One common mistake you see companies repeatedly make in effecting organisation change is the over emphasis and attention paid to getting the hardware part of things right (ie. by spending lots and lots of money and effort in updating IT systems and existing infrastructure), while at the same time completely mismanaging or even completely negating the software part of the process. By software I mean the true asset of any organisation – its people.

What’s the use of installing the most sophisticated technologies or cutting edge management innovations if your own employees don’t buy into it, or the very reasons why the company feels the need to rock the boat and change the way things have always been done?

The majority of people are naturally opposed to having their normal routines disrupted. Here is where HR practitioners can and should play an essential role in the process of organisational change. In too many unfortunate cases, senior management does not always have an accurate “feel” of their own organisation and employees, but HR practitioners do. They are the ones that have ears on the ground and fingers on the pulse of the organisation, they are aware of the undercurrents rumbling through the office grapevine. HR is usually the first to hear about complaints against particular policies or managers, as well as all sorts of information via exit interviews and employee assessments.

HR practitioners who are in touch with their employees are therefore in the best position to advise senior management about potential problems or employee resistance in the face of impending change.

By the same token, HR can also serve as a bridge between senior management and employees, establishing a clear and open channel of communication between both sides, and actively championing a culture of continuous employee engagement is key in dealing with the feelings of negativity, and ensuring that everyone in the company is engaged and on the same page during times of organisational change.

culture change, employee assessments, employee engagement, exit interviews, HR, hr practitioners, human resource management, organisational change

As a recruiter, there are days when I sift through literally hundreds of CVs in order to pick out the relevant candidates that fulfill specific requirements. This has certainly given me insight into what makes an attention-grabbing, first class CV, so I thought I would share some tips with you via this blog.

How your CV is read
The first thing to understand is that your CV will not be read like a short story (i.e. starting from the top and working down to the bottom). Unfortunately, recruiters and hiring managers often don’t have enough time to absorb every word. Rather, your CV will be looked at like an advertisement or diagram. Therefore you should format your CV to ensure the most important parts will capture the reader’s attention first. The sections, whether projects or places of work should be clearly separated and defined, and follow the same format so that the reader can identify a pattern quickly.

Personal summary
Keep this concise and factual. This section is an opportunity to summarise your key strengths in terms of technical skills, ‘soft skills’, aspirations and achievements. Avoid philosophical quotes and emotional jargon. This should be no more than 200 words

Places of work
These titles should stand out well and serve as clear section dividers. Always state the months and years of employment duration, and the country location. Be honest and do not leave out employers. If you have gaps in employment, explain why.

Project or systems description
Paragraphs should be used – no more than 100 words. Avoid using sales text copied from a brochure or the company’s website. Instead, talk about the purpose and outcomes of the projects / systems you worked on.

Responsibilities
Bullet points should be used. If these stretch out for over half a page, they should be further titled and categorised into smaller chunks. Avoid long paragraphs here as the information will not command attention quickly enough and these are important sections that the reader will be likely be drawn to early on.

Career advice, cv writing tips, first class cv, HR, perfect cv, recruitment process

Have you ever considered a career in HR? It’s never too late. There are a lot of things to consider when making a mid-career switch, as opposed to making a change when you are just starting out in your career. Here are some things you might want to think about:

Do you have the right skills?
Highly effective HR professionals must be strong communicators, trustworthy and possess a higher than average emotional intelligence (EQ). Do you have the right temperament and skills to manage staff from all levels and different backgrounds? Do you have the right judgment to handle disciplinary cases or the stomach to carrying out dismissals in accordance with your company’s policies?

HR professionals are also privy to a variety of sensitive and confidential information such as salaries, compensation and personal histories of staff. They must be discreet and hold themselves to a high ethical standard. Above all, do you have the desire and passion to improve your organisation’s most important asset – its people?

What opportunities are available?
Once you’ve made the decision to make a jump into HR, realistically evaluate your current situation and begin putting together an action plan based on your skills, needs and available resources. You might want to consider inquiring within you own organisation to see if there are are any suitable open positions that you could laterally transfer to. Talk to your HR team and your supervisor about your situation.

Strengthen your case by taking up HR courses, or enroll in a formal HR certification/qualification programme. Join a professional HR association. Read and talk to HR professionals to enhance your existing expertise and knowledge.
Making a mid-career switch can be challenging but by taking control of your career, devising a realistic plan and following through with it, you can realise your professional goals and embark on a fulfilling HR career. Good luck!

career switch, HR