Healy Hunt

We offer specialist search for roles in Financial Crime Prevention and Anti-Corruption. Read Ross's blog from last year. https://lnkd.in/eibE4ZHp #aml #fincrime

The best recruiting organisations stand out by taking care over job descriptions and not letting AI do more than the first draft. A good job description attracts talent by selling the company's vision and culture and showing an opportunity for impact, growth and autonomy, without erecting unnecessary barriers to entry; all the kinds of things our consultants share with candidates during a search process. https://lnkd.in/e_JbWxCh #recruitment #executivesearch #ai #jobsearch #peoplestrategy

In a US-focused article, former Meta COO Sheryl Sandberg explains why unlocking the potential of women is the key to creating strong economies and organisations. " This isn’t about having fewer men in the workforce; the more capable people we have, the better." https://lnkd.in/dVkKmZzC #leadership #coo #genderequality #competitiveadvantage

We believe in the power of mentoring, either in a company programme or with an external mentor. Find out more in our blog from last year. https://lnkd.in/e5aVJkWb #mentor #mentee #mentoring

Companies are failing to convince workers of the benefits of AI. However, the more people use the tools, the more they see the potential possibilities. There are wide discrepancies in adoption across different demographics. From a candidate's perspective, it is wise to familiarise yourself with AI tools and become proficient in increasing productivity with them. Click the link in the first comment below to read the FT article. #ai #recruitment #skillsdevelopment #cityjobs

Celebratory events are not the best way to show employee appreciation. HR leaders understand the need for intrinsic rewards where praise and recognition are built into regular operations and excellence is rewarded. So, while bonuses remain very important in Financial Services, the ability to show that individual performance is valued on an ongoing basis may be a stronger way to attract and retain talented individuals. Candidates increasingly look for signs of a supportive employer culture. Click the link in the first comment below to read the FC article.

The power balance is switching back to employers after an extended window of employee empowerment, but is the "new normal" the old normal now? Not entirely. When trying to motivate, attract and retain talented employees there are clear pitfalls to be avoided. These include micromanagement and rigid controls, neglecting employee well-being, and treating workers as replaceable assets. History tells us that failure to do so leads to increased turnover, reputational damage, and declining performance. Simple guidelines include measuring output and impact rather than activity and attendance, creating autonomous roles that avoid burnout and designing retention like a customer loyalty programme. It's not about being soft but about facilitating people to perform. Read the article by Ron Carucci and Jarrod Shappell by following the link in the first comment below. #retention #management #peoplestrategy #talentattraction

We're #hiring a new Associate Director - Risk & Compliance in London Area, United Kingdom. Apply today or share this post with your network.

Companies want to create scalable leadership programmes without sacrificing quality. This is in response to weakened leadership pipelines. The adoption of technology, a move to flatter hierarchical structures, the conscious creation of untitled leaders and mentoring from existing management can all be part of the solution. Professionals who seek out management training and experience inside or outside their organisations will enhance their career prospects. In some cases, leaders need to be recruited. There's a link to the Fast Company article in the first comment below. #careerplanning #leadership #executivesearch

American research shows that women entering the workplace are, on average, more qualified than their male counterparts, but when it comes to first promotions, men outnumber women. The gap expands as careers progress through levels of seniority. The stats are skewed even more for women of colour. The HBR blog in the first comment below has lots of good advice about proactive choices women can make (there's good advice for everyone) about employers, roles, promotions and more to keep their careers moving. #careerplanning #genderequality