We recently caught up with Tracey Barnes – a Mum who left the financial services industry when she became a Mum. Now her children are older, she has returned to her original industry. We wanted to get a better idea of why she made the decisions she did in the hope that she will inspire others.
In the past few years, many organisations have made a shift towards embracing more flexible working practices, and more and more people are now looking for roles that enables a better work-life balance. Find how to go about rolling out flexible working here in this guest blog by Business Psychologist Susie Phillips-Baker.
Many people think that references are pointless claiming that they are a waste of time, don’t add any value and are bias as people only give referees who will provide positive references. However, references taken from the right people in the right way can help you avoid hiring the wrong people, so how do you go about doing it the right way?
You’ve been through the stress and strain that is hiring a new employee for the team, even more so if it is a replacement and you are now excited because you have found the right person for your team and an offer is made. But the offer is rejected and you have go back to square one. How can you avoid this happening again?
How much are your fees? It’s a question I am often asked, and rightly so, but the right question should be “what is the cost of recruitment?” A recruiter’s fees are often the only tangible cost in a recruitment process, but it is usually only a small fraction of the overall cost to a business that companies are not necessarily aware of.
According to research by PwC, there is an estimated £1.7bn economic gap every year that is caused by women either unable to return to work after having children or having to take a more junior or lower paid role. The good news is that some people are starting to take notice and slowly, ever so slowly, there are starting to be more options for Mums (and Dads!) wanting to return to work.