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Looking for a Voluntary Finance role? Support Bluebell Wood Children’s Hospice.

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Wherever we can we aim to support local charities, part of this support is helping to advertise their volunteer opportunities and vacancies. If you have some time free and would like to help this fantastic organisation to keep their finances in order, please get in touch with Terry Lowell, Volunteer Coordinator today on 01909 517360 or email: terry.lowell@bluebellwood.org    Volunteer Role:          Finance About the hospice: Bluebell Wood Children’s Hospice offers care for children and young people in South Yorkshire, North Nottinghamshire, North Lincolnshire and North Derbyshire. Our highly specialist care team look after children and young people with a vast range of complex medical needs. We support the whole family on their life journey offering respite care, day care provision, community support, 24 hour urgent response and end of life treatment and care. Sibling support is also at the heart of our work; as well as counselling and bereavement services, hospice at home and befriending.  About this role: We are looking for enthusiastic and motivated individuals to assist the finance team with basic administration and support. Key tasks for Fundraising Support volunteers: We require you to assist with some or all of the following tasks dependent on your skills and experience: Receipting of income Counting and reconciling donations General accountancy support Updating of the donation system, Communicate positively with members of the public, staff members and other organisations, always aiming to build relationships and present Bluebell Wood in the best light. Support the finance teams by carrying out some basic administration tasks, eg data input, making phone calls, sending letters. Receipting for donations. At all times respect confidentiality, in particular the confidentiality of electronically stored data in line, with the requirements of the Data Protection Act. Any other reasonable duties that maybe designated by the Volunteer Lead What we are looking for: Ideally you will:  be comfortable working with money and numbers be flexible be friendly be willing to be part of a team be able to cope well under pressure be able to operate basic office equipment, under supervision have a confident telephone manner communicate well  What we offer:  The opportunity to develop new and existing skills The chance to be at the heart of your local children’s hospice Meet new people Be part of an enthusiastic team  General  All Bluebell Wood volunteers are asked to: Be a minimum of 16 years Have a current enhanced Disclosure & Barring check (DBS) generated by the hospice Attend Induction Training if required Abide by the Health & Safety at Work Act Display an identification badge at all times (if applicable) Respect confidentiality applying to all hospice areas Comply with the hospice no smoking, alcohol and substance misuse policy Adhere to hospice policies and procedures Comply with the hospice no smoking policy Participate in and contribute to team meetings (if applicable) Co-operate and liaise with colleagues. Additional Information Please be aware that if you do not have your own transport, or live locally, the hospice is very difficult to get to by public transport. If in doubt please check buses etc to see if it is feasible for you to volunteer here. We are over one mile from the nearest bus stop. Bluebell Wood is committed to safe volunteer recruitment practices. Enhanced DBS checks will be sought where appropriate and references taken. t: 01909 517360 | m: w: www.bluebellwood.org    Bluebell Wood Children’s Hospice | Cramfit Road | North Anston | Sheffield | S25 4AJ

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Think relationships, not transactions: Could talent pipe-lining solve your recruitment headaches

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Could talent pipe-lining solve your recruitment headaches? Some of the most senior business leaders in the world believe skills shortages in the workplace are reaching crisis levels. According to accountancy giant PWC’s annual CEO Survey, concerns over skills shortages have been rapidly growing. In 2009, just 46% of CEOs cited skills shortages as a concern, this year the number rose to 73%. Clearly it’s a growing problem, so how should your business attract the best talent? Lack of active candidates in the market place coupled with growing numbers of businesses needing to overcome skills shortages in the workplace means re-thinking the traditional recruitment process. Progressive employers have recognised for some time that attracting the best talent isn’t simply about following the traditional recruitment model of placing an advert or engaging with an agency and waiting for CVs to land on their desk. Wait to recruit until the last minute and your already on back foot. By appointing an agency or indeed several agencies on a contingency (no placement, no fee) basis to scour the current available talent there is a clear onus upon finding individuals quickly but this can mean you are limiting your ability to really tap into the market place. After all, there’s a world of difference between the best candidate and the best available candidate. It’s all about choices: Do you want the best available talent delivered to you as quickly as possible or would you rather employ an individual, who shares your company’s vision and values, but isn’t necessarily active in the jobs market? Proactive talent pipelining is defined as the skill of identifying, channelling and engaging with candidates BEFORE a job has even become available. It’s an approach which is being increasingly embraced by organisations who want to attract and develop top performers for their teams. Effective recruiters are capable of identifying and responding not only to existing immediate needs within the business but also ensuring future ones are met by working alongside you to develop and nurture your talent pipeline. There are many advantages to employers when adopting this strategic approach; here are five factors you should consider when building a talent pool: Identify your top talent. What makes a superstar in your organisation? Where did they come from? How did you engage them? What keeps them motivated? All of this information will help you establish how to duplicate your recruitment process and start engaging likeminded applicants with a similar skill set. Understand risk. Is your business future proof? What potential gaps are likely to appear in the skills of your workforce? Do you have contingency plans if a top performer exits the business? Are you prepared for maternity, paternity or adoption leave? Look for all areas where your business may be exposed to risk and add those roles to your talent pipeline. Developing the right strategy will reduce the time needed to fill positions Developing a pipeline of talent means you should understand your long term business plans. Recruitment strategies should always reflect your business strategy, enabling your business to respond to future challenges and opportunities. Working proactively means you don’t have to compromise on the quality of hire, meaning your team will continue to run smoothly even throughout the recruitment process. Communication is king A talent pool isn’t simply about having a fist full of candidate CVs which match your skills sets or needs, it’s ultimately about ensuring they match the culture and values of your business. Spend time getting to know candidates outside of a formal recruitment process, it can help to assess whether they are aligned with the vision and values within with your existing workforce.  Once you have approached and forged lines of communication, you need to keep them engaged. Place them on a mailing list for a company newsletter, add them to the Christmas e-card list, send them a vacancy update once per month. Give them a call once per quarter to gain an update on their skill set and situation. It doesn’t really matter how you engage them as long as you keep them engaged with your business and any future opportunities that may be coming available. Think relationships, not transactions Even if there isn’t a role available for them right now, the benefits of proactive talent sourcing far outweigh the ability to fill vacancies on time and within budget. Building a talent pool is about building confidence within your business and creating opportunities to attract the best possible candidates who are already engaged with your visions and values. Recruitment is changing: From the way individuals look for work and discover potential opportunities to ultimately building and developing their careers within your business. Gone are the days when posting an advert resulted in a flurry of talented individuals flocking to your door. Your inbox may be full but is it full of the right applicants? To help solve your Talent related headaches, Human has developed a new process to support you and your business to attract the best talent in your market place not just the best available talent, on time and in budget. To learn more about the Human Approach to Recruitment, click here to book a free 15-minute consultation. I hope you found this of value. Amy

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How To Create A Great LinkedIn Profile

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Did you know that 4 out of 5 business professionals have an active profile on LinkedIn and that when someone googles your full name, your LinkedIn profile is often the first thing that people see? Fascinating data – which leads me onto a question: how do you make sure you have a great LinkedIn profile and that it’s doing a great job for you when it comes to building your own career profile? The power of a great LinkedIn profile As a search consultant, I look at LinkedIn profiles every day of the week. It’s one of my first ports of call when it comes to identifying the best HR candidates for clients. LinkedIn is THE business 2 business network with currently over 600 million active users globally and that latest data reports that the UK now has over 25 million members. We have talked about the value of having a great CV in a previous post and a great LinkedIn profile is your equivalent online.  How do you stand out? The good news is that even though there are 27 million profiles on the UK LinkedIn platform there are some simple ways to stand out. Add a photograph and contact details The latest data from LinkedIn clearly states that profiles with a photograph get 14x more views. Leaving your picture blank or having a logo only doesn’t put you across in a professional way either. A professional head and shoulders shot in business attire is the preferred option. Though a photo from your wedding with Mr or Mrs perfect or a recent night out might be your favourite, keep those for Facebook. You want to stand out as a professional – it’s easy to do, with most smartphones having amazing professional photographic capabilities. Check if your email address is still fit for purpose. That original email address you grabbed on Yahoo all those years ago, might need a change – e.g. BatoutofhellJane@yahoo.com probably isn’t going to have the impact you want. It’s easy instead to grab a Gmail address like JaneSmith123@gmail.com that puts you across in a professional way. Your title and heading Though you can add your role title in your heading it’s also useful to have a sentence about how you help your customers. Hint: This is something potential candidates I work with rarely do and yet it will make you stand out head and shoulders above the crowd. For Example: “HR Manager specialising in implementing change management systematisation to enable organisations to grow.” Your summary Your LinkedIn summary is a great ‘selling’ piece for you and the value you can add to future employers. It’s common for many people to forget to fill this section out and yet it’s the first-place a search consultant or a potential employer will look. Remember LinkedIn is still a social network and though the subject is business you have free space here to say why you and your skill set would be a great value add to any organisation. The key thing here is to understand your value and what you can offer a potential employer. Though on the surface a new employer buys you, importantly they buy your ability to solve their immediate problems. Depending on your role and expertise listing your skill areas on your profile and in your summary, will make your profile jump out compared to others. Fill it out in full! I know it’s easy to scrimp on this part and don’t. If someone is interested in you for their next role they are going to read everything you have on your profile. Therefore, make sure you: Fill out your summary, highlighted how you help employers with your expertise List all your past roles that are related to your skills and the results you deliver List any specific projects you have been involved with List all your relevant qualifications List any volunteering and/or hobbies that you are involved with Recommendations Though it sometimes feels uncomfortable, ask past colleagues and contacts for recommendations. These can be added to your profile and certainly help in raising your profile. f you act on the areas, we have listed above you will have a profile that will help you stand out from the crowd – guaranteed. Would you like more help with building a great LinkedIn profile and carrying out your search? Then get in touch by filling out a contact form or calling directly at 01709717212.  

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4 Ways to Become a Standout HR manager

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HR leaders wear a lot of hats these days. Gone are the times when HR were ‘just’ there to fight fires and chase up contracts. The new generation of HR are business leaders, expected to deliver outstanding results on behalf of the company. Yet there’s a problem. HR managers often struggle to find legitimacy within the senior executive team, and are sometimes accused of being overly inward-looking as a department, or even of unintentionally obstructing the wider business goals. In truth, the HR department has a bad rap in many companies, and HR managers far too often find themselves battling these negative perceptions, or are simply not given the support they need to deliver the very outcomes the business requires of them. According to a large global leadership study published on Harvard Business Review, HR leaders are ranked by their companies, on average, at 6% below leaders of other departments such as sales, accounting, or general management. Yet within this data, a narrow cohort of HR leaders was rated as exceptional by their companies. So, what can you do to make sure that you’re one of these standout HR managers who are highly valued by their employers, and performing above the curve? We’re not going to delve into the standard HR strengths here, such as developing others, functional expertise, building relationships, and leading by example. These are things that it is already expected that HR professionals will do well, so it’s entirely crucial that you already have these elements mastered; in truth, it would be surprising if you’d made it in HR without excelling in these areas. The real gains in your performance and reputation will be gained when you make inroads on the things that HR leaders are not thought to do particularly well. 1.Build your expertise on the company. HR managers are already expected to have an exceptional functional knowledge, (for example regarding employment law), but how well do you know the operational details, challenges, and customer profile of the company? The better you know the company’s inner workings, the more you’ll be able to provide highly tailored HR advice, and know how your HR strategies will impact the company on a day-to-day basis. 2.Align yourself more closely with the wider business goals. HR leaders are sometimes accused of not understanding strategic business goals, of not considering the impact of their strategies on the company or end customer. If you seek to be highly valued by the company, you’ll need to send a clear message to senior management that you have a strategic perspective and are there to provide positive HR solutions to move the workforce towards the goal. 3.Be outward-looking. HR departments are perceived to be largely inward-looking and not thoroughly engaged with the company as a whole. Therefore, now is the time to start breaking down this reputation of being separate. You might want to represent the company at HR conferences, begin building your network in the company’s industry (not just in HR), or simply reach out more to the other senior managers so they increasingly see you as an informed and powerful player at the decision-making table, rather than an obstacle. 4.Learn to anticipate problems and respond to issues speedily. Interestingly, slowness in forecasting or reacting to problems is a common complaint about HR leaders. We understand that there are many grey areas in HR and that motivating or bringing about change in a workforce is a long and complex process, but you need to create a reputation for anticipating problems and being quick to provide solutions. The top-rated HR leaders in the HBR study showed that they performed stratospherically above the standard in the areas listed above. The competency gap between the top quartile of HR leaders and the rest was staggering, for example, they were rated in the 75th percentile on ‘Developing Strategic Perspective’, where other HR leaders ranked in the 25th percentile. Real success in HR management (as perceived by the company) is not about becoming a better coach or building better relationships. Those things are a given. True success as an HR manager is about learning how to do the things brilliantly that HR is often perceived as doing rather badly. There’s so much room to impress here, so get going! Until next time,

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Career Suicide: Why You Should Never Accept A Counter Offer

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You’ve been offered a new role at another company, only to be surprised (and let’s face it, a little flattered) by a counter-offer from your present employer. You are even considering saying yes. Let’s hang fire first and look at the longer-term implications of saying yes; there are a few- with many providing a less than rosy outcome.     1. You’ll have lingering doubts. Let’s take the simplistic notion that you’re leaving only because the salary is too low. Even in this uncomplicated scenario, accepting a generous counter-offer can still leave you with some niggling doubts, such as ‘If they can afford it, why didn’t they pay me that all along? This is particularly the case if you’ve asked for a salary increment before and been denied. The figure they’re offering may show that they value you now, but why didn’t they make this offer before? If, as is more likely, you’re quitting for varied reasons that aren’t all about money, maybe a lack of career progression, or a problem with the company culture, then no amount of money will dispel these doubts long-term.   2. They’ll have lingering doubts. It’s not just you who’ll be wondering if you made the right decision to stay. As a HR professional, you know full well that once an employee has resigned then retracted their resignation, they’ve just marked themselves out as a potential risk employee, and from then on they’re under scrutiny to see that they’re delivering top quality work, and their loyalty and commitment is sometimes called into question.   Even worse, the person often isn’t offered the same level of trust for a while, and may not given the best projects. Do you really want to be in that position? In short, a working relationship is often tainted after a resignation— no matter what’s said on the surface, or the size of the check they wave at you to stay. 3. You’ll miss an opportunity. You have gone to all the trouble to find another job- one that you’re presumably excited about. You’ve put yourself through the interview process and you’ve built up a rapport with this new company, to the extent where they’re excited about you coming onboard. Why not carry on with this new relationship you’ve built, when things are going so well. You don’t want to accept the counteroffer, only to wake up in a few weeks thinking ‘I wonder how much I’d enjoy that other job. The people seemed really nice and I was excited about the opportunity.’     4. You may be self-sabotaging. Often fear holds us back. You know the job you’re in back-to- front, whereas going to a challenging role full of new systems and new people can give us a bad case of the collywobbles. It’s therefore very easy to back down when one of the reasons for leaving is removed or reduced (i.e. salary dissatisfaction), because then you get to stay in your comfort zone. Many people also find it difficult to say no to their bosses- particularly if you respect them and don’t want to hurt their feelings by rejecting a flattering counter-offer. If you’re thinking that staying is an easier option, that’s a sign that fear might be getting in your way.     5. The job might not be yours for long. One risk is that by resigning in the first place, you’ve metaphorically raised your hand to be the first person to be let go in times of downsizing or budget cuts. You may be offered a very attractive package to stay, but at the end of the next big project you might be managed out.     Before you get all excited about the size of the counter-offer, taking it to mean they think that you’re indispensable, take a cool-headed minute to assess how much it would cost in time and effort to hire and re-train someone into your role.  Then look back at that counter-offer figure. Does it still seem like that much? While I don’t mean to rain on your parade, chances are that they’re offering that counteroffer to save themselves money time and inconvenience. This is not a criticism, this is business after all. Therefore, don’t get carried away reading something into the offer that may not necessarily be there. If you are looking for support with your search for a new role, feel free to get in touch at hello@recruithuman.co.uk @recruithuman or on 01709 717212

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Wishing you a great Christmas break

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Wishing you a great Christmas break We just wanted to take this opportunity to wish you a very merry Christmas, whatever your plans. We’re closing up shop for the holidays after today and while we’ll keep a eye on emails, we’re not going to be doing anything more strenuous than reaching for another mince pie and recharging for a few days. We’re back in on the 28th December in a limited capacity, probably feeling very sick after eating too many Quality Streets. Wishing you a restful Christmas and a successful 2017. We look forward to speaking with you again in the New Year.  

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Truth: In December, The Best Candidates Are Waiting for Your Call!

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We bought an advent calendar for our little one way back at the start of November. It wasn’t intentional. I was on a quick trip to Tesco and she was with me; so many of you will know how that one plays out – won’t you?… I love Christmas
but! The festive break is an important event for all of us. One where we have an opportunity to meet up with our loved ones and have a good time. A great opportunity for the world of retail and hospitality too, as people start to prepare for the 25th with a round of spending and Christmas parties anytime from the middle of November. Now I know that this early start to the Christmas festivities has been creeping up on us for years so let’s step back a bit. Families and holidays are one thing and building your successful and growing team is another. The truth about recruiting great talent Something it’s important to know: People are still looking to move onto the next rung of their career ladder in December; trust me as the owner of a busy recruitment company I know because I am speaking to them daily, especially at this time of year. Yet why is it so many organisations put on hold their recruitment until January, when there are so many outstanding candidates ready, interested and available to talk and importantly attend your interview in December? The truth is for many hiring managers recruiting is one part of their role and, no offence to them, what I am about to share might not be at the front of their mind. Candidates are reviewing their year already All the things I mentioned earlier do have an upside. The end of the year reflections usually start around the same time that we prepare for Christmas. Work is a major part of all our lives so it’s normal for us to think about career goals and aspirations as the year ends. Usual working practices are often different in December. People who are normally totally focused and dedicated re-evaluate their work and life situation, meaning they are more likely to respond favourably to a job they might have otherwise dismissed. I know when I worked for someone else, before I created Human, I was planning what I wanted for the following year from the start of November! At the beginning of this week I had three calls from very employable candidates who have started their reflections already and want to set up interviews before the end of the year. Which leads me onto another point
 People are open and available As managers in organisations, I am sure we have all experienced the flood of holiday applications as people use up their holiday entitlement. Though hopefully your employees aren’t attending interviews; on the flipside, when you recruit this month you will often find that juggling interview times and candidates availability becomes so much easier. When they zig let’s zag A well-known business premise is that there are upsides in going against the grain, especially when it comes to doing those extra things, like continuing to recruit in December. Get the best talent before any of your competitors, who may think it’s better to leave recruitment until the New Year. A story springs to mind from a couple of years ago, of a highly-qualified HR manager who had the choice of two, almost identical roles and packages. One organisation wanted to wait until January. My candidate wanted closure and to know exactly what he was doing the following year. I guess you can work out which company got the outstanding hire? I know it’s a different take for many and yet the next few weeks could be a bountiful time for your recruitment drive. While others are switching off, you are gearing up, and meeting with the top candidates and handling your recruitment needs to get 2017 off with a bang. Wishing you all the best for a successful December! P.S. Ready to recruit in December? At Human we are available with the candidates to boot. Call 01709 717212 or fill out the contact form here.

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How would you choose between a new job and a ÂŁ500 holiday voucher?

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This week we are launching our new and exciting refer a friend scheme. As the cold, dark winter nights draw in we’re offering you the chance to get away from it all and enjoy some fun in the sun, some apres ski or a city break. If you are looking for a new opportunity we’d love to hear from you so we can learn more about your requirements and how we  can support you. If you are happy and appreciated where you are that’s great! …but we’d still like to hear from you. If you introduce a friend to Human and we successfully place them with one of our clients we will enter you into our prize draw to win a ÂŁ500 holiday voucher. All of our current open vacancies can be found here However, our clients are all based within the South Yorkshire region and often look for candidates with the following skill sets: Administration Human Resources Marketing PA & Exec Support Project Support Customer Care & Sales You could help a friend find a fantastic new role and win a free holiday at the same time! What are you waiting for? If you have any questions, please feel free to get in touch on 01709 717212 or email hello@recruithuman.co.uk and put SUNNYSKIES in the title

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ï»żRecruitment entrepreneur Amy is matched with Wickersley School and Sports College
.

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Amy Stephenson, the Founder and Director of Human Recruitment in Rotherham has met colleagues from her partner school, Wickersley School and Sports College. Amy was the first local business person to complete the application process to become an Enterprise Adviser when the Enterprise Adviser Network programme started in earnest earlier this year. She said: “For me, the enterprise adviser programme it is about giving back. My parents had businesses so I was introduced to the world of work at a young age, and I’ve worked with many business across the region throughout my career. I am really passionate about enterprise and employability skills and what they can do for young people and their futures. I had it instilled in me that anything is possible with hard work and a bit of determination. I want young people to feel as empowered as I did when I first left education” Amy met with Rachel Mullins, the Head of Careers at Wickersley, and Jess Stevenson, the Assistant Head. Rachel said: “We were looking for Enterprise Adviser who had broad knowledge about what’s out there, and what employers are looking for, and Amy’s background is ideal for that. We’re excited about how the programme will add value to our work.” Jess said: “Our students are keen to hear directly from business people and employers about the world of work. It helps inspire them, and informs their thinking. This process will help us create more opportunities for young people to have those encounters.” You can read the full article here: Posted 29/6/2016

ï»żRecruitment entrepreneur Amy is matched with Wickersley School and Sports College
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Are you a SuperHuman?

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Do you have a few hours per week free? Want to build your skills or add to your CV? We are proud to support Bluebell Wood and currently have several vacancies available for volunteers to join their core team of volunteers across South Yorkshire. Details are available on our vacancies page or you can contact Terry Lowell direct on the details. Terry Lowell, Volunteer Coordinator | Bluebell Wood Children’s Hospice  t: 01909 508116  w: www.bluebellwood.org   e: terry.lowell@bluebellwood.org Bluebell Wood Children’s Hospice | Cramfit Road | North Anston | Sheffield | S25 4AJ  

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