Tag Archives: HR advice

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.


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.


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.


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 


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



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.



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/


Employment Law Update Event – Wednesday July 16th 2014



Breakfast Briefing finalWe would like to invite you to the next Ashley Kate HR Network Event where leading employment lawyers from international law firm Eversheds LLP will provide an update to HR professionals on key legal developments including;

  •   The new right to request flexible working
  •   Calculating holiday pay
  •   Case law Update

Breakfast pastries and refreshments will be provided at 8.00am for an 8.30am start at Eversheds Manchester office located at;

Eversheds LLP, 70 Great Bridgewater St, Manchester M1 5ES.

The event is sponsored by Ashley Kate HR and is free to all HR Network members. Non-members will pay a small charge of £25 (plus VAT) per delegate.

This is an essential update for anyone involved in HR.

The event will be led by Naeema Choudry and Andrew Moore from the Eversheds LLP Human Resources Group.

Naeema Choudry

Naeema is a partner in the Human Resources Practice Group and advises on all aspects of employment law acting primarily on behalf of large scale employers who are household names.  She undertakes her own advocacy in tribunals throughout the UK (including Northern Ireland) and has a special interest in executive terminations, TUPE, large scale redundancies, contractual disputes and discrimination issues. Naeema is a regular speaker at seminars and conferences and contributes to a variety of publications and broadcast media, also being featured in the Legal 500 Legal Experts and Chambers directories.

Andrew Moore

Andrew is an associate in the Human Resources Practice Group specialising in contentious employment and labour law.  He works across practice areas including Diversified Industries, Retail, Food and Transport. He advises on all aspects of employment and labour law and has expertise in preparing and conducting employment tribunal cases. He also advises on non contentious matters such as disciplinary and grievance issues, discrimination and TUPE.   Andrew is experienced in drafting and amending employment documentation including, service agreements, contracts of employment, staff handbooks, casual workers agreements and sub contractor agreements.

We look forward to seeing you on Wednesday July 16th 2014.

Follow the event and invite your colleagues via our Twitter account @AshleyKateHR

Share the event with your LinkedIn connections via the HR Professionals Network UK group.

AttendTo book your place please complete the form below


War for Talent

Amanda Underhill - Senior Recruitment Consultant for London

Amanda Underhill – Senior Recruitment Consultant for London

The importance on human capital is stronger than ever as we enter another war for talent.  As the economy strengthens so has the need for companies to engage with HR candidates whether they be from different sectors, contractors or candidates that don’t hold the CIPD qualification.

This is an age old concern for internal and external recruiters, but one that needs to be tackled now whilst candidates are at a premium.   Over the last four years at Ashley Kate HR, this topic has been raised more times than I have eaten a Mr. Whippy ice cream and for those that know me, know I would marry one if I could!   But nevertheless, it is a daily topic.

square pegNow I am not suggesting moving a long term public sector candidate into a retail environment, but surely neighbouring sectors should be considered?  Or offering a ‘professional’ contractor a permanent role, but more focus should be on HR professionals who have found themselves contracting due to economic climate.  Surely current experience far out ways someone who has been in long term unemployment?  So how important is sector experience and a solid career history and the ever ‘important’ CIPD qualification. Collectively all of these candidates are being overlooked for their most obvious assets; experience, quick delivery, quick win ideas and adaptability.

quote2Remember the saying – if you always do what you have always done, you will always get what you have always got.  As a specialist recruiter, I believe it’s my job to challenge back; to ensure we are marketing our candidate’s full potential and experience.

Last year I worked with a retail client who expressed all candidates come from the retail sector.  After discussing the role in more depth and the challenges ahead, we agreed to look away from just retail, but also to look at candidates who have a solid background in a sales organisation (a fair compromise I thought).

Excited by this, I knew straight away who the right candidate would be, and within 24 hours had the CV in front my client, only to be greeted with a decline! I knew this candidate was right for the job and the company so I was not satisfied with this and I challenged back.

greatjobThey had been declined on sector, my client hadn’t explored the companies my candidate had worked for and assumed there wasn’t a fit.  I had developed a good relationship with this client and built his trust in my knowledge of this candidate and his sector so he interviewed him. Long story short, my candidate got the job with a salary increase.  A very embarrassed client thanked me for my candidness and eight months on I have filled another two HR roles with them.

So what should hiring managers and recruiters consider when recruiting;

  •  When disregarding that CV, relook and rethink!
  • If you don’t know what a company does – look it up, you could be missing out on a gem!
  • If a candidate has had a lot of contract jobs – is this really such a bad thing? Look for the positives and imagine how much knowledge and experience they will bring.
  • Does a qualification really matter or could it actually be just a desirable?

Imagine you are actively looking for work; your skills are transferable right? So why aren’t theirs?

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 .

Once you have found the perfect candidate make sure they start, read our blog from Gemma Turner on ‘Getting On-board’ - top tips on getting your on-boarding process right.


‘New Starter’ Tips – Plan for your new role by Natasha James

Natasha James - HR Recruitment Consultant for the South East

Natasha James – HR Recruitment Consultant for the South East

Be Yourself! – The most valuable piece of advice I give to my candidates when they start a new role.

Staring a new role can be exciting, especially when doing something completely different. It can be challenging, it’s easy to feel nervous too! Are they going to fit in? Will they like their new colleagues? How is the job going to compare to their expectations?

Either way it is really important to remember to be yourself. Your personality will have played a big factor in you being offered the position in the first place, so try to stay at ease and remember to showcase your winning personality from the off. Being confident, open and personable can really help make you feel settled, in turn it can help the people around you to get to know you quicker; your colleagues are your support network during those first few days/weeks, fitting in and gelling with them is important to help a smooth transition into your new role.newstarter

I am talking from experience here! Just four short weeks ago I was welcomed into a long established team with Ashley Kate HR. Like anyone who starts a new position being the ‘new girl’ is unsettling and nerve wracking. I had no need to worry, after my initial meeting and induction day I was introduced to the team it really helped that the people here were so friendly and supportive. It was great to feel welcome right from the word go. Ashley Kate HR provide a full induction and training programme which incorporates time with colleagues to build relationships this really helped me feel like part of the team from the get go.

Already having over three years of experience within HR recruitment prior to my start really helped, knowing the market, knowing HR and the challenges faced by HR professionals made it feel like the right transition for me to move into a specialist HR recruitment consultancy like Ashley Kate HR.

I thought I would share some of my ‘New Starter’ Tips on how to plan for your new role. A few of which I applied to my new start!

  • If possible, take some time off between jobs, this time can help you separate from your previous workplace.
  • newjobTake the time you have off to do some research, review the research you did prior to interview. Learn all you can about your new employer and their corporate culture. Speak with friends and connections to find out if they know any of your future co-workers and ask that person to introduce you prior to your first day.

  • Follow their Social Media activity which helps show you the ‘tone’ of the company. Review their website so you can see how they position themselves
  • Plan what you’re going to wear during the first week of work. Remember, you’ll want to wear your most conservative outfits to start off with, until you figure out what’s appropriate and what isn’t.
  • Plan the route you’ll take to work as well as some alternate routes, should there be traffic.
  • That first week of a new job can be exhausting, make sure you are on top of your personal admin so you can focus fully on your induction

Tips for when you start

positiveHave a Positive Attitude - Let your enthusiasm for being part of the team and the company show to everyone you interact with. Show your team spirit – Offer to help / support colleagues in any way you can Learn co-workers’ names quickly – This will help build relationships quicker

Ask Questions and Ask for Help - It’s better to ask before you’ve completed the task the wrong way and wasted all that time. LISTEN, no one expects you to know everything from day one Take Notes – Unless you have a photographic memory consider taking notes on everything Take Initiative – you will likely be assigned smaller tasks initially, once completed ask for the next one don’t wait to be told. Volunteer to help.

latenessTime Keeping - Be on time, come in early, stay a little later nothing can affect your reputation faster than routinely coming into work late or leaving work early. Be dedicated and flexible. Avoid office politics and gossip! Show Appreciation – Show your appreciation to everyone who helps you learn the ropes during your first days on the job.

Keep Your Line Manager Informed – Keep them informed of how you are doing. Especially in those early days, meet with them to further establish a rapport and relationship. Be sure they know you are a self-starter and hard-worker. Meet and network with key people in your company and profession. Remember to relax, keep your mind open, get to know your team members, and do your work – and you should go far in making a lasting impression and reputation.

During my first month everyone at Ashley Kate HR has been a huge support, I have been provided with all the tools and training I need to get off to a flying start. I have high hopes in building a long lasting and successful career at Ashley Kate HR.

I do hope these tips are useful for you, if you would like to discuss and HR Recruitment matters further please feel free to email me natasha.james@ashleykatehr.com or call me on 0845 413 3200 you can also connect with me on LinkedIn or why not follow me on Twitter.