EU

GDPR to cost HR €20 Million, you’re not ready….heres why?

GDPR to cost HR €20 Million, are you ready…I doubt it….

GDPR

As of the 25th May 2018 a new Data Protection Act (DPA) will be enforced across the UK, it will be known as the GDPR (General Data Protection Regulation)

What does that mean for HR and your business?

Most organisations will be establishing transformation programmes to identify the data on both customers, candidates and employees.

If your business is going through any kind of change (organisational or system) now is the time to act too.

Non compliance fines can reach as high as 4% of annual turnover or €20 Million.

Our biggest concern is that businesses are focusing solely on customer data and processes and not on internal HR processes (recruitment, on boarding, absence management etc)

Let’s summarise it for you

Increased Territory – it applies to all companies processing the personal data of data subjects residing in the Union, regardless of the company’s location

Fines and Penalties – If you are in breach you can be fined up to 4% of annual global turnover or €20 Million (whichever is greater).

Consent – Organisations will no longer be able to use the complicated and impossible legalese, packed full of small print. Consent must now be clear and distinguishable and provided in an easily accessible form, importantly using clear and plain language.

GDPR Right to Access – Candidates and employees will be able to ascertain whether or not personal data concerning them is being processed, where and for what purpose. Furthermore, HR and the business will need to provide a copy of the personal data, free of charge, in an electronic format. This change is a dramatic shift to data transparency and giving more power to candidates and employees (current or ex)

Data Removal – Candidates can request that HR erase his/her personal data and stop circulating the data within the business; it also stops 3rd parties processing the data (i.e. reference and background checking partners)


Data in a readable format –
Candidates and ex-employees have the right to receive the personal data concerning them, in a ‘commonly used and machine readable format‘ (i.e. not in an impossible to decipher file that you need accounting software to read). Essentially this means that candidates and ex-employees are not going to give up chasing because now it wont be the uphill battle that it once was.

Privacy by Design
  Suggests that data protection and knowledge of the GDPR needs to be built into all processes at stage 1 and not added at a later date. If you are going through some sort of transformation or change, you need to consider this now, or it is going to cost you a lot at a later date…. maybe €20 Million!

Data Protection Officers
– Currently you need to notify your data processing activities as per DPAs. Under GDPR it will not be necessary to submit notifications / registrations to each local DPA of data processing activities. There will need to be internal record keeping requirements and Data Protection Officers appointed for some organisations, especially when data relates to criminal convictions and offences.

Are you ready for this? I doubt it…..

Improve and Consult can help design and conduct a Data Protection Impact Assessments (DPIA) to ensure that your organisation is ready for the changes in May, it will come around very quickly.

8 GDPR Take aways and hints:

Awareness  Make sure that decision makers and key people in your organisation are aware of the changes

Document – Audit what personal data you have, where it came from and who you share it with

EU

Privacy notifications – Review your privacy notices especially for candidates applying for jobs

Rights – Check your procedures to ensure they cover all the rights individuals have, including how you would delete personal data or provide data to candidates and customers

 

Requesting data – You should update your processes and plan how you will handle volume within the new timescales

Adequate consent – Review how you seek, record and manage consent and whether you need to make any changes.

 

Age – Do you have processes in place to ensure that you verify candidates and customer’s ages? are you obtaining parental or guardian consent for any data processing activity.

Data breaches – Ensure you have the right processes to detect, report and investigate a personal data breach.

Get in touch for a discussion: tommoney@improveandconsult.co.uk, Our Website

 

Are you ok

Mental Health & 3 ways to improve your work life blend

How can mental health be helped at work?

First of all, it is really important to understand that there is no difference between physical health and mental health…. both are crucial for an employee or any human being!

HR is often seen as being the group that protects the employer by ensuring that employees don’t sue or cause a fuss. Having worked in HR my whole career, this is 99% incorrect (an arbitrary figure based on the fact that I have come across some malevolent individuals in HR who are out for themselves and protecting the big boss from being taken to court), however, the vast majority of people in HR and Recruitment are there because they like people and want to help people, you and I are probably one of these people.

If someone breaks their leg or has a bad cold, the business will normally insist that the individual looks after themselves, by working from home or at least making themselves more comfortable while at work. The same is not said for mental health. If someone is “a little down” or “a bit stressed” or “has a lotare you okay mate on their plate or their mind” it is often ignored and treated as a standard part of life and the inference is “suck it up” or as the horrendous individual Piers Morgan said when speaking about men’s mental health “man up”. I am “man enough” to admit that I have been “a bit stressed, a little down, and had a lot on my plate, a lot on my mind” many times, who doesn’t in this day and age of debt, pressure, social media intrusion and 24/7 work access. I remember when my little girl didn’t sleep for 16months… not one night did she sleep through, she screamed from 6pm-1am every night and would then sleep in our bed waking every few hours to scream in my face! Nightmare! stressed out

A few times I understood what Abraham was up to….”errrr God told me to do it” the poor bloke hadn’t slept for 16months. Jokes aside, after a few months of this and sleeping only a few hours a night, my physical and mental fragility started to show. I had a fantastic manager who understood my position and allowed me the flexibility to work from home to recover now and then.

By allowing me to work from home, it gave me an extra few hours in bed and allowed me to work the hours that I needed to do at the times that i wanted to do. I was measured on output not on being at my desk. I in turn passed this benefit onto my team, a few of whom had “a lot on their plate” and it helped them immensely deal with those issues/demons and improve their mental health.

So how can we all be understanding employers and managers?

Reduce work load and stop overworking employees:

  • Staying late at work (If people are having to work longer than 8-9 hours a day something is going wrong)
  • Long shifts
  • Too much overtime
  • Pressure on individuals rather than a team outcomeovertime
  • Pressure on managers who pass that pressure onto their teams
  • Inefficient processes and wasted effort and time

If any of the above is too extreme it will increase stress and burn people out which will lead to mental health issues which can then lead to confidence and decision making problems. These symptoms then spill into the personal and family life.

 

If people are staying late and are having to work weekends something has gone wrong; poor planning, not enough resources, no mitigation, or poor processes and too much rework. All of this can be easily improved with 3 workshops

a) Voice of the Customer – build your process around what your customer actually wants, if they aren’t willing to pay for it, it doesn’t add value and it isn’t a business requirement (i.e. legal)….get rid of it

b) Waste Stripping workshop – spend time speaking to the guys in the trenches and strip the waste and pointless tasks out of your process. In my last project i managed to remove 25% of wasted time….. thats 2 hours a day!

c) Metrics – make sure that you measure output and understand where the bottlenecks are. Analyse the problems and fix them!

Break from the daily grind:

Its important for people’s mental health to go out and reconnect with the world, look at the trees, blue sky and take a deep breath.

get out in the fresh air

  • Encourage employees to take breaks, go for a coffee or a walk.
  • Go out for lunch and not to eat at their desks, if they bring their own lunch, walk over the local park and eat the sandwiches.
  • Exercise, get to the gym go for a run, anything to break up the day.

Encourage a work life blend…. not a balance:

We spend most of our life at work, it is an integral part of our life, therefore we need to ensure that it blends with our family and personal goals. It is not a balance, they are not diametrically opposed, they are entwined. I wrote in by blog about being a dad and work life blend and how it became crucial to me and my family and resulted in me becoming self employed.

 

get out of the office

  • Move your business to being more output focused and not tied to a desk; don’t focus on hours worked
  • Work from home, work from a cafe or park… it will probably reduce your business overheads anyway.
  • Remember that people change over time, check in on them

Im 35 now, and am a very different person to who i was 7 years ago and a totally different person to who i was when i was 21. Managers need to check in with staff (especially when people are going through difficult periods, moving house, kids, illness, all mental health triggers). When I worked in Australia, we had an “are you ok day” which was a great program aimed at checking in with our colleagues in an unthreatening way that meant people could talk without feeling political and career repercussions.

If you can’t improve one of the above, at least remember to ask

check in with work mates

What could cost HR €20 Million?

work life blend

Being a Dad & Work Life Blend

Today’s blog is not about recruitment process or HR, its about “Work Life Blend”.

After living nearly 9 years in Australia, my wife and I were expecting our 2nd baby and we decided to return to the UK, to outsource it to our parents…. I mean…. have the kids grow up with nanna and grandpa! yeah thats what i meant.

Anyway, I decided that this was the right time to start my own thing. I wasn’t sure what the thing was 100% going to be, but what i was sure on was that I wanted to spend less time commuting and working 12 hour days

playing football in suit

in an office and spend more time with my family. I started listening to lots of entrepreneurial podcasts, one of which was called Startup Daddy, which is all about starting a business as a parent. It was great, the whole narrative of the podcast was to build your work life around your family life, not the other way around. 99% of people desperately try to make time for their family and personal life, whether its rushing home to spend 10mins with your kid before they go to bed, or rushing to football training after work without missing half of it, not warming up, and then feeling like your hamstring is going to fall off.

When I set up my 2 businesses I followed this line of thinking; of course I need to make money and be successful, but how successful and “rich” (FYI, nowhere near that yet…. not even close) do i want to be, what is the most important thing to me? Moving your whole life back across to literally the other side of the world is the proverbial “fresh start”, what better opportunity to decide “what do i want to do”? I decided to set up 2 businesses, one experience and career focused, a Recruitment best practice and process consultancy, the other, a bit of fun with my old uni mate (an inflatable pub…dont ask!).

One of the startup daddy episodes made reference to something called “worklife Blend”; one of his guests talked about starting businesses to address this “work life blend” and how he didn’t like the phrase “worklife balance” as it inferred that work and life were polar opposites and not intertwined, we know this isn’t correct. Many of us enjoy work and most of us spend the majority of our life at work, and so life and work have to blend. This phrase really struck a chord with me and I decided that this was how i was going to plan my future career.

empty real estate

I decided that no matter what, I was going to work from home for at least 2 days every week, and I would not apply for contracts or roles that did not offer that flexibility.

In the modern world, work life blend is very accessible, if you just ask for it. Many businesses now encourage working from home as it is great for their EVP, keeps their employees happy-reducing attrition and probably more importantly reduces their business costs (real estate, energy and food…. 33% of buildings at anyone time are empty… people on annual leave, sick, visiting clients, at lunch).

work life blend

Do you really need 150 desks if you have 150 employees? the answer is no, you need 100-120 desks plus a healthy remote working policy. As i write this, I am in a cafe…. no i’m not a work shy dosser, Im actually being more productive. I don’t have any distractions, no-one asking me if i watched the match last night, if i’m doing anything nice this weekend, if i have 5 mins for a catch up, which i don’t, i have 5 min for an important discussion, but it is rarely important or a pressing topic (ie 30mins where they tell me about Jonny in accounts who snuck off with Sharlene from sales, although gossip is inherently interesting, it is not productive). I may seem like an unsocial, miserable old man (i may not be old, but i am going grey at a rate of knots…. kids do that to you), but i decided that family face time was more important than the “office life” and Im gonna stick it out as long as I can, and hope that “work” allows me to do so.

Remember guys, work life blend…. you could get hit by a bus tomorrow…what is important to you….

now, where is that bacon sandwich!

Mental Health and Work Life Blend

Social Media’s effect on EVP and Brand

Social recruiting isn’t just about publicising vacancies, its about relationships, EVP and Brand

Relationships

Creating relationships with potential talent and informing them about what it is really like to work for your organisation. Its really crucial to show the true company image, sometimes warts and all; especially if you are looking to attract the best and deflect the rest

Candidates only see Brand

People don’t see a difference between the recruiter, sales or marketing, they only see the company brand.   Sometimes someones first contact with the company brand is in the trenches (in shops, at events or on the phone). culture

This experience will influence their decision as a candidate. Equally candidates are customers, for every candidate you annoy or upset, you are driving away a customer.

 

Showcase your company culture

Social Media is a great way of showcasing your company culture and improving your EVP and Brand. Nowadays, people don’t just look at your company website and careers site; they will get on your Twitter feed and LinkedIn company page. Therefore you should share photos of your team and update these new followers with news and then you can communicate the latest vacancies. When you share this kind of content on your social media accounts, it will reach people who are already following your company.

what do you followTheses people are already engaged with your brand and company…. who knows, maybe they would like to work for you? I love the football ramble and Infinite Monkey Cage podcasts and follow the Ladbible on social media , if any of these groups advertised a relevant role, Id be all over it, because i am already engaged.Some larger organisations look for bloggers within their own ranks, such as their employees, and get them to write about what they do or what they feel. Deloitte ask their employees to lend their twitter feeds to the company pages, and these guys have a great EVP and Brand.

what do candidates look at

Company Employees

Encourage your managers and employees to get on social media and become brand ambassadors. Employees often look up the profile of the person they are interviewing with and may connect with them on Linkedin after, not to mention using Social Media for research on the organisation. Research says that 70% of people trust what employees say about a company over what is shown in brand advertising. For this reason your existing employees play a critical role.

Don’t reinvent the wheel

Dont spend hours creating EVP and Brand, images and designing profiles. Have a chat with your marketing and sales departments, Im sure they would have material or sales templates that you can use as a base. This is important as its will also ensure that you have the same messaging around the employer brand, there is no point reinventing the wheel.

I started Improve and Consult because I wanted to spend more time with family and wanted to enjoy my work, not loathe it. Read about it here, Work Life Blend 

personal brand

Social Media and your personal brand

In this current world of transparency and social media, personal brand is so important.

Social media effects your organisation’s brand but also your personal brand and vice a versa. Always be aware of what you are posting and how it may be perceived. It is important to not pretend to be someone else, as people buy from people, however, you still need to be professional and relate to the organisations brand. As the old adage goes “act one level up and think 2 levels up” don’t put something on social media that you wouldn’t’t feel comfortable saying or emailing to your GM.

cheeky chappy

A profile Picture is really important, make sure it is of you! not your kids, not an arty picture of you looking over the ocean with a beer in your hands. Choose a professional looking headshot, look at this cheeky chappy here. This is me, not me at the beach or with my kids, those photos are saved for instagram and facebook.

This picture should be consistent across different social media. As a Recruiter/ networker/entrepreneur my job is to network and yours probably is too. I want people to know what i look like, so that they can approach me and say “hey… you’re the bloke who puts pictures of himself on your blog and website…. a bit arrogant…. where are you going…come back…don’t run away!” Let people know what you look like, they are far more likely to want to engage with you on a business level if they have made an emotional connection.

Position title/Company details

Its the first thing a candidate/client/vendor/partner will see, make it obvious what your role or company is. “exec search and talent strategy client liaison” what is that. I worked at a company where we had job titles like “client liaison, lobby ambassador, director of first impressions” mate, this person works on reception! If you are a recruitment consultant or recruitment business partner, make sure that the reader knows what you are and that you do what it says on the tin.

does what it says on the tinContent is for your audience…. not to make you feel better

As mentioned in my previous blog, remember that the content you post and share is to be read by people in the real world and will need to be tailored depending on where you share it. Think about your Personal Brand

“I’m stuck in traffic, soooo annoyed, why do cyclists take up so much room…. this person driving ahead of me is 150, and it would be quicker if he walked”

This may be okay for a personal instagram profile with a photo of the road of doom and driving miss daisy, as instagram is often used as a window into peoples lives. However, it isn’t appropriate for linkedin. Your audience will engage with you based upon your profile, content and Personal Brand. Don’t share the same content to different audiences. It is important to not pretend to be someone else, as people buy from people, however, you still need to be professional and relate to the organisations brand.

Stay up to date and make sure you are active

Dont let your social media profile fall into radio silence. People don’t engage with profiles that look dead. I looked to approach someone a while ago, and he hadn’t posted anything for 18 months on his social media, so i didn’t bother. Maybe he was still reading things on there, but to me it looked a waste of time. Maybe he missed out! This means  Share, tweet, comment, post, like, follow, befriend…. keep your Personal Brand alive. keep your profile alive

I’ve got more friends than you…i’m well popular

Social media is all about networking and building our communication web. This is especially important on twitter and Linkedin, and slightly less so on facebook, unless you are a business profile. If you are a recruiter on linkedin, and you have less than 750 connections, you are shooting yourself in the foot! Everyone you engage with, you should ask to connect with on LI.

Use Engaging content and what is fashionable now.

Videos and images work well with Millennials as do emoji’s on certain platforms i.e. twitter where character count is limited, however, car, annoyed face, clock, building may not be ideal for linkedin. Emoji’s also bring a little humour.

 How does Social Media affect EVP and Brand

julie maule

Where should Recruiters Share content?

Where should Recruiters share content?

Profile Headlines

A tip is to change the the first 150-200 characters of your profiles, to let people know upcoming news, such as you are hiring, or specialising in specific markets…. this without them having to click…. who wants to have to click a mouse or tap a phone screen…urgghghghh!

Groups

Most Social Media Platforms have specific interest groups, this means that everyone in that group is already interested in that topic, and so is a great place to share content.

  • 68% of job seekers feel that signing up to these groups is important to progressing in their own career.
  • 49% join to find out about the latest job opportunities/recruitment trends
  • 42% of people want to find out about people in their industry

analytics on recruitment

Insights and analytics

Use platform analytics like facebook insights and google analytics to make sure what you’re sharing is reaching the right audience, many of the platforms have different analytics functions. I personally use GA to assess the impact of the Improve and Consult Website

Employees

There will be people in your organisation who are Social Media Gurus; encourage your staff to share jobs, content, articles, stats and be an advocate for your brand.

Content is for your audience…. not to make you feel better

Remember that the content you post and share is to be read by people in the real world and will need to be tailored depending on where you share it.

“I’m stuck in traffic, soooo annoyed, why do cyclists take up so much room…. this person driving ahead of me is 150, and it would be quicker if he walked”

This may be okay for a personal instagram profile with a photo of the road of doom and driving miss daisy, as instagram is often used as a window into peoples lives. However, it isn’t appropriate forlinkedin. Your audience will engage with you based upon your profile and content. Don’t share the same content to different audiences. It is important to not pretend to be someone else, as people buy from people, however, you still need to be professional and relate to the organisations brand.

julie mauleMy old manager Julie Maule, #bestmanagerIeverhad, used to say that you should “act one level up and think 2 levels up” and so don’t put something on social media that you wouldn’t’t feel comfortable saying or emailing to your GM.

Remember when you share content, make sure its engaging content and what is fashionable now (eg, photos of a late 90’s comedy shows….. may not appeal to your target audience). Videos and images work well with Millennials as do emoji’s on certain platforms i.e. twitter where character count is limited, however, car, annoyed face, clock, old man, car, steam face, cyclist, gravestone, clock, office building may not be ideal for linkedin. Emoji’s also bring a little humour.

Social Media has a huge impact on your personal brand….how huge?

what to share on linkedin

What to share on Social Media?

What should recruiters share on social media?

This list is not the 10 commandments, but Improve and Consult’s taste of the options of what recruiters should choose to share on social media

video to share

Jobs

  • Post vacancies
  • Expression of interest
  • Recruitment Campaigns (such as graduate and apprenticeships)

Videos

  • Employer Branded Videos can be produced very easily and shared. Video content gets very high engagement
  • Sharing on Facebook has changed, if you want engagement and attention it hard without opening the cheque book (btw, who still uses cheques???)
    • Instagram, on the other hand, has one of the highest user engagements of any of the top social media. It’s a great place for building your employer brand

Organisation & Market information

  • People are on Social media to learn and escape EVPthe daily grind
  • Teach them with insightful articles, surveys and stats
  • Show them that your organisation’s grass is greener with news and stories

Images and photos

  • Pictures expressing your company culture and of real employees are very engaging

Recruiting and HR Tips

  • Job-seeking
  • Interviewing
  • CVs

We know what to share, but where should we be sharing it?

Candidate journey and choices

Which factors drive an individual’s decisions, direction and candidate journey?

  • Organisation’s brandwhich company?
  • Company mission, vision and values
  • Career development
  • The challenges of the role
  • Location
  • Social or environmental reasons
  • Benefits including Rem
  • Organisation’s Careers page
  • Interest in the industry

The factors in bold can certainly effected by Social Media, if not all of them. You can address each of these in various social media posts.

Where do Candidates prefer to find and apply for jobs? 

43% register with a recruitment consultancy

26% use a job board (total jobs, monster)

12% job adverts on professional social networking sites (e.g. linkedin)

11% through existing personal networks

8.1% directly on employers careers page

1% job adverts on personal social networking websites (facebook, twitter etc.)

 

Where do hiring managers advertise a new role

When Improve and Consult look to hire we go to Linkedin to headhunt, but the majority go to an agency or put it on their company careers page, 14% put them on Social media.

49% – recruitment agency agency

18% advertise direct on the careers website

13% posting job adverts on a professional social networking site (e.g. linkedin)

12% posting on a job board

8% accessing existing professional networks

1% posting job adverts on personal social media websites (facebook, twitter, instagram)

 

Most candidates are on social media, so what can we share

social media recruitment

Recruitment channels on Social Media

So what is the best recruitment channel for finding talent on social media? Improve and Consult have years of recruitment experience and will talk you through the main players.

LinkedIn is more professional/corporate so we use this trecruiting on social mediao share articles that appeal to candidates, clients and vendors. LinkedIn is a professional network where people ‘expect’ communication around work subjects. According to the Recruitment & Employment Confederation (REC), LinkedIn is the preferred network for recruiters, with 94% using it to source candidates. Candidates list their CV and highlight individual working achievements and expect to be engaged.

The goal of Linkedin is to highlight individual working achievements, it is therefore ideally suited to being used in the recruitment process. Its great for sharing share vacancies too.

Facebook is great for promoting company culture and brand. Facebook is much more personal and so dont be too professional as not everyone agrees with “talking shop” on facebook, therefore its not the ideal Recruitment channel. Large organisations use FB to contact passive candidates by sharing knowledge, building a relationship and keeping them informed. With talk of Facebook poised to enter the jobs market, social media and the recruitment market is about to take another leap

Twitter is good for exposure and getting the attention of industry influencers and engaging in conversations. Twitter is extremely valuable for connecting with young people for your graduate, internship and apprenticeship programmes. Along with facebook it is great at giving candidates a behind-the-scenes look at working at your organisation. You can also use Twitter to let the audience know about upcoming roles and recruitment campaigns stores; you can tweet a new vacancy directly to relevant local media and local influencers. Twitter can be used to post jobs and events and alert people to new blog posts.

YouTube helps us promote our brand and EVP further with video content and jobs. Video gets high engagement on LinkedIn, Facebook & Twitter; therefore it is beneficial to share your YouTube videos to other platforms. Youtube is used as a way to communicate your employee testimonials and these videos can be embedded on the actual career website.

Pinterest is an image based social media. Majority of Pinterest’s user-base are women and creatives and freelancers. Its a great platform for exposure of your Brand and culture, and although not the best Recruitment channel, it is good for passive browsing candidates, that you can redirect back to your jobs page or linkedin.

Instagram is massive with the younger generations. It isn’t as commercial as Facebook; members can enjoy the platform without the adverts and peoples news feeds. The secret to attracting passive candidates is to tell a great story about your company, Share company culture and improve your EVP through photos and videos. Celebrities do well on Instagram, because they show glimpses of inside their world, and gives the audience a moment in their life…do the same with your company.

What influences a candidate’s decision

Social Media Recruitment….the facts

At Improve and Consult, we are all ex recruiters and understand the importance of Social Media Recruitment?

We’re all on social media and most people realise that its really important for recruitment, but how important? Most large organisations have a social media recruitment strategy but the SME are the businesses that are starting to catch up.

Lets look at the facts of social media’s membership below.

2.3 billion social media users worldwide, 300 million people use Instagram, 288 million use Twitterand 890 million use Facebook every day.

Facebook has over 1,9 billion active users, 1 billion whatsapp users, 1 billion facebook messenger members, 600 million instagram and 400 million twitter users.

76% of Facebook users log in daily, 51% of Instagram users log in daily; only 18% of linkedin users check in dailyinstagram for recruitmenttwitter for recruitment

facebook for recruitment

Within the UK population:

7.1m are 16-24 years old and 99% of these 16-24 year olds are on social media! 578,000 of those are unemployed and 403,000 aren’t in full time education

Who is looking to Social Media during the recruitment process:

  • 73% of 18- to 34-year-olds found their last job through a social network
  • 80% of job seekers use social media to research and prepare for an interview
  • LinkedIn has 467 million members
  • 85% of these are passive candidates
  • 395 million may be open to a career change???

But what are the main channels for recruitment?

Kaizen Workshops!

Hi everyone, we have been building some great partnerships and a client base over the last few months, including conducting a number of Kaizen Improvement Workshops. A lot of our clients are really enjoying the Workshops and there has been a lot of appetite for the Change Management projects. Have a look at our facebook page below to see some photos from one of our Kaizen Workshops and Change Management Planning. The workshops only take a few hours and always uncover issues, delays, waste and frustration with a process. In just a few hours, you can have some serious positive improvement.

Improving process

By getting all the key stakeholders in a room for a few hours we can strip out the waste and decide on how we can improve the process. It gets all the stakeholders on the change journey by having them involved and deciding how the process can change for the better. They are quick, easy, effective and good fun!

Social Media and Recruitment….the facts

 

cheeky chappy

Welcome to our new website

Hi everyone,

As many of you will know, I have worked in HR and Recruitment since 2004, with experience in Recruitment Management and Recruitment Process Outsourcing. However, I moved into Lean Six Sigma and process improvement with the National Broadband Network in Australia.

It’s a big change moving from the largest infrastructure project in the world, to working with SMEs back in the UK, but it’s the right move. We are helping smaller businesses that don’t have the budgets for the large consulting groups, achieve substantial improvements. Well, we are up and running and helping saving our clients time and wasted energy…. Not to mention saving them money! I’ll be posting some success stories soon.

In the mean time, here’s a quick fun fact for you. Kaizen not only means change for the better, but actually means to change “me” for the better; this is a really apt point as, change and improvement is all about individuals changing and working together as a team for the greater good.

If you would like to know more about Kaizen workshops and how to save your business and people time, go to our contact page and…..well…. contact us!

Best wishes

Tom