the shift towards recruiting HR specialists take a look at Ashley Kate HR’s most recent salary survey as we see HR specialist roles catching up on generalist HR roles with 43% roles being registered in 2014. (To view our full salary survey please email solutions@ashleykatehr.com)

If you are being persuaded to think differently about your HR agenda, and are looking to scope out plans to recruit a specific skill set into your HR function, contact kim.macnamara@ashleykatehr.com at Ashley Kate HR to help you develop and deliver your recruitment campaign.

FIRP, HR Recruitment Director –  Kim MacNamara is a HR recruitment specialist who has successfully placed senior HR roles across the UK and is driven by a focus on an excellent customer experience.  Working alongside Claire Baker, Emma Dobson, Lucy Wesson & Leon Morley they provide effective recruitment solutions for HR roles from Administrative to Board level.

If you enjoy networking and want to connect with other HR professionals – Kim also runs the LinkedIn Groups- HR Professionals Network  and HR Directors Boardroom. The former cited as one of the fastest growing HR specific groups. Kim is also responsible for running the Ashley Kate HR HRD Boardroom style debate events in the UK.

Please feel free to connect with Kim   on LinkedIn or follow her on Twitter.

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Twitter for Recruiters

Paula Shaw

Paula Shaw – HR Business Manager for the North

A recent article in HR Grapevine advised that there had been significant growth in the use of Twitter within the recruitment industry.

So why is this?

My personal opinion is that the pace of Twitter suits the pace of the recruitment industry. Twitter is a very fast paced Social Media messaging service. It is instant and you can get your message out to thousands of people at a one time, which is ideal for recruiters!

I won’t lie to you, it took me some time to get to grips with Twitter as a tool for recruiting after having the safety of a traditional mind set like LinkedIn. There is an etiquette to LinkedIn, parameters with which to work around.  Twitter… well there appeared to be none.

twitterlinkEmbracing Twitter and actively using it has allowed me to grow a much larger, much more interactive and therefore a more engaging network with whom I feel I can create a better relationship with outside the highly formal boundaries of LinkedIn.

The Social Media team at Ashley Kate HR have been fully supportive and empowered us in the use of Twitter, our business ethics are Personal, Professional & Honest and this is how we conduct ourselves across all SM sites

I agree with the article and the findings that Facebook is not the place for recruiters. I indeed have a Facebook account, but this is my personal social media tool for keeping up to date with friends & family and this is completely separate from my professional work life.

The pace of Twitter allows recruiters to reach candidates instantly as soon as a vacancy comes in and allows them the privacy to contact us in a way which feels right for them. If you are new to twitter or would like guidance on how to build your personal brand on Twitter or across the other Social Media platforms, please contact me on 0114 2218000 or email me paula.shaw@ashleykatehr.com.  In the meantime follow Ashley Kate HR and me on Twitter to keep up to date about events, HR roles, employment law updates and much much more.

Ashley Kate HR are always on the ‘look out’ for the best talented, ambitious and enthusiastic individuals to join our team. We have an established, committed, loyal team and we are a renowned HR recruitment consultancy specialising in recruiting HR professionals for temporary, contract and permanent interim roles, working across all industries and every HR discipline. Founded in 2001, we’re now a market leader in one of the fastest-growing recruitment sectors in the UK and overseas. Read our blog on How to Join Ashley Kate HR

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Top 10 tips for Interview Dress Etiquette

Amanda Underhill - Senior Recruitment Consultant for London

Amanda Underhill – Senior Recruitment Consultant for London

You have learnt How to write a winning CV and it has landed you an interview for your dream job, but now comes the hard part! What to wear? Dressing for success is vital.

 When it comes to dressing for an interview, the consensus is that a formal dress code is best – but is it?

 With at least another 10  candidates having the same skillset as you in the running for the job, you need to set yourself apart from them, and not just with your sharp answers! Over the last 15 years you wouldn’t believe the horror stories I have heard from clients with feedback on how a candidate presented at interview. This includes, hair, shoes, make up, perfume, tattoos, piercing, nails and personal hygiene, and not forgetting the allusive chewing gum under the tongue and the smell of cigarettes.interviewfail

I remember interviewing a great candidate for a Head Receptionist role with a prestigious law firm. My candidate was well presented, looked the part, her answers were on point and she had the right culture fit.  It’s in the bag – right?  That’s what I thought too until I got a call from the hiring manager 3 days after I had interviewed her, advising me that unfortunately her aluminous green hair wouldn’t fit in a client facing role there.  Why she chose to do it a couple of days before her interview I will never know, but nevertheless she was not offered the job. Appearance matters.

Remember what works for you in your personal life, doesn’t always work in the office. You need to find the right fit.

 In the first instance, always research the organisations culture, a vital step and a bit of a rookie mistake if not done.  This leads me back to the conservative dress code. Being suited and booted is great, but it might not suit a creative media style company or high street fashion retailer.  Wearing the wrong clothes can make you feel uncomfortable and could affect your performance.  If in doubt ask the agency who is representing you or check with your interviewer.  If you are still unsure then I would suggest opting for the more formal approach, being overdressed is better than underdressed.

So here are my top tips;

  1.  Iron! Make sure your clothes are ironed – if you don’t know how to do this, take it to someone who does. No excuses.
  2. Ladies and tights – this is a hot topic of conversation in our office, across a mix of ages.  Some agree you should wear them, some don’t.  My advice is if you are going back and forth over it in your mind, it is likely you should be wearing them. Again this will come down to sector.
  3. Avoid garish jewellery, this can distract your interviewer
  4. Personally, I would avoid aftershaves and perfumes, but this is a personal choice.  What doesn’t give you a headache might give someone else one.  If you decide to wear it – think sparingly!
  5. Ensure your hair is well groomed/brushed.  No one likes to interview someone who looks like they have been pulled through a hedge backwards. This goes for facial hair too.  Clean cut works best.
  6. Make up – less is more.  Remember this is an interview not a night out.
  7. Nails – it is important to make sure they are neat, tidy and clean.  If you are wearing false nails, ensure they are presentable.  Ladies keep the colour as natural as possible.
  8. Shoes.  Make sure they are clean and smart.  Every interviewer (without even knowing it themselves) will check your shoes as you walk in, when you cross your legs or as you leave)  Ladies it is not acceptable to wear a pair of worn down heels.  The only place they should be seen is in the bin!
  9. Fresh breathe and  body odour.  This is essential. If you can’t do any of the above, you have to at least have these in check
  10. Mobile phones.  This isn’t really part of your “dress code” but the snazzy diamond phone cover might look great, but it has no place in the meeting unless it is off or on silent in the bottom of your handbag, briefcase or pocket.  It certainly doesn’t belong in your hand or on the table in front of you.

 Now your dresses to impress watch our Interview Success video

Good luck!

If you would like to discuss any HR related topics further please feel free to email me  on amanda.underhill@ashleykatehr.com or call me on 0845 413 3200.  You can also connect with me on LinkedIn or Follow me on Twitter .

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Feedback Failures

Gemma Thomason - Senior Recruitment Consultant for the North

Gemma Thomason – Senior Recruitment Consultant for the North

As a recruiter I am very aware of many different facets to my role, sourcing and short listing top talent for my clients, sourcing and short listing top companies/employers for my candidates!  It is a two way street.   I have always endeavoured to keep my candidate fully informed and updated throughout the recruitment process especially when it comes to providing feedback.    It is really important to keep candidates informed with regards to this.

Feedback is fundamental to the placement process, of course I have already met and spoken with my candidates at great length and already know their strengths and weaknesses,  I ensure when I shortlist candidates that their skills and feedback1experience are the best fit for the company and the employer as per the job specifications I  receive,  of course not all candidates I put forward will get through to second/final stage interviews and it is important for those candidates to understand why.  It is just as important for the employer to understand why a candidate does not want to take the process any further.

Whether I have heard back from the employer or not I ensure that I have had direct contact with the candidate to get their feedback and understand how they felt the interview went, what their thoughts are on the company and the culture of the company and the roles itself.  It is important to keep the candidate engaged throughout the whole of the recruitment process.

dream jobI love it when I speak with a candidate at the end of an interview and they feedback to me that the client has left the candidate feeling that they would absolutely love to work for the company.  This is when you know your clients’ employer branding is spot on and that the person delivering the interview is doing it right and that you have matched the candidate with the client and the role accurately.

Gaining detailed feedback we all know is tough, we are not asking for a chapter and verse overview on each performance, but here are some tips on what to focus on and what to avoid.

Try to stay away from the generalist feedback;

Do think of how the candidate performed and what they said specifically  it will be constructive and may improve their technique.  For example previously I received feedback  that one of the candidates I had put forward  was ‘not the right culture fit’ it took me questioning this further as to examples as to why this was and the real reason came out. My client advised me that the candidate had focused too much on negative reasons for wanting to leave their current company.

Whilst the candidate did have frustrations they were totally unaware they had been airing these, once I fed this back to the candidate we discussed the best way to tackle and handle certain questions as this individual was most definitely not a negative person however did have frustrations within her current role.

Have a comprehensive measure to score candidates against.  This is useful to see how candidates preformed against the benchmark of other candidates interviewing at the same time.

How were they assessed against the role they would be doing e.g  ‘Simons responses indicated that he might not be able to influence and engage our managers effectively as a business partner’  This feedback is much more useful than ‘not the right level’  It gives a candidate areas on which to focus on to further develop their career.

brandBy giving detailed feedback you will not only assist the candidate by giving them the opportunity for improvement but this will also reflect well on your company.  The candidate experience can have a direct impact on the employer branding, keep the candidate engaged, whether you end up recruiting them or not.

This means keeping to a time line of recruitment with dates already booked in and providing detailed feedback whether the candidates has made it through to the next stage or not! For further tips on your recruitment process take a look at our Time to Hire  blog written by Yasmin Elezaj

If you would like any further assistance or advice on Recruitment or HR, please feel free to email me gemma.thomason@ashleykatehr.com or call 0845 413 3200. For up to date information on HR related issues and top tips please follow our Company LinkedIn page.

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How to Manage your PSL

preferredThe Preferred Supplier List is the document which your company should use in daily tactical supplier selections. This document contains a list of your approved suppliers which have been assessed and approved to use.

They play an important role in your procurement strategy, producing this list will aid you in partnering with the suppliers who have been assessed and confirmed to offer the best value and best service, thus assisting you in driving business to those preferred suppliers.

It is vital that once you have implemented a PSL that it is communicated throughout the company and that these suppliers are continually assessed in meeting KPI’s through continuous business meetings and developing supplier relationships. This will not only optimise business but also minimise risk.supplier

Being part of the recruitment industry and working with companies who manage a PSL and implementing and managing our own PSL we have  listed below some top tips to help you with yours.

Quality over Quantity

Many companies have tens sometimes hundreds of suppliers on a PSL, this could be for just one area of the business, for instance in-house recruiters will have their own PSL and some of these departments have more than 50 companies listed.  Whilst you should not put all your eggs in one basket effectively managing a list this size is a massive task, to just even ‘review’ against KPI’s becomes a headache in itself.  A targeted quality over quantity approach is advised to be taken here, enabling much better working relationships with suppliers as well as providing greater control over the process.

reviewReview – continuous assessment is vital when you review your suppliers.  Measure their performance through set KPIs.  For instance as a recruitment consultancy we are measured against;

  • Quality of Candidates
  • Response time (to candidates)
  • Cost-per-hire
  • Time-to-hire
  • Rate of mis-hires
  • Service Standards

Set targets with your suppliers these should be reviewed on a regular basis. That way, you can directly, and fairly, compare the effectiveness of the suppliers on your PSL.

Don’t believe everything they say Many consultancies claim to have ‘specialist knowledge’ of your sector – many of the large corporate recruitment consultancies apparently specialise in ‘all’ your business functions!  Have you considered having ‘real’ specialist consultancies   covering all areas of your business?  For instance, the HR function of your business, the only agencies which should recruit for these positions being actual specialist HR recruitment consultancies, the same applies to the finance arm of your business, by only allowing specialist recruiters on your PSL will ensure better quality candidates available in a shorter time frame.  Many ‘general’ recruitment consultancies will go out to tier 2 agencies to fill specialist positions, therefore lengthening the process.   So test your suppliers.  Ask them a few questions about your market conditions and for specific information about their successes in your arena, you are the expert in your sector after all.

feedbackFeedback  From a recruitment consultancy and a candidate perspective feedback is vital. Quality feedback will enable the agency to put forward better aligned candidates, not providing feedback could be of potential harm to your employer brand, if a candidate is left without any feedback and relays this lack of communication back to their network it could damage your future prospects of sourcing brilliant candidates.

Revisit your PSL Continuous assessment and reviewing your PSL will keep your suppliers on their toes, if you are not reviewing your PSL on a regular basis it may be assumed that once an agency is on they are safe and standards may drop.

Make sure that you brief your suppliers; and equip your agencies with the tools to manage your staffing needs. This includes a good understanding of your company culture/values, a clear definition of the role and what a ‘good’ or ‘ideal’ candidate would be.  Provide them with detailed information regarding your employer brand and how best to represent this.

The PSL debate is always one of ‘two sides’ at Ashley Kate HR we work on PSL’s as well as working effectively with Agreed Terms.  Whichever method is in place our core values remain the same, Personal, Professional & Honest.    We work with all our clients as a true partner offering solutions to problems. Read our ‘When I Grow Up..’ article for further insight into values, direct from the Ashley Kate HR team.

For further information on Ashley Kate HR and working with us please visit our website or call 0845 413 3200.

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HR Interims – Do you want to generate a return on your investment and significantly improve your business performance?

Kim MacNamara

Kim MacNamara HR Business Director

As the need for a flexible workforce increases, so does the importance of recruiting interim personnel.  Pay rates are on the up and many more organisations are relying on interims as an essential resource and the world of HR is no different.  Increasingly, firms are seeking out the skills and experience an HR interim manager can offer, especially for challenging or sensitive change management or transformation projects, where an injection of experience is needed for a dedicated time period.

Ashley Kate HR has seen an increase in the last 12 months for HR interims and have a dedicated recruitment team in place who focus purely on Interim HR.  We have seen a willingness for companies to source the best talent and specialist skills, especially for implementing a new strategy or starting new business critical projects.

interimTo start with, let’s clarify exactly what we mean when we say ‘Interim’.   Yes it is tricky to know the difference!

In this instance we are a talking about Interim Management as opposed to Temporary roles.  We would define an Interim as a senior HR professional who provides senior managerial expertise, is used to delivering a strategic piece of work and can offer both practical advice and delivery of an initiative whereas a Temp usually will work for a limited period and normally is paid on an hourly rate.

Let’s take a look at why companies are using Interims now

As the title suggests ‘Interim Management’ is all about management!  An Interim is required for a number of reasons:

  • Where direct managerial experience is needed
  • A (senior) role is vacant and needs cover
  • A senior project role needs to be completed  e.g. Transformational change
  • Where issues  cannot be resolved in-house and external expertise and hands on delivery is needed e.g. turnaround
  • Where  access to top level management experience is needed e.g. M&A or restructuring

So – What are the benefits to a company when appointing an Interim Manager?

Interim management has become much more acceptable in recent years with more companies realising that it is possible to fill a skills gap with a highly qualified person at very short notice. Firms look to source external senior level expertise rather than ‘grow their own,’ because they are increasingly more comfortable with having a healthy, variety of expertise coupled with an outsiders, non biased perspective on the project. This avoids any upset of moving employees around and so continues the focus on their day to day objectives. HR can see the benefit of the breadth of organisational experience an Interim can deliver and how this can impact the business in a positive way.

insightBusiness insight and professional expertise that comes from HR professionals who have already worked at senior levels previously. They will take control immediately so make an impact straight away

Vast experience in functional roles and sectors and a proven ability to adapt to their roles at pace. They will specialise in certain areas, thus negating the generalist approach and achieving the skills needed to meet the task in hand.

Outside the Box – Interim Managers do not have any preconceptions and are not blinded by internal politics, process or culture; they can provide a fresh thinking boxapproach by thinking outside the box.

Value for Money – Not having to make a large pay off to end permanent contracts, and the cost effectiveness in comparison to Consultant fees makes appointing an Interim a very attractive option.

Interims leave behind a valuable gift: not only the work results but also in the capability and motivation of the employees and teams they have coached and developed. They continue to make an impact long after the project has finished  as they will have  implemented new ways of working and advised on areas such as; succession planning.

Is your business in need of an Interim Manager?  Remember when you take on an Interim for a specified project it is a simple daily rate, there are no additions to your fixed payroll and no termination costs.

 Are you an Interim Manager looking for your next role and would like expert career advice or an employer looking to recruit an HR Interim for a current or impending HR project? Contact Emma Dobson on 0845 413 3200 or email emma.dobson@ashleykatehr.com and we will be happy to assist you in your search.  Have you ever wondered how you would benefit from exclusivity? Take a look at our Multiple Agency article.

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Breakfast Briefing Success for HR Professionals

Jo Pearson - HR Recruitment Consultant for the North West
Jo Pearson – HR Recruitment Consultant for the North West

The Ashley Kate HR Breakfast Briefing held at Eversheds in Manchester was a resounding success!

andrewand naeema

Andrew Moore & Naeema Choudry Eversheds LLP

Over 60 HR Professionals attended this Employment Law update to share a delicious breakfast and discuss The New Right to Request Flexible Working & Calculating Holiday Pay with an update on recent case law developments provided by Andrew Moore and Naeema Choudry of Eversheds LLP.

Ashley Kate HR run these much anticipated legal seminars in conjunction with Eversheds and they form part of a full schedule of HR networking events that we have in place for 2014 for HR professionals right across the UK. These events offer HR an invaluable opportunity to hear about the latest employment law changes, network with other HR professionals and ask direct questions to the legal experts from Eversheds and recruitment teams from Ashley Kate HR.

breakfastHR Professionals began arriving from 8.00am and were welcomed with coffee, croissants and a delicious selection of fruits whilst they enjoyed networking with HR Professionals from many different sectors.

During the event guests were encouraged to join in the ‘live’ tweet meet and posted questions via direct message to both speakers.

Interesting discussions surrounding ‘Redundancy payments based on age being justifiable’ and ‘Awarding compensation for injury to feelings’ Room Picturewere just a couple of the subjects highlighted in this update and prior to the event guests were given the opportunity to put their own questions to Naeema and Andrew which were then covered and discussed with the audience.

At the heart of Ashley Kate HR is a commitment to developing and fostering relationships with the wider community in which they operate as such they are proud to be part of the amazing Master Cutlers Challenge 2014, fundraising for Sheffield Hospitals Charity and Whirlow Hall Farm Trust.  To assist is raising these vital funds raffle tickets were sold and the HR Profession did not disappoint, helping to raise another £71.15 prizes included

prizesSwizzels Sweet Hamper

Edinburgh Cycles Pack

£50 TGI Fridays voucher 

Champagne

Freshly baked Muffins from Speedibake

If you were unable to attend but would still like to make a donation please click on this link and Donate NOW 

The UK wide HR events are just one part of the Ashley Kate HR Network, which is an exclusive, free HR service we offer to the HR community. If you’re not already a member of The HR Network, Ashley Kate HR is offering you the opportunity to join for FREE so you can take advantage of the many benefits that our current HR Network members enjoy:

  • Invites to our HR Director Boardroom style debating events
  • Quarterly newsletters and bulletins
  • HR activity reports and salary surveys
  • Up to 20% discount off our standard terms of business for all levels of HR recruitment
  • FREE online advertising of all your HR opportunities on our own website and targeted HR websites
  • Extensive networking opportunities through our market leading Social Media group

Comments received from HR Network Guests

“Would you please pass on my thanks to all your Ashley Kate HR colleagues and Eversheds for their time – I genuinely believe these seminars are highly valued and Ashley Kate always does it so well.”

 “I found this event really helpful and useful especially the section on holiday pay calculation”

“I was a really relaxed friendly welcoming environment, it was fantastic to get the opportunity to catch up with fellow HR professionals”

If you are interested in joining the HR Network, want to attend future HR events or wish to discuss any current or forthcoming HR recruitment requirements then please contact Jo Pearson via email on jo.pearson@ashleykatehr.com or call 0845 413 3200.

You can find future HR Networking events on our website

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Networking Necessities

Jorja Carr - Recruitment Consultant for the North West

Jorja Carr – Recruitment Consultant for the North West

Networking can often feel like a chore, you may wish to put it to the bottom of your list of priorities but it is so worthwhile for many different reasons.

You probably feel that ‘networking’ is not your top priority, you are too busy ‘doing real work’ to attend Networking events.  Now consider this – whilst your busy ‘doing’ who is supporting your pipeline of work? who is ensuring you are kept informed and up to date on new legislation/developments within your industry? no-one!  We are all guilty of not thinking beyond our Jobs to To Do list but let’s consider the benefits;

  • Networking provides you with the opportunity to get away from your desk and the relentless re-active emails and telephone calls, allowing you the opportunity to free your mind from humdrum and allow those creative ideas to start resurfacing 
  • Meeting like minded people encourages you to rediscover what you love about your industry and gain new insights into different industries and the challenges they face (whilst also increasing your profile & connections)
  • Events such as the Employment Law updates are actually adding value to your knowledge and therefore supporting the business as a whole
  • Successful events are thought provoking and very informative for delegates
  • breakfastWho says no to free food & drink?
  • Events such as these are all about mutual benefits
  • How can you offer a service or help another?
  • There will be times when you may need help or advice, and you will want to have built a strong network to assist you
  • It is a great way to link up with like-minded people that may be experiencing similar issues as you, where you can learn from others gaining a wider perspective on matters
  • A fantastic opportunity for you to use your knowledge and experience to support others, we are after all a nation of helpful people!

For those in standalone HR positions, there often aren’t people to turn to on a daily basis, building up your network of support is vital in developing new friends and gaining a support mechanism.  It can be difficult to maintain face to face relationships,nwtworking in an age where so much of our day is taken up talking on the phone and sending emails, networking allows you to get this more personal contact back with people, allowing you to develop relationships beyond the event opening the door for future support and guidance.  

With all that in mind Ashley Kate HR are giving the gift of a morning away from work with your peers and like-minded professionals to share  thoughts and ideas,  make sure you take opportunity to speak about what YOU want to discuss and what YOU feel is relevant to YOU. follow this link to  Attend our Employment Law Update Breakfast Briefing final

Our Breakfast Briefing is a starting point for you to discuss areas that are relevant to you. With this in mind, don’t let us get to the end of the event without having talked about what you want to talk about. 

If you would like to discuss networking with Ashley Kate HR further please do not hesitate to contact me via email: jorja.carr@ashleykatehr.com or call 0845 413 3200.  If you aren’t able to attend on the 16th July expand your network by joining our HR Networking Group on LinkedIn.

 

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Ashley Kate HR Directors Boardroom at Eversheds London

HRD Boardroom Header 02Earlier this month, leading UK HR Directors gathered at the Eversheds Boardroom in London to join Pamela Harding Group HR Director from The Law Society as she led the latest Ashley Kate HR Directors Boardroom forum.

Kim MacNamara – HR Business Director Ashley Kate HR Midlands and South and Amanda Underhill  –  Senior HR Recruitment Consultant for the London region welcomed an excellent mix of leading HR Directors and invited them to join a, ‘collaborative’ interactive forum with Pamela as she introduced the key topic of, ‘How to make HR more accountable’ and then initiated in-depth discussions around how HR leaders could ‘advance their HR systems effectively in order to drive a culture of self-sufficiency and positively impact the bottom line’ and discussed how in todays climate HR leaders are keen to promote a more accountable culture, one which is high performing and value added and how to do so with confidence and to learn how to overcome obstacles as and when they  arise.

philipThe event was chaired by Philip Davies Partner of Eversheds and he fed back that Pamela had given a thorough overview of the project she had undertaken. He thought she had  offered attendees  a, “very practical and interesting presentation (which) helped to generate some excellent debate and discussion regarding the most significant barriers to change that organisations can face and how they can be overcome.”

We all agree that one of the top benefits of HRD Boardroom attendance is the networking value.  Where else can you find leading HR leaders facing the same issues as you and your organisation? Are there solutions you’re not aware of? Our market leading events provide HR leaders with a secure forum opportunity to debate topics that are relevant and topical and allow HR directors to clearly focus on key issues that will affect the future of their HR function. Pamela commented after the debate that she thought the event, “Was such a great forum …organised really well and attended by people with the appropriate level of experience from a range of industries that made for more fruitful debates and information sharing”.

In addition, all attendees were unanimous in highlighting that the forum provided them with opportunities to, share experiences with fellow HRD’s and was ‘very relevant to their current transformation programmes’ and it was ’good to know that other organisations have the same challenges’.

HRD8As you can observe from the photographs a good discussion ensued – click on the link to view photos Facebook and also why not take a look at the video on the Ashley Kate HR YouTube  page that provides further feedback and outcomes from Pamela regarding the HR Directors Boardroom forum.

Ashley Kate HR have further events planned for 2014/15. If you are a senior level HR executive and would like a copy of the notes and are interested in sharing ideas and experiences with those in similar positions to yourself and would like to join our HR Director’s Boardroom or offer your services as a key speaker please let me know so we may speak further. Email Kim – kim.macnamara@ashleykatehr.com or call her on 0845 413 3200. Why not take a look at other HR Directors views of our Boardroom events by reviewing Kim’s recommendations on her LinkedIn profile.http://uk.linkedin.com/in/kimmacnamara

Ashley Kate HR offer the full range of HR recruitment services further details of which can be found at http://www.ashleykatehr.com/

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