re:find - Interim and Executive Search

Kindness is Contagious! It’s easy to get caught up in deadlines, meetings, and our daily to-do lists. However, a simple act of kindness can create a ripple effect that brightens someone’s day and makes a more positive environment for everyone. Today, I encourage you to take a moment to go out of your way and perform a kind act. It could be as simple as: - Offering a genuine compliment to a colleague. - Helping someone with their workload. - Sending a thoughtful message to check in on a friend. - Supporting a local charity or volunteering your time. - Sharing a resource that could benefit someone. Remember, kindness doesn’t have to be grand; even the smallest gestures can make a significant impact. Let’s spread positivity and make an effort to uplift those around us! What kind act will you commit to this week? Share your ideas in the comments and let’s inspire each other! #KindnessMatters #BeTheChange #PositiveImpact #Community

A lot of us will finish work on Friday 20th December ready for the festive break, which btw is in just over 100 days time. Why wait 100 days to start making changes, when you can achieve so much within 100 days? This is a great time to set clear goals, start planning for next year, focus on growth, strengthen relationships, and reflect on our achievements. Let's make these next 100 days count and head into the new year with momentum and purpose! What are your goals for the remainder of the year? Share them below! #GoalSetting #YearEndReflection #PersonalDevelopment #PlanningAhead

Times have changed. And so has the thinking around 'gaps' on CVs. As a recruiter, it's essential to approach gaps on CVs with a nuanced perspective rather than viewing them as red flags. Here are several considerations regarding gaps on CVs: 1. Changing Perspectives on Employment History Many candidates have non-linear career paths due to various reasons, including personal circumstances, further education, caregiving responsibilities, or pursuing freelance work. This shift means that gaps are increasingly common and often understandable. 2. Focus on Skills and Experience Rather than fixating on gaps, assess a candidate’s skills, experiences, and accomplishments. A gap in employment does not necessarily correlate with a lack of abilities or motivation. Candidates may have developed transferable skills during their time away from traditional employment. 3. Open Communication Encourage candidates to explain their gaps during interviews. Understanding the context is crucial—many candidates have valuable experiences, such as travel, study, or caregiving, which can enrich their perspectives and skills. 4. Emphasise Character Over Chronology Focus on the overall character and potential of the candidate. Their resilience, adaptability, and ability to navigate challenges can be more telling than a continuous employment history. 5. Trend Towards Inclusivity Many companies are recognising the importance of diversity in hiring, including backgrounds and experiences. This trend encourages a broader view of what constitutes a strong candidate, allowing for gaps in employment. 6. Evolving Recruiting Practices As the recruitment landscape evolves, many organisations are shifting towards a skills-based hiring approach. This methodology evaluates candidates based on their capabilities rather than their traditional career trajectories. #ExecutiveSearch #recruitment #leadership #CV #employment #bestpractice #CVgaps #Interim #Search

Wow! What a night! Last night was #DisruptHR 2.0 at the #ButtonFactory in Birmingham - and I am so delighted at how well it went and how many of our existing friends, clients and colleagues came to support us, learn new things, and meet new people. And, to all the brand-new connections that were made too - thank you! To have this amazing, vibrant, and supportive community means the world to me, and our team here at re:find. And I know the other event partners and sponsors all feel the same too! The evening was full of amazing talks, from the Expert Guest Speakers to the general networking taking place on the floor. Well done everyone - and thank you. See you next year at DisruptHR 3.0. And if you can't wait till then? Join one of our local mini versions of this event - called Erupt Disrupt. Details to follow soon so follow #EruptDisruptBirmingham

And here we have it.....the final line up of the Industry Experts who are all booked to be the Guest Speakers at the #DisruptHR event that is taking place this Thursday 5th September 2024 at The Button Factory in #Birmingham. Please join me in wishing a very warm welcome to all of the 13 amazing talented people, that will be accompanying me on the stage later this week: 1. Deborah Hartung 2. Lara Holding-Jones (Kenny) 3. Debra Corey 4. Kul Mahay 5. Tom McDowall 6. Chris Robinson 7. Liz Crutchley 8. Ted Hewett 9. Pauline Gunn 10. Trish Hewitt- LLB, MA, FCIPD 11. Dr Ali Raza Nemati (CMgr FCMI, CHRP, CTP, CSHCM, CLDP, CPPAP, CTCL ,CIFE, CPOH) 12. Nicky Marshall 13. Vicky Campbell If you haven't already, please access #EventBrite to grab your complimentary ticket!

Who is joining us next week for the DisruptHR event in Birmingham? The evening is going to be a great night full of transformational speakers, and HR experts, disrupting HR right in front of you. The event is free, famous and fabulous! I'll drop a link in the comments for you OR message me directly if you have some questions about it. #Leadership #CareerDevelopment #SeniorLeadership  #Networking #JobMarket #ExecutiveJobs #CareerAdvice #ProfessionalGrowth #HR #DisruptHR

Giving feedback effectively is crucial for fostering growth and improvement. Here are some best practices: - Be Specific: Instead of general comments, provide clear examples of what was done well or what needs improvement. - Use the "Sandwich" Method: Start with positive feedback, then discuss areas for improvement, and finish with more positive comments. - Be Timely: Offer feedback as close to the event as possible while the experience is still fresh. - Focus on Behaviour, Not Personality: Address specific actions or behaviors rather than making it personal. This keeps the conversation constructive. - Encourage Dialogue: Allow the recipient to express their thoughts or concerns. This can lead to a more meaningful conversation and understanding. - Be Empathetic: Consider the recipient’s feelings and perspective. Approach the conversation with kindness. - Offer Solutions: When pointing out areas for improvement, suggest ways to address them. This helps the recipient see a path forward. - Follow Up: Check in after providing feedback to see how the person is progressing and to reinforce your support. By following these guidelines, you can make your feedback more effective and constructive.

We recently played a pivotal role by providing Comprehensive Market Research for Strategic Expansion. This was for a leading player in the Facilities Management (FM) sector. Our client sought a thorough understanding of their competitors’ activities in the innovation market and wanted insights into the talent landscape. Our research provided the client with a comprehensive overview of the competitive landscape, talent market, and acquisition opportunities, enabling informed decision-making for their strategic expansion. Our ability to deliver actionable insights underscores our expertise in conducting thorough market research tailored to our clients’ unique needs. Want to read the case study? I'll add the link in the comments.

Dealing with a job rejection can be challenging, but there are constructive ways to cope and move forward. Here are some steps to help you navigate the situation: - Allow Yourself to Feel: It’s normal to feel disappointed or upset after a rejection. Give yourself permission to feel those emotions for a short time, but try not to dwell on them. - Reflect on the Experience: Consider what you learned from the interview process. Identify any strengths you demonstrated and areas where you could improve in future interviews. - Seek Feedback: If possible, reach out to the interviewer or hiring manager to ask for feedback on your application or interview. Constructive feedback can provide valuable insights. - Keep It in Perspective: Remember that a job rejection is not a reflection of your worth or abilities. Many factors influence hiring decisions, many of which may be outside your control. - Stay Positive: Focus on the positives, such as the experience gained from interviewing or the new connections you made. Each opportunity is a step toward finding the right fit. - Continue Job Searching: Keep your job search active. Use this time to apply for other positions and explore new opportunities that might be a good match. - Network: Reach out to your network for support and new job leads. Networking can often lead to opportunities that aren’t advertised. - Practice Self-Care: Engage in activities that help you relax and recharge, whether it’s exercising, spending time with friends, or pursuing hobbies. - Set New Goals: Look at your job search goals and strategies. Consider adjusting them based on what you’ve learned and where you want to go next. - Stay Resilient: Remind yourself that rejection is part of the job search process and that perseverance is key. Many successful individuals have faced multiple rejections before finding the right opportunity. By applying these strategies, you can turn a job rejection into a valuable learning experience and continue your journey toward career success.