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.

It’s a while since I wrote about CVs and their value in securing conversations about new roles or opportunities. Sometimes it’s easy to dismiss their importance because …

I’ve been involved in several unrelated conversations recently which led me to begin thinking about recruiting young people after full-time education, in 2021 …

It’s a relatively typical Monday morning in Sussex, birds singing, radio on and yesterday’s Oscar winners being announced. But what does typical mean in any community in April 2021?

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

There are some happy golfers sitting in the sunshine this afternoon wondering how they will ever get out of their chairs again …

Another great conversation and suddenly I find myself talking about how young people will get to experience different professions or occupations before making their final career choices this year.

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.

It’s a hornets’ nest but after so many years of promoting feedback, I’ve made this decision to keep the conversation going.