Category: Recruitment and hiring practice

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A guide to private household salaries

With no established benchmarking process, determining the appropriate salary for private household staff can be harder than first thought. As with any role, salaries are dependent on experience, qualifications, location and job responsibilities, and so can range widely. However, understanding the current market can provide insight into the industry standard and guide you in the

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Five ways to encourage the female pipeline in workplaces

With International Women’s Day still fresh in our memories and the looming mandatory gender pay gap reporting deadline in April, the topic of encouraging female talent in the workforce is more prevalent than ever. Companies are now dedicating time and resources to finding solutions that go beyond simply hiring more women. While this works on

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Closing the gender pay gap, one country at a time

On 2017’s International Women’s Day, Iceland made waves by announcing that from January 1, 2018, it would be illegal to pay women any less than men. As the first country in the world to do so, they set a new standard for addressing the gender pay gap, with the aim of completely eradicating it by

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The benefits of hiring a boomerang

With a low employment rate but an ever-increasing number of vacancies, finding the right talent in today’s market is becoming harder than ever. This, coupled with the millennial tendency to jump around between companies and roles, has led to the rise of a phenomenon called the boomerang hire. A boomerang employee is one that has

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Pros vs. cons of workplace personality assessments

Over 80 % of US Fortune 500 and 75 % of UK Times 100 companies are using personality assessments to aid the recruitment and hiring process for their businesses. Joining the likes of JP Morgan, Barclays and KPMG, Goldman Sachs has now confirmed that personality testing will be rolled out as a tool to assist

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Diversity monitoring – why it is important and how to do it effectively

In today’s working environment, diversity is no longer an aim – it is an expectation. UK law requires that employers promote equality within the workplace and carefully consider whether they are discriminatory on any grounds. Establishing a diverse workforce doesn’t mean paying lip service to legislation – there is, in fact, a solid business case

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Four reasons why diverse hiring is better for us all

Diversity is no longer a buzzword. It’s business-critical. Most of us would agree that diverse hiring is a positive thing for the economy, however, it goes without saying that for many, it’s still a highly contentious topic. Hiring with diversity in mind is no easy task: among those businesses who have embraced it, hiring managers

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Is three months’ notice a good or bad thing?

Increasingly, employers are putting their administrative staff on three months’ notice as opposed to one months’ notice. The motivation behind this is partly a reaction to the evolution of the PA role, and partly a fear of being ‘left in the dry’. Additionally, where we’d previously seen line managers altering an employee’s notice period after

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A guide to interview follow up

When most of us walk out of a job interview, it’s not uncommon to breathe a sigh of relief. Regardless of whether it went well or not, it can be tricky to judge the right protocol with following up. Is it better to do nothing, and wait for interviewers to get in touch with you?

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Five key differences between a job ad and a job description

Even the most well-seasoned of hiring managers and HR specialists will occasionally confuse and use job ads and job descriptions interchangeably. It’s crucially important to differentiate between them though – they serve two very different purposes! 1. A job description describes what the candidate does for you; an ad should focus on what you can

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