This question reminds me of my recruitment training by a well-known occupational psychologist who coached me to ask what questions rather than why questions when interviewing ...

How many times have we heard that recruitment is broken? And what did we conclude? For several years now I’ve been working to reverse this rather unsophisticated excuse for indecision and a lack of judgement ...

Isn’t it time to let technology take the strain of repetition leaving space for original thought across HR?

I’m not sure when I first heard the term ghosting, although it seems that it appeared along with online dating to explain seemingly sensible souls vanishing …

Whether you’re thinking about starting a business, changing roles, making a new house your home or creating a garden from scratch, it takes time …

Applying for jobs has never been a breeze, although some candidates find it so much easier than others to organise their thoughts, answer questions and stick with it.

How does this phrase make you feel? Throughout my career I’ve interviewed thousands of people and been interviewed – sometimes well and other times, I try to forget.

Are we making interviews complicated? It’s a question I’ve been asking myself for so many years, my head hurts!

A piece which compares recruitment with making marmalade – surely not? Well, today was marmalade making day and you know me, I don’t do one thing at a time …

“I didn’t get the job”, my heart sank and “I don’t know why” my heart sank even further. Momentarily I’m uncertain whether I’m more disappointed about the first or the second phrase …

It’s time for the festive Masked Recruiter to get another airing. I didn’t expect that after all these years of writing about Candidate Experience, I’d still be hearing tales that would make my toes curl.

I’m a big fan of looking to the future as you know, although most CVs are written in the past tense which presents the first hurdle. I don’t subscribe to the view that we can do without CVs, but they do need a shake up!

Market intelligence is a vital element of successful recruitment. Market forces play a vital role in determining who is likely to be available to the organisation or business and at what cost.

Someone asked me how I’d clear a backlog of multiple vacancies recently. I wanted to respond, “with enthusiasm”, although my sense was that this might be interpreted as flippant.

Some of my innovative and early reflections on working and career flexibility were almost lost to the tip recently. I’ve just found some cue cards I wrote 20 years ago …

Candidate experience and being the best candidate, you know how to be. Both topics are never far from my thoughts – no surprises there. A recent client assignment has sharpened my focus on both even further.

I’ve been considering how developments in thinking and changes in fashion have impacted our assessments of people’s suitability to join our businesses …

Taking candidate experience to the next level is something we can all do, whether that’s as organisations, business leaders or individuals. I’m including job seekers as well as employers and their recruitment partners.

I didn’t expect to write something which brought together my ongoing work in resourcing and my interests in cooking and sewing under a single heading in this way, but here it is. The technology is capable, but it seems that the humans are not.

I am going to write and publish a book., “How To Be The Best Candidate You Know How To Be, Every Single Time”. It’s been whirring around in my head for a while and the positive feedback on my blog stories has been the catalyst for this reality check.