As novelist George Bernard Shaw said, “England and America are two countries separated by a common language”, a quote often used to highlight the differences between the UK and the US. This quote serves as a reminder that whilst we are culturally alike, and we approach business in similar ways there are often some important variations with the delivery; this is particularly highlighted in the differences in HR practices.
At IMA, we have been delivering Executive Search for 12 years and over this time we have seen everything and I thought it would be useful to share our experience and to provide tips on how to conduct an effective Executive Search: 1. Get the Job Description right – THE most important thing you’ll do is write down what you want the individual to deliver. DON’T use old job descriptions or scour the internet to find something similar as every recruiting decision you make should hang off this document!! 2. Make sure you involve the Line Manager, HR and colleagues who interact with this position in getting the job description right. 3. Before wasting your money on external recruitment, have a really good look inside your own Company to make sure there’s nobody who’s ideal for the role – recruiting internally is great for moral, it’s quick…
From 30 June 2014 an employee will have the right to make a flexible working request provided they have at least 26 weeks’ continuous service with you. What does this major change mean for your Flexible Working Policy?
No more cares
There will be some major changes to the statutory right
You might regard job descriptions as a bit of a luxury and really only the preserve of major employers. But think again – the benefits and protection that they can give may well justify the effort.
What is a job description?
There’s no great mystery or legal definition – it is simply a description of what a job entails and