Recruiting a new member of staff is always a significant decision, but finding the right individual for a crucial role can be like solving a puzzle. It demands an understanding of your company culture, a discerning eye for detail, and an instinct for talent. That’s why more businesses are turning to executive search firms for help. These professional “detectives” possess the skills and expertise to uncover the best candidates for your company, and their methods are more efficient than a traditional job search.

One of the key advantages of using an executive search firm is their utilisation of assessments to guarantee the candidate’s suitability not just on paper, but also in practice. They employ a blend of behavioural assessments, critical thinking tests, and emotional intelligence evaluations to gain a comprehensive view of each candidate’s strengths, weaknesses, and potential for success in the role. This allows them to present you with candidates who not only have the skills and experience you require, but also the personality and emotional intelligence to flourish in your company’s culture.

Another advantage of working with an executive search firm is its extensive network of contacts in the industry. They have cultivated relationships with key players in your field and know where to find the best talent. They also have access to databases of candidates who are not actively seeking a new role but would be receptive to a change if the right opportunity arose. In other words, they have the inside track on the top candidates, giving you a competitive edge in the recruitment process.

Furthermore, executive search firms have a tried-and-tested method for identifying and screening candidates. They carry out comprehensive background checks and reference checks to ensure the person you are considering is the ideal fit for your company. They also take the time to comprehend your company culture and the specific demands of the role, so they can provide you with a carefully selected list of the best candidates.

But why settle for merely the best when you can have the cream of the crop? Executive search firms also can attract top talent from their current positions with appealing packages and opportunities. They know how to promote your company to potential recruits and convince them that your organisation is the place they want to be.

Finally, hiring a detective can also save you time and reduce the stress often associated with a critical recruitment decision. You don’t have to spend hours trawling through CVs and conducting interviews; the executive search firm will take care of all of that for you. They will provide you with a shortlist of the best candidates, saving you time and hassle.

In conclusion, if you’re facing a critical recruitment decision, don’t rely solely on your own detective skills. Turn to the professionals and let an executive search firm help you solve the puzzle of finding the ideal candidate. With their expertise, assessments, and experience, they will assist you in making the right choice and unlocking the key to your company’s success.

Belfast-based consultancy firm, Corvus People, has launched a new HR for Growth service aimed at helping their clients harness the power of people to drive business growth. The focus of this service, along with others offered by Corvus People, is to support businesses to recruit, develop, and retain the market’s top talent. Northern Ireland has skilled talent across various industries, but businesses are finding it hard to engage and keep their teams. Corvus People believes that now, more than ever, business leaders need to take stock of what their top talent requires to thrive.

According to recent research by the Chartered Institute of Personnel and Development (CIPD), Northern Ireland workers are least likely to say that their job offers good opportunities to develop their skills (31% v 25% UK average) or would help develop their careers (46% v UK average of 41%). Today’s talent is looking for more than just a salary, and the company’s culture is becoming increasingly important, including its approach to professional development.

Announcing the new HR for Growth service, Ian Weatherup, MD of Corvus People, said, “Our approach, since we started in 2011, has always been about people – they are the greatest asset to any business. Placing people at the centre of any business strategy is not only essential to business growth but is key to their success. Our collaborative approach with our clients means we become their people strategy partners. We work alongside them to deliver solutions across the entire employee lifecycle to support their teams and help them thrive.”

Ian added, “This is an exciting time for Corvus People as we prepare to work with businesses as they take that next big step toward growth and success.”

The new offering, HR for Growth, bolsters Corvus People’s existing solutions, which provide 360 support and integrate seamlessly into their clients’ existing processes. It costs more to recruit than retain, with some studies, such as the Society for Human Resource Management (SHRM), predicting that it costs on average 6-9 months’ salary to replace a salaried employee, which is why all Corvus People services are geared toward long-term retention.

Corvus Assured, the Executive Search methodology launched at the beginning of the pandemic, uses market-leading behavioural analysis tools to assess cultural fit as well as the skills match. This service creates long-lasting retention, with 97% of candidates still in position after 12 months and is already achieving notable success for a range of Northern Ireland and international clients.

Corvus People has built its reputation on helping businesses to manage change, reduce risk and improve their people strategies, and this new offering is no different.

Corvus People has extensive experience in working with clients across a range of industries, including manufacturing, technology, construction, and financial services. The company is committed to helping businesses of all sizes to develop and grow, and the HR for Growth service is just one example of this.

Businesses looking to improve their people strategies and drive growth can benefit from Corvus People’s solutions. The service offering provides a comprehensive range of solutions to support businesses in recruiting, developing, and retaining top talent. With one of Northern Ireland’s most experienced team of consultants and a focus on long-term retention, Corvus People is the perfect partner for any business looking to take that next big step towards success.

On 1st December 2022, OpenAI (co-founded by Elon Musk and backed by Microsoft) launched ChatGPT, a general-purpose chatbot that creates AI-generated content in a human-like response.

It brings AI to the masses as it offers non-technical people direct access to AI as you simply type your question, and it will reply to you in a few seconds.  This is the major step forward – predecessors didn’t have a user-friendly interface which makes it accessible to virtually anyone. Unlike previous AI, ChatGPT will admit to its mistakes, understand context, ask follow-up questions, and correct your false assumptions.

There are endless potential applications – students writing end-of-term papers and assignments (it has already been banned by the NY City Department of Education), poetry, emails, answering philosophical questions and even writing limericks.

Today ChatGPT has the potential to significantly change how companies recruit by automating and streamlining activities to include CV/Resume screening, conducting initial interviews, Candidate matching and HR assistance (answering candidate queries).

In the future, it will be able to assess soft skills and ask behavioural interview questions, but these will require interpretation by a professional recruiter or hiring manager.

Currently, ChatGPT cannot search and find job-specific candidates and it is not a replacement for human decision-making and judgement in the final hiring process.

The launch of ChatGPT has been described as a watershed moment and poses more questions on the ethics of AI.  How should it be regulated and what barriers and restrictions will be applied to searches?

Some sectors, such as traditional search engines are likely to be disrupted and the stakes are high.  Google launched Bard, their AI enabled chatbot, but an error in its first answer cost $100bn being wiped off their share price.  Microsoft also announced in that they are enhancing their Bing search engine with similar technology that ChatGPT is built on, which led to a 4.2% increase in share value.

Every industry should be keenly watching to see what impact, both positive and negative conversational AI solutions could have on them.

Companies, Hiring Managers, and recruitment companies should have AI chatbots on their Threats and Opportunities radar for 2023 to consider how it can be used to automate certain tasks in the recruiting process such as initial candidate screening, answering frequently asked questions, and scheduling interviews.

Footnote – thus far I have written this blog myself.  Below is ChatGPT’s reply to my query “What is the future of recruitment and technology”.

The future of recruitment and technology is likely to be marked by continued automation and digitization of various aspects of the recruitment process, from sourcing and screening candidates to scheduling interviews and onboarding new hires. This will likely result in increased efficiency and speed, as well as data-driven insights into the talent acquisition process.

In addition, there may be increased use of artificial intelligence, machine learning, and other advanced technologies in the recruitment process to make it more personalized and effective. This could include personalized job recommendations, candidate sentiment analysis, and predictive hiring analytics.

There may also be a greater focus on virtual and remote hiring, driven in part by the ongoing pandemic and the increasing trend towards remote work. This could lead to the development of new virtual recruitment tools and technologies that enable employers to reach and engage with a wider pool of candidates from around the world.

Overall, the future of recruitment and technology is likely to be shaped by a combination of factors, including advances in technology, changing workforce demographics, and evolving employer and candidate expectations.

Written by Ian Weatherup

I don’t know what happened…one minute it was going fine, and then the next, they had gone!

If you are a manager or employer who has found yourself saying this, in all likelihood, it wasn’t all going fine for a while. But a critical member of your team has resigned, and you’re left wondering what happened – and even worse, you have to move fast to replace them and their expertise.

Wouldn’t it be easier to retain your talent in the first place?

According to Bonusly, “Employee engagement is already one of the most important differentiators for modern organisations, and it’s on the minds of nearly every organisational leader”.

So, what can you do to help keep your top talent?

Creating strong employee morale and job satisfaction is key to ensuring you remain competitive in the market. After all, your employees could be the ones who bring in business, deal with customers and add to brand value. Your employees allow your company to grow and are crucial to business success.

Richard Branson is quoted as saying: “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients”.

Hopefully, the following points are useful in your pursuit of retention:

Make the employee feel special. Ensure that your employees feel they are contributing to the company’s success. If possible, involve them in decision-making, let them take ownership of their role, and trust them to do their job. Recognise and reward achievements and motivate them to seek opportunities to learn. Continuing professional development is a key tool in ensuring job satisfaction, so creating an environment where learning is central will help you keep employees engaged.

Make sure that the package on offer is competitive in your industry. Notice I say package and not just salary. Nonfinancial benefits can include bonuses, recognition, on-site opportunities, training, work-from-home options, vacations, company shares, involvement in decision-making etc. All of the above can have a major bearing on employee retention. Combine this with a fair and transparent policy on promotions and you’ll help encourage your team to stay around.

Be flexible. I suppose this is the new mantra of lots of organisations regardless of size or sector. Given the changes to the global job market over the last few years it’s for the most part now an expectation that companies offer opportunities for a better work-life balance.

According to Owl Labs, “Companies supporting work-from-home have 25% lower employee turnover than the organisations that don’t.”

Try to match headcount to workload. It makes more sense to grow your team rather than put undue pressure on existing employees. Not an easy task in the current climate I know, but it will help to ensure that your current team remain focused on their core activities. You should forecast your team size along with your planned growth. Not only will this make for smoother running of the business should you unexpectedly lose a team member, but it will allow you to take on more work as it arises.

Be supportive and empathetic. Never forget that your team are people and, as people, are unique. Each will have different aspirations, motivations, attitudes, challenges, distractions, and frustrations so it’s rarely a one size fits all approach which works. However, ensuring that you spot when someone needs support for whatever reason and then doing something about it can mean a lot in terms of continued motivation.

Have a clear vision or mission statement. For your organisation that your employees understand, believe, and are committed to. Having a clear vision or mission statement is important for aligning employees towards a common goal, increasing motivation and engagement, establishing the organisation’s brand identity, and providing a framework for decision-making.

Of course, having a good employee retention strategy requires an understanding of real-life statistics and data. It is through analysing the trends within your business that you can identify the areas where you can improve.

Retaining top talent is crucial for the success of any organisation. To achieve this, companies need to create a positive work environment that supports employee morale and job satisfaction. By following these steps, organisations can increase employee engagement and reduce turnover, ensuring long-term success.

At Corvus People, we have a clear purpose – we want to see people succeed. We offer support across the entire employee lifecycle, and our range of solutions fits seamlessly into your business. Please get in touch if you feel we can help.

Written by Myles McKeown