Tag Archives: HR advice

Do’s and Don’ts for an Interview Presentation

Gemma Thomason - Senior Recruitment Consultant for the North

Gemma Thomason – Senior Recruitment Consultant for the North

You got through to final stage interviews you’re up against two other candidates, they ask you to deliver a 15 minute presentation, what are you going to do to ensure you seal the deal and knock your competitors out of the water?  Use a generic presentation and change a couple of pictures?  I sincerely hope not!  Any Recruiter worth their salt will advise on the best approach for this presentation and what to expect.

Many of my candidates send me their presentation prior to their interview to have a quick look over sometimes for an additional proof reading eye or to assist in making suggestions as to the content in relation to the client.

I have devised a list of Do’s and Don’ts to assist you in your preparation.


Do stick to time – if you have been given 15 minutes then time yourself when preparing. There is nothing worse than being given a timescale and going way over your allotted slot

Do engage with your audience – make eye contact, smile and be passionate about the subject you are talking about.  Do not read off slides or notes word for word.  A presentation is exactly that, a test of how you would present so make sure you do.

Do be creative  – PowerPoint has been over used in many presentations and as businesses are always looking for a different edge, it may help to make you stand out if you use a different medium.  Take a look at these 5 Must Have Tools for a Killer Presentation  You can use animation, video clips or bring in props to visually explain your thinking.

Do be yourself – Don’t do any of the above if you feel uncomfortable. It will make you more nervous!  Your presentation style should reflect you.  Some of the best presentations I have witnessed saw the candidate speaking and engaging with the panel, without any bells or whistles ultimately gaining the buy in as an individual, this being achieved by talking passionately and knowledgably  about the topic.  Remember to always play to your strengths.

presentation1Do prepare for the questions you could face – You compiled and delivered a fantastic presentation, make sure you are prepared for any questions sections which may come up at the end.  Think about your presentation objectively.  Have you made any statements that may need expansion? Any examples you will need to provide further detail on? Think of how you would answer these in advance.

Do rehearse your presentation before it is presented.


Don’t rely on technology – If you are delivering a formal presentation and have been asked to use Powerpoint or another application make sure you have hand-outs just in case your USB/Laptop fails on you.

Don’t go off Topic – If you have been given a certain question make sure you are answering it.  Do not rely on generic answers or an old presentation you may have done at your last interview. Research the company and make it relevant to them.  Use terminology that they use as a company to show you understand and relate to their culture.

Don’t think you won’t be asked any questions until the end – this can be difficult as you may be asked questions by the panel as you go through.  (Usually when the answer may be coming on the next slide!)  If you are asked questions this can be seen as a positive sign that you are gaining engagement from the panel,  If however feel that it may distract or confuse you or add to your running time answer politely that you will be taking questions at the end or you will be moving onto this area in more detail.

Don’t pace around too much We all have little quirks which only seem to happen in certain situations, rocking backward and forward, pacing up and down can be distracting, try to stay relatively still whilst ensuring your body language is open and interested.

Don’t mix up different styles through your presentation (e.g. if you start out using Title case in your headings keep this going throughout).

Don’t use difficult to read or uncommon fonts that might not be accessible on other computers.  Use universally accepted fonts such as Arial, Verdana and Calibri.

Don’t put in meaningless slides, e.g. additional slide titles or agendas on a short presentations.

confidenceSo remember, think creative, answer the subject matter and most importantly smile, believe you can do this and you will.

Gemma Thomason- is a Senior HR Recruitment Consultant for Yorkshire and the North West. She is a customer focused, HR Recruiter and a key member of our Northern team.

Gemma has had key success in filling roles in the Yorkshire and the North West area including several at Regional HR Manager level with a global distribution firm, HRBP’s for a national Not-for Profit organisation and also in the Professional Service sector. She enjoys recruiting in the specialist areas of HR and has had some great outcomes especially in the Reward area recently.  If you require any assistance with recruitment please feel free to contact Gemma direct on 0114 221 8000 or email Gemma.thomason@ashleykatehr.com  you are more than welcome to connect with Gemma on LinkedIn or follow her on twitter.




10 questions you must ask yourself before you publish your job adverts

Kim MacNamara - HR Business Director

Kim MacNamara – HR Business Director

At the heart of a great business is a great product or service and every firm wants to be an ‘employer of choice’, attracting the very best talent.  Having an eye catching advert is also crucial in building your brand proposition and it plays a huge part in making this happen and if you want to strengthen and manage the perceptions of your company, then a strong advert is required. If you want differentiators for your product or service and want to attract top talent then you need to give prospective employees a real reason why they should choose you over your competitors.


tenquestionsWhy not ask yourself the following 10 Questions and remember if the answer to any one of them is a NO then start again!

1) Has it got an attractive job title – does it appeal?

2) Does the advert highlight your firm’s USP’s? Add a short introduction about the role to entice the candidate to keep reading on? Don’t make the mistake of providing too much information as the job applicant will do their own research if they want to find out more

3) Does your advert make a candidate want to find out more about the job and your firm?

jobadvert4) Does it stand out – if you were applying would you read it all to the very end?

5) Does it offer the candidate any benefits/reason for joining? Don’t bore your applicant with a cut and paste version copy of your Job Description – highlight the key tasks they will undertake.

6) Are you aiming it at the right target audience?  Be succinct about your person criteria as you can affect your response rate dramatically with just a few carefully chosen words.ninja turtles

7) Does it come to life and are you using appropriate language? Try to relate the roles responsibilities to your business objectives so the applicant can understand how the role will fit into your company’s objective.

8) Is it realistic and is it believable – will the candidate really experience the job on offer? Do mention location as well – this is just as important as the role they are taking on?

9) Are you pointing out key benefits in your reward package – this may make the difference between them applying to you rather than your competitor! – and help you attract talent from your competitor.

jobadverts10) Are the details of how to apply easy to follow?

So if you have answered YES to all of the above and you believe you have made a compelling case, you appeal  to the right level of candidate and to their  ‘needs’ and ‘wants’,  have thought of them as a customer AND believe they will be, ‘bought’ in to your offering THEN post your advert.

If you want any further support in how to write a job advert for your next HR role then you can also get in touch with the team at Ashley Kate HR. They are highly skilled and successful in composing eye catching, HR job adverts that maximise and promote their HR clients’ brand proposition and job opportunities.

Kim MacNamara FIRP, is a HR Recruitment specialist who has successfully placed HR Professionals  across the UK and is driven by a focus on excellent customer experience. Kim works alongside Claire  Baker, Gemma Thomason and Jorja Carr in the North West region and provides effective recruitment solutions for HR roles from Administrative to Board level.

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


HR Recruiter of Choice and an Industry Update

Kim MacNamara - HR Business Director

Kim MacNamara – HR Business Director

Knowledge and skills development is vital to the health and growth of organisations. Ashley Kate HR recognise the value of up skilling their team so they maintain their pole position as the HR Recruiter of Choice. Last week we welcomed two HR professionals to our Head Office to share their experiences of what it is like to be, and recruit for, an Organisational Development professional and an HR Director in the current climate.



Ruth Gawthorpe  is a commercial,  innovative and results focused OD and Change agent and her rolled up sleeves and direct approach has been instrumental in supporting many CEO’s and HRD’s who want to develop their People strategy, HR and L&D Teams to support growth.  She gave a great insight into the work of OD; defining what key skills are required to be noticed by HR Update1potential employers in the current climate, and provided many fascinating and also humorous anecdotes on how she has guided firms successfully through the process of OD and change management resulting in a high performance culture. In particular, she outlined the strategic plan she adopts when implementing OD change and provided some very useful insights in to typical questions we should be asking OD specialists when recruiting for our HR clients.

Her feedback was also extremely positive  and  the Directors at Ashley Kate HR were pleased to hear that she thought we had a, ‘’ a cracking team of Recruitment Experts.  I loved their authenticity, the different personalities and humour in the team and their thought provoking questions.  At Ashley Kate it’s obvious that you are all really keen to continually improve your business knowledge and intellect and I think that is bound to have such a positive impact on the service that you give to your Clients and Candidates. Well done for building such a capable team who display a real growth mind-set.’’

Peter Lunn is an experienced, HR Director with many years of experience working within household named concerns .  He made comment after his insightful overview of life as a HR Director client and candidate that the session was, ‘’A great initiative and one I’ll try and pinch …….. by inviting one of you to talk to my HR team.’’

HR updateHis session offered a true reflection of what it was to be  a job seeking HR Executive and the team enjoyed debating what aspects of service were key in the  HR Recruitment relationship from both sides of the fence in the present climate. He highlighted the importance of the candidate-client relationship being key to a long term partnership with an external  Recruiter and the team were keen to explore and understand his views of what HR would be like in 10 years time.

Feedback from the team highlighted how, ‘’informative‘’, the session was and that it provided, ‘’much food for thought’’ emphasising the increasing importance of thorough preparation and knowledge of the role, relationship building and structure when recruiting for a senior HR role.

Kim MacNamara – HR Business Director  explains how key training is even for very experienced recruitment consultants,  it , ‘’ builds confidence and this confidence allows us to focus on providing a  high level of service to our HR candidates and clients. We all enjoyed the session as it provided us with new ideas and impetus to keep us at the cutting edge of industry developments. Recruiters who are competent and on top of changing industry standards in turn will recruit the best HR talent that will help firms hold their position as a leader and strong competitor within their industry sector.’’

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.

If you are looking for a new opportunity in 2015 register your details with us today.



Beat the Winter Blues


Claire Baker – Group Operations Director

Motivating Employees through the Winter Blues

So the clocks went back, winter has well and truly set in with a weather bomb battering the country. The majority of your team have used up most/all of their holiday entitlement and we are on the last slog, with most of the Christmas festivities and break they are all looking forward to so close but yet so far.

The short winter days and darkness can lead to a dip in employee morale, mood changes, feelings of sluggishness and all of this could lead to work hours becoming less productive. So here are my top tips for giving your staff that boost without involving a trip to the Bahamas:

walking1Make sure staff take some time away from their desk for at least 30 minutes each day and step outside. Natural sunlight can help lift moods and a short brisk walk can alleviate those sluggish feelings.



Encourage healthy food choices in the office staying hydrated and eating more fruits and vegetables can help battle the winter blues. Keep fresh water on hand in the office. (My team will laugh at this one as I am always the first up for a certain popular fast food burger and chips).


Change things – staff may become more motivated when their job roles are made a bit more interesting, give them a new project to focus on or a task they wouldn’t ordinarily undertake. Sometimes a simple move around in the office can be all that is needed to get employees to change where they sit in the office.

Give staff something social to look forward to, a Christmas party, a simple get together after work or 5/10 minutes in the office to down pens and talk about non work related topics. This will help keep staff engaged and interested in each other and in their workplace.  Get them involved in raising funds for your chosen charity. christmasjumper

Remember though not to take over and let your team interact freely!

Allow your staff some face-to-face time with you. Emails/phone calls often eliminate the need for personal interaction so make the effort to speak with your employees directly.

Let your staff know how they’re doing. Even a simple thank you or well done can go a long way toward letting employees know they’re appreciated.

So wrap up warm and remember it may be gloomy outside. but the outlook from your team doesn’t have to be.theoffice

Claire Baker is the Group Operations Director for Ashley Kate HR with over 18 years recruitment experience in a variety of fields.  Please feel free to connect with Claire Baker on LinkedIn or follow her on Twitter  you can contact Claire direct on  0845 413 3200 or via email Claire.baker@ashleykatehr.com

For further insight read The Importance of a Happy Team  from Naomi Asher .






HR Directors Boardroom Update – Birmingham 2014

HRD Boardroom Header 02Leading HR Directors gathered at the Eversheds Boardroom in Birmingham on Tuesday 18th November to join Jenifer Richmond HR Director UK Coach from National Express as she led the latest Ashley Kate HR Directors Boardroom forum.

A number of key topic areas were discussed and all joined in a lively debate that focused on how HR can create an effective coaching culture and gain a ROI. Take a look at the outcomes of the debate by clicking on our YouTube page  

boardroom4One of the top benefits of our 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 current and allow HR Directors to clearly focus on key issues that will affect the future boardroomof their HR function. If you are keen to understand more about the debate, hear about the outcomes and would like to receive a free copy of the full notes from this essential HRD forum please email kim.macnamara@ashleykatehr.com

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 are planning their full schedule of HRD Boardroom forums across the UK in 2015, if you are interested in sharing ideas and experiences with other senior level HR executives and would like to join our HR Director’s Boardroom, offer your services as a key speaker or if you are recruiting for a senior HR position currently please let us know.  Also if you attended the event in Birmingham please add your comments on below so we can share the value of these HRD events to other members of the Group.

Ashley Kate HR offer the full range of HR recruitment services further details of which can be found on our website or our Company LinkedIn Page


Interviews: Use your Resourcing Consultant as a Valuable Resource!

Jo Pearson - HR Recruitment Consultant for the North West

Jo Pearson – HR Recruitment Consultant for the North West

So you’ve secured an interview for your dream job? Excellent! Now just to make sure you’re prepared for whatever may get thrown at you on the day!

Interviews can be a scary, nerve-wracking experience, but they really needn’t be.  It all comes down to preparation and getting the basics right to make sure you make the right impression.  And when I say basics, I’m not just talking about wearing your best suit, arriving on time, keeping good eye contact, speaking clearly and a firm handshake.

No, these things of course are important and will set you off on the right foot but there’s a few other things you can do to make sure you leave a lasting impression and ensure that you’re the candidate the employer is itching to call back with a big fat offer!

I thought it might be helpful here to compile a short list of tips and tricks based on my experience of working in recruitment for the last 5 years and to make sure you’re getting the most out of your consultant.

  • Use your recruitment consultant to get as much information as possible about what to expect from the interview. It’s great that you have the job description and have done your recruitmentconsultant2research on line but a consultant worth his or her salt will have information you won’t be able to find anywhere else. They should know what you might be asked; what the interviewers are “really” looking for; what puts them off; what will grab their attention.       Your consultant should be calling you with all this information and if they’re not; call them and ask!


  • Take a copy of your CV, the job description and make some notes of good examples of your experience and some questions you want to ask. You’ll look well prepared and if you forget something or “go blank” you’ve something handy to jog your memory and refer to. Everyone’s suffered that moment in an interview when what you really wanted to say goes out of your head! If it gets really bad, take a breath, have a drink of water and ask the interviewer a question.

presentationIf you’ve been asked to prepare a presentation, check what it is they’re expecting from you. Prepare it well in advance and get your consultant to cast a second pair of eyes over it. They should know again what the client’s looking for in more detail than the brief you’ve been given and will be able to give you some handy pointers.  Take plenty of handouts, and if you’re using your own laptop make sure you have your power adapter with you!


  • Do your research on who will be interviewing you. Use Linkedin to your advantage.  Find out where they worked before and ask them why they joined the business and what they like about working there. It’ll help you decide if it’s the right job for you. It’s a two way process after all. Oh, and make sure you call them by the correct name during the interview. A simple thing you might think but I have known some occasions where a candidate has called the interviewer by the wrong name throughout!

interview dress

  • Dress smart and look your best but dress appropriately. I know that outfit looked great on you when you last wore it to Friday night cocktails but……really?! For further guidance on dressing for success read Top 10 Tips for Interview Dress Etiquette



Here is a really useful video to guide you through your interview step by step.


These are just a few ideas based on my experience and where I’ve seen people sometimes not get it quite right.  Now you’re hopefully all set. Good luck!

You can contact Jo on 0161 615 9000 or email him at jo.pearson@ashleykatehr.com.  The North team consist of Jo, Paula Shaw, Jorja Carr and Gemma Thomason. and are supported by a UK network of HR Recruitment Consultants.




Recruitment is not that bad! Honestly

Kim MacNamara - HR Business Director

Kim MacNamara – HR Business Director

Have you noticed there have been a few derogatory comments made about recruitment consultancies recently on Twitter?  Why is it that there is still a small percentage (thank you to the majority for your positive comments!) of HR that feel it necessary to criticise recruitment consultants. I think this is so counterproductive!

Isn’t it about time we think constructively and come up with new initiatives and for HR to become more in tune with consultancies to make the relationship work so that it is mutually beneficial? The majority of HR out there really value the service consultancies offer, and work in partnership with them, whether that be as a candidate or as a client, and there is no getting away from it there is a market for good niche specialist recruitment consultants. We are here to stay! You only have to look at the recent REC report    to see the value of the UK’s recruitment industry has surpassed its pre-recession peak, recording total revenue of £28.7 billion by the end of the financial year 2013/14.

So how should HR work collaboratively and positively with their recruitment consultant to ensure maximum benefit and continued brand strengthening? You want value for your money in your recruitment process or as a candidate you want excellent service so why not focus on developing a relationship that will really work for you.

toptipsTop tips:

At interview stage – confirm an action plan with your consultant.  Agree how and where they will market you, on and offline and schedule a time to review progress.  Bear in mind recruitment consultants are hard to get hold of during the day, this is because they are actively working during core hours of the day trying to generate a new challenge for you.  Don’t forgot this is 2014, recruitment volumes are higher and yes it is frustrating trying to get hold of people – get a time in place to speak/update and avoid the constant to and fro of wasted calls and emails. Implement structure into your joint action plan.

If you feel your consultant is not probing you enough with questions at registration stage tell them there and then, not afterwards to your fellow colleagues and bloggers.  Make sure you fully equip them with all the information they need to actively promote you to their clients.  This is a two way relationship remember and they need to act in your best interests.

If you feel you don’t understand the role fully you are being considered for – challenge the consultant to find out more.  A good consultant will know the ins and outs – of the role if they have been fully briefed by the client of course.  Brands can be so easily misunderstood if clients do not spend adequate time to brief properly.

recruitment12It has been suggested that consultants can easily damage employee brands.  My response would be – why would we want to do this? – it wouldn’t make good commercial sense to do this right!!  We have access to more industry insights than a candidate or internal recruiter will have. Probe that knowledge further until you are satisfied you are happy with applying for the role. More often than not we work on a retained assignment basis with our clients and this gives us fantastic insight in to a firms objectives and can then truly provide an overall picture of the job opportunity and operate as an extension to the hiring team in promoting cultural values and visions. Failure is not an option in our recruitment world and job seekers are now behaving like consumers so it makes perfect sense to identify what our candidates intentions are and work cohesively together.

hrnetworkIf you are of the opinion that an agency is only interested in a quick fix then think again! Look for specialist recruiters who have a long track record, you can benefit from their market intelligence on areas such as the job role, structural information, contact data, sector and salary and can offer unbiased company views when applying to HR roles. Also ask them about their post placement added value services and how your new team will benefit.  Take a look at our HR Network for further advice on value added services

Remember a good Recruitment Consultant has to be nimble and adapt to the ever changing climate and developing an effective relationship with a HR professional is key but it will only work if both make the effort. Recruitment is an art; there are those that are better at it than others but the long term specialists are the ones you need to be targeting to develop a results orientated approach to your career plan.

tangoDon’t forget this is a 360 partnership for it to work effectively and also remember it takes two to tango!

Ashley Kate HR are always open and receptive to ideas on how to develop effective candidate and client relationships further – if you would like to connect with me to discuss more effective ways of working with recruiters then please feel free to connect with me on LinkedIn   or email me directly –  at kim.macnamara@ashleykatehr.com.

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.







The Importance of a Happy Team – and how to achieve it!


Naomi Asher – Co founder & Managing Director of Ashley Kate HR

I am naturally a happy, optimistic, positive person, I believe life is short and you have to embrace it and not waste time on negativity or on people who create negativity.

These views I bring into both my personal life and work, if people are happy they are more productive, if they are surrounded by a team of happy, positive people then they will all be more productive, the more productive you are the happier you are, so how do we as Owners / Managers help our teams to feel this way.


Work life balance – I’m not the first to discuss this, in fact in the 20 (ish!) years I have been working it has been a constant topic of conversation, so why are so many companies still getting it wrong – I have worked in environments where you have to be in before your ‘boss’, leave after they have left, your ‘standard’ hours are totally different to the hours you are ‘expected’ to work  why? And part time / flexi hours do work in recruitment; retaining talent is key, so why say no to requests for flexibility.

 I encourage standard and expected hours to be the same, in recruitment this is not the norm, our Consultants work 8.30am – 5pm or 9.30am to 6pm – the Ashley Kate HR offices are open 8.30am – 6pm our clients and candidates get the level of service they require and should expect, but our team get the time outside of work to have a ‘life’. If someone is doing excessive hours I look at why, do they require support in prioritising workload, extra training? I do not reward it.


The working environment – I absolutely want a professional environment but that doesn’t mean stuffy, not able to have fun whilst at work, encouraging and allowing simple things like charity days, dress down (or dress up!) days helps people enjoy their time in the office. Our clients and candidates are professionals but they are also people, they support our Charities and CSR initiatives, and feedback regularly that they like to see what the team are doing.

Social Media – In a world that is embracing social media the importance of being present having a strong brand is high, there are so many guidelines on how to build your brand and the tone you need to use, my advice is be yourself, be professional, share relevant industry information, comment, be authoritative in your field, but be true to who you are, people buy people first, restricting people will not support them in their SM growth and forcing people to be present in forums/platforms they are not comfortable in for example videos or blog writing will not work, if these are essential for everyone a lot of training and support is required but ideally pull on peoples strengths those who don’t like certain things will be comfortable elsewhere.

supportSupporting underperformance – the recruitment industry has a tendency to view people on their last month’s performance, one bad month and you’re out – why? Even your top Consultants will have a bad month, before placing blame find out why, our ‘product’ put crudely is people, they are a lot harder to control than a tin of beans, things happen, interviews get rearranged, clients have to be off, candidates are ill, an extra stage is added to the process, if your consultant isn’t hitting targets they need support, they need training, not auditing and blaming.


Yasmin Elezaj & Leon Morley rewarded for success

Motivating – everyone is motivated by different things, respond to different incentives, find what works, in recruitment it tends to be ££££ but a simple cup of tea made for them, box of chocolates or a well done goes a long way – people are quick to mention the negatives make sure you reward or even just acknowledge the positives.

To put a caveat to all the above, sometimes extra hours are needed, sometimes the working environment has to be fully focused on the task in hand, some things are not appropriate to post on SM, some underperformers can’t be turned round by training, I am realistic, but let’s give the positive a try first and see what happens……

I enjoy going to work, I am not naive enough to think the whole team feel this way every day but I do know the majority of time they do and no one dreads their working day.

Combining professionalism with fun to me is how you achieve a ‘Happy Team’

I’m a great believer in 360 feedback, take a look at what our consultants say about working for Ashley Kate HR. Ashley Kate HR Feedback

If you would like to discuss working with Ashley Kate HR either directly or indirectly email me naomi.asher@ashleykatehr.com or register your interest on our website or call 0845 413 3200.




Is Job Share a Solution to Flexible Working?

Gemma Thomason - Senior Recruitment Consultant for the North

Gemma Thomason – Senior Recruitment Consultant for the North

With the new 2014 legislation giving all staff who have worked with you over 26 weeks the right to flexible working, has your company considered Job Share as a solution to offer?

Great idea Gemma BUT …..

  • “Oh no a job share won’t work in OUR business”
  • “This role is too senior to be a job share!”
  • “How do we handover if we are not in on the same day?”
  • “Our customers/clients/stakeholders won’t like dealing with two  different  people”

Valid concerns but in my experience of working on a job share, here are some key ideas on how a job share may work for your business and may be the solution to providing flexible working for more staff in your workplace.

PeopleselectionSelection – Choose the right people – do two staff members requesting flexible working hours already work well together? Therefor it would be an easy solution to match them up obviously as long as they are of similar level and both have requested flexibility.

If you are recruiting into the 2nd job share post ensure the first person is involved in the process.

How will it work? – Schedule a meeting with both job share employees on process and how things are going to work.

Agree a process for them to follow with regards to handovers whether these are written or handover1verbal communications.  The key is simplicity.  Spending half the day deciphering or writing the handover becomes ineffective. Keep the hand over to key points and urgent business.

Emails – Create a shared signature on both emails explaining the days of work for each individual.  Ensure emails are redirected to correct job share partner without an “out of office” you want your customers to see a seamless process not worrying if their email has been received or not.

Skills –  A job share can work in a number of ways to suit your business but it makes sense to play to strengths. Do some candidates prefer to be more client facing, does one prefer to do the analytics and numbers. Two heads are better than one could really add value to the role and your business.

Ccommunication1ommunication – Key to success, not just between the job share partners but also with everyone within the business and your clients will see the job share as success and beneficial to them.

There a number of ways to make a job share work for your business.  By offering such flexibility you will engage and retain your top talent and still maintain business productivity.

If you have been struggling to recruit a HR professional on a part-time basis, I have key experience in this area, do not hesitate to give me a call on 0114 221 8000, or email me Gemma.thomason@ashleykatehr.com.

Gemma Thomason- is a Senior HR Recruitment Consultant for Yorkshire and the North West. She is a customer focused, HR Recruiter and a key member of our Northern team.

Gemma has had key success in filling roles in the Yorkshire and the North West area including several at Regional HR Manager level with a global distribution firm, HRBP’s for a national Not-for Profit organisation and also in the Professional Service sector. She enjoys recruiting in the specialist areas of HR and has had some great outcomes especially in the Reward area recently.  If you require any assistance with recruitment please feel free to contact Gemma direct on 0114 221 8000 or email Gemma.thomason@ashleykatehr.com  you are more than welcome to connect with Gemma on LinkedIn or follow her on twitter.



HR Networking & Employment Law Update

The Ashley Kate HR final employment law update of the year was a great success.

Birmingham played host to over 50 HR Professionals who enjoyed a breakfast and networking followed by an employment law update delivered by Caroline Robins and Frances O’Neill of Eversheds.

The update covered Whistle blowing, Shared Parental Leave & Holiday Pay.

The feedback from this update was extremely positive with a great deal of interest surrounding Shared Parental Leave and in depth questioning regarding potential Holiday Pay reforms.  The feedback we received regarding the event was very positive. 

silouette2“Very Informative” “Great content” “A good general ER overview”

“Informative session and the speakers clearly presented the topics and covered all areas”

“First time to an event and I found it very informative”



During the event the Ashley Kate HR team sold raffle tickets, the prizes included £50 TGI Voucher, £50 Boden Voucher, tickets to Twin Lakes and beauty gift bags.  The raffle raised at total of £77 and this  money has been split evenly between the Whitechapel Mission and Base 51.

base51Base 51 supports young people aged between 12–25, providing easy access to services including: Health, Counselling, Housing Advice and Support, Learning Support, Support for young parents, practical support such as affordable meals, and free laundry and showers.

At the Whitechapel Mission, they have been helping Londoners to help the homeless since 1876, meeting the specific needs of each man and woman who walks through their doors. They are a volunteer led workforce with very few staff, but this does not mean they are a small Whitechapelpngorganisation.  First, they help the homeless by meeting immediate needs: food, shelter, clothing, and medical care.  In their recovery programs, Whitechapel Mission volunteers help address deeper needs for life-skills and job skills training, and addiction recovery.



HRN5Ashley Kate HR run these much anticipated legal seminars in conjunction with Eversheds and they formed part of a full schedule of HR networking events that we held in 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.  We are currently putting together the schedule for next year and will release this shortly. If you are keen to join the our HR Network and attend these valuable legal updates please email solutions@ashleykatehr.com

HRDboardroomBirmingham1Our final event of the year is due to take place on the 18th November our HR Directors Boardroom debate is being hosted at Eversheds in Birmingham and promises to be a lively HR debate, a few places are still available if you would like to attend please email kim.macnamara@ashleykatehr.com