Emma Bibby

At Artis Recruitment we've recruited talent into HR and Comms for over 15 years. We believe HR and Communications functions can significantly boost organisational effectiveness by collaborating closely. Here are several key areas where we feel their joint efforts can be particularly fruitful: ⬇ ✏ Strategic Messaging: Comms can help HR craft and disseminate key messages across the organisation. This ensures that important HR initiatives and policies are understood and embraced by all employees, aligning with the organisation's goals and values. 😀 Employee Engagement: HR typically spearheads efforts to improve employee engagement, but Comms can amplify these efforts by creating engaging content, effective internal campaigns, and feedback channels. 💱 Change Management: During times of change, such as during mergers, acquisitions, or large-scale organisational changes, the role of Comms is crucial in managing how these changes are perceived and handled internally. HR can provide the necessary insights into how changes will affect the workforce, while Comms can help deliver these messages in a reassuring and positive way. 📉 Crisis Management: In a crisis, timely and transparent communication is crucial. HR and Comms can work together to ensure that all communications are sensitive to the emotional and practical needs of employees. 📢 Training and Development: Comms can support HR by promoting and explaining the benefits of training and development programs. This can increase participation rates and ensure that employees understand how these opportunities align with their personal and professional growth. 🗺 Employer Branding: HR's understanding of the workforce's needs and challenges combined with Communications’ expertise in branding and messaging can create a powerful employer brand that attracts and retains top talent. What do you think? Emma Archer (MIRP) Mark Lightburn Rachel Jones #hrandcomms #communications #humanresources

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First, I am not looking to take anything away from this great group of HR practitioners. I congratulate you all and wish you well. However, I do wonder about the process: how can - not one FTSE100/250 CPO be on the list of influential practitioners? Some of the most complex, transformative and important initiatives are taking place in that group of companies. Not saying that size is everything, but companies in 20-100+ countries, over billions of pounds of revenue, with over 4,000 to 100,000+ staff going through significant business/culture change -- has got to have at least one influential practitioner. Time to revisit this process. BTW- I am already in the 'Hall of Fame' so nothing personal in this. HR magazine #HR

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HR, your pay structure is being eroded.   Wage compression is undermining your efforts to create a fair, motivated workforce.   Here's how to fight it.   With rising living costs and minimum wage increases, wage compression is now an unavoidable reality for many UK organisations.   And rising pay transparency among employees is only fuelling the fire.   HR leaders face a choice:   Accept this as inevitable or take bold actions to protect your pay systems and employee well-being.   The choice is obvious. And here are the steps you need to take:   📈 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵 𝗳𝗶𝘅𝗲𝗱 𝗽𝗮𝘆 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝗹𝘀 - Maintain a set gap between pay grades, while being mindful of the potential for upward pressure on wages. But be careful of pay inflation!   👩‍🎓 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗻𝗼𝗻-𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗿𝗲𝘄𝗮𝗿𝗱𝘀 - Offer bonuses, allowances, or development opportunities.   ⚖ 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗘𝗩𝗣 𝗮𝗻𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 - Tailor your offerings to different employee levels, considering the trend towards equalisation of benefits   There's no one-size-fits-all solution   But to overcome these challenges, HR needs to find innovative ways to maintain fair, competitive pay structures   Got your own strategies and experiences? Share them in the comments below! 👇   #paycompression #livingwage #employeeretention #HR #hrstrategy #pay

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Pivoting is a key skill in recruitment marketing 🔐 On the latest TLM Podcast, Owen Beynon discusses the parallels between the film industry and recruitment marketing. 🎬🎯 After dedicating 10 years to the chaotic world of filmmaking, Owen boldly moved to the equally chaotic world of recruitment marketing. Why the switch, you ask? Listen to the full episode to find out 🎙️ https://lnkd.in/eqyUAa33 #RecruitmentMarketing #MarketingPodcast #LonelyMarketers

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Unsurprisingly almost a third of people are looking to keep up-to-date with technology in relation to AI in HR. Don’t be the musicians aboard the titanic ignoring the challenges going on around you. If this is you and you’d like to hear about our launch 🚀 please do join our waiting list here.. HTTPS://https://lnkd.in/eezQZUyJ #aiinhr #hrconsultancy #hrconsultants

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Are Businesses Neglecting Senior-Level Profiling in Recruitment? It would appear that most are. A recent Psychometric Price Reduction Quiz has shed light on the importance of senior-level profiling in the recruitment process. With questions focusing on the assessment of senior-level candidates and the use of external Chartered Psychologists for senior hires, the results revealed a concerning trend. Out of 14 participants, a staggering 86% scored low in the Senior-Level Profiling category, indicating a potential lack of attention to this critical aspect of recruitment. Only 14% scored medium, while none scored high, highlighting a significant gap in senior-level profiling practices among businesses. Senior-level hires are crucial for the success of any organisation, as they often hold key leadership positions and influence the overall direction of the company. Neglecting proper assessment and profiling of senior candidates can lead to costly hiring mistakes and missed opportunities for growth. It is essential for businesses to recognise the importance of senior-level profiling and invest in tailored assessments to ensure they are making informed hiring decisions. By utilising the expertise of external Chartered Psychologists, companies can gain valuable insights into the suitability of senior candidates for their roles. To address this issue, we encourage more businesses to take the Psychometric Price Reduction Quiz and assess their approach to senior-level profiling in recruitment. By prioritising this aspect of the hiring process, organisation’s can enhance their recruitment strategies and secure top talent for senior positions. Take the quiz now using the link in the first comment. The lower your score out of 100, the more areas there are for improvement. Answer 15 questions to discover where you can improve. 👍 It's completely FREE 👍Less than 2 minutes to complete 👍 Receive a personalised report instantly 👍FREE trial of our services once complete Your next senior hire could be the key to driving your business forward. 🖐 Follow me for more posts like this 🖐 #psychometrics #personalityassessment #recruitment

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Talent professionals - are you keeping an eye on labour market reports to make sure your TA strategy is robust enough that can stay ahead or at least keep up with the market shifts? Over the last night fortnight I’ve had some interesting conversations with clients about their Recruitment plans for remainder of 2024 and projections for 2025. I’ve also been conducting PSL reviews, as part of our Cogito RPO solution and talking to agencies about their experiences of the market. They’ve reported a significant drop in roles and an increase in recruitment freezes. This quarter, CIPD reported that 37% of companies surveyed said they would be looking to recruit hard to fill roles. This rose to 52% in the public sector. Whilst over half (55%) of employers are looking to maintain their current staff level. This is the highest proportion since winter 2016/17. So what does this mean for TA? - Consider your routes to market for hard to fill roles. Can you be more flexible by hiring for potential and bolstering to development or a mentor. - Sense check your offering against the market, where do you stand as an employer when it comes to pay and benefits? - If you have shortcomings against competitors, what can you offer? What motivates those employees and work on increasing your awareness that you are hiring. - Use your EVP to drive those messages about what makes you a great employer. (If you don’t have a clear EVP, this will be intrinsic as part of your TA strategy and supports both attraction and retention. - Focus on retention- have good career conversations and understand what it takes to keep your talent. Get those pulse surveys out and get a barometer check on how people are feeling. Below are the findings from the CIPD report about how companies they surveyed intend to address hard to fill vacancies. Some great ideas! How will you overcome the challenges faced in your business?

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If your organisation's pay review is done using spreadsheets, read this: We see it all the time here at Amite Ltd. A pay review process that relies on a sole senior reward manager with expert level Excel skills to build and maintain the spreadsheets. Those organisations are always teetering on the edge of an issue they desperately try to ignore... 🙉 What happens if that person leaves? Well, all the knowledge leaves with them. Suddenly, your left with a defunct system. And no-one can update, change, or re-factor it without increasing the risk of errors and wasted time. Choosing spreadsheets over dedicated software may seem cost-effective, but the savings are illusory. 💸 Once the spreadsheet creator leaves, you'll likely face the costly, time-consuming task of deciphering and rebuilding their non-professional system. The solution? PAYreview. Our software and hands-on approach empowers you to ditch the spreadsheets, gain strategic focus, and ensure fair compensation. ⚖ And we'll stick around to help anytime with anything, so you can chill and do your thing without endless spreadsheet hassles. hand #business #hr #hrsoftware #pay #excel

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12 years ago, I started my first job in HR. Today, I’m supporting companies to embed HR within their overall business strategies. Yet, there is 1 common piece of advice that I repeatedly share. And for far too long, it’s been holding countless businesses back ↴ You have to move away from strict box ticking when it comes to hiring. Everyone knows that when someone applies for a new role, they need to be a suitable fit for that job. But what happens when a strong candidate only meets 75% of the role’s skillset? (And this is a situation that most companies I’ve worked with have found themselves in.) From my experience, I take one stance ↴ Fit + motivation over skillset. Skills can be taught over a period of time. But making someone have dedication and motivation… that’s something you can’t inflict. You can rarely teach someone to genuinely have motivation. (Or make them feel that way.) So if someone is a perfect candidate, but maybe lacks a few skills - don’t immediately discount them. Because there are actionable steps you can take to overcome this: - Create a culture of learning. - Pair them up with trusted mentors. - Give them the time and space to learn. - Buy relevant books and efficient training courses. - Encourage them to attend conferences and events. When it comes to hiring, I emphasise this point time after time… Skills can be taught, experience can be made. But if someone isn’t caring or motivated? They’re never going to bring as much value to your business in the long run. Don’t be fooled by focusing only on the short-term gains.

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Navigating the path to culture change: A comprehensive guide Interesting article in HRZone that includes tips and ideas for tackling culture change. Good read. https://lnkd.in/eM746PYU

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At Oxford, we prioritize growth that benefits people, planet, and profit. Transforming your brand in this direction isn’t simple, but it’s worthwhile. Download this think piece from Aaron Newhouse to see how you can integrate these three pillars into your brand’s value proposition, just like Tony's Chocolonely successfully did.

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Is talent acquisition given the status it needs? ❌ A new study released by The Josh Bersin Company found that the vast majority of talent acquisition teams are excluded from strategic workforce planning. I find this a misstep. Without including those involved in finding and developing talent for your organisations in strategic planning, there'll be misalignment between the wider organisational strategy and the talent strategy. This will lead to the wrong hires and increase cost and time wasted in the near future. Whilst this study is focused on internal teams, external advisors can hugely help in providing an outside point of view as to how to help build a robust talent strategy, that aligns with organisational goals and KPIs, and attracts the very best operators. By taking a long term, partnership approach, talent consultancies can understand the current team and truly understand what's needed - even if that's an internal hire or promotion. And this approach is something I'm pushing with Peak 72 - a true partnership that can make a difference longer term. As Josh Bersin correctly states in the below article, "If we can’t get the ‘right’ people into the company, no amount of management can recover." 🏔 https://lnkd.in/ewSN2SWU

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What does TA / HR look like in 2035? It’s a question we have been kicking around with the House of Visionaries community. Now 80+ strong following our London launch event earlier this year. 💪 We are co-creating a future-focused report covering a brief look at today, the megatrends that will shape our future, and the practical steps needed to elevate our functions. 😎 The report is aimed at empowering TA and People leaders with practical steps, and some thought on overcoming potential challenges on the horizon, helping you influence and plan for the future. By contributing to this survey you'll get first dibs on the findings and insights from the UKs most influential leaders. Complete this anonymous 5 minute survey and write “FUTURE” in the comments. 👇 https://hubs.la/Q02wDXRJ0 Feel free to share with other influential leaders you know 😉 Ben Rutter, Robert Hussey, Shaun Robinson, Christina (Smith) Harris

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🌲 Embracing the Present 🌲 In the midst of a whirlwind life—balancing a global HR role, navigating post-acquisition transitions, parenting a toddler, renovating a house, and serving as a charity trustee amongst lots and lots of other things on the to do list - I sometimes forget to pause and disconnect. Being amongst the trees is my happy place, last week I took a few days to be with my family on a woodland break, a much-needed reminder to be present and cherish these moments. 📵Disconnecting helps recharge and refocus. 🥰 Being present with family creates invaluable memories and reminds us what’s important. 🤹‍♀️ It's okay to acknowledge that we're all human and juggling many roles. How do you find balance amidst a busy schedule? #WorkLifeBalance #FamilyTime #BePresent

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Summers coming and the festival season is almost upon us! If you are attending the Festival of Work at the ExCel on the 12-13 June drop by, say hello and pick up your copy of our latest research paper around the world of work "Work: How, Where, When & Why." #outplacement #cipd #coaching #careertransition #leadershipdevelopment

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🎙 Battling Burnout: HR Strategies for Employee Well-Being 🎙 Proud to share my latest HR Means Business podcast interview with The Burnout Beater - Colin Minto I talk to Colin, an experienced HR and TA leader, about his own experience of burnout and how he has been able to use this to advise, help and support HR & TA professionals to address their own and their teams’ wellbeing, and to be aware of the signs of burnout. During the conversation we discuss: ✳ Colin’s personal experience of burnout ✳ Some of the early signs of burnout that HR leaders should be aware of so the can address it proactively ✳ How burnout impacts organisational performance as well as personal performance ✳ Practical steps that HR and TA leaders can take to create a supportive environment to help mitigate the risk of burnout ✳ The need to have open and honest conversations in the workplace about mental health to reduce stigma and encourage support Hope you find the conversation interesting and useful both on a personal level and for the teams you work with....

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📢 Reflections on Labour's Victory and Its Impact on UK Employment Law As an HR practitioner who’s navigated the ever-evolving landscape of employment law for over a decade, I find myself reflecting deeply on Labour's recent victory and the potential changes it heralds for UK employment legislation. Labour’s win is poised to bring a wave of transformative changes, many of which directly impact our daily responsibilities in HR. From promises of stronger worker rights to enhancements in workplace equality, the anticipated reforms align closely with the values of fairness and inclusion that we strive to uphold in our organisations. Here's a snapshot 📷 of the key changes we can expect: ⭐️Day one right for unfair dismissal applying to both employees and workers. ⭐️Banning zero hours contracts. ⭐️Increasing the time limit to pursue an Employment Tribunal claim from 3 to 6 months. ⭐️Removing statutory limits on compensation that can be claimed in the Employment Tribunal. ⭐️Banning fire and rehire processes. ⭐️Changing the 3 tier employment status structure to a 2 tier (combining employee and worker status). ⭐️Introducing a flat rate for NMW for all age groups. ⭐️Expanding equal pay legislation to apply to those with disabilities and BAME employees. ⭐️Changing Trade Union Rights. ⭐️A right to switch off from work. ⭐️Entitlement to SSP from day 1 ⭐️Introducing a right to bereavement leave These changes, set to be implemented within 100 days, mark a significant shift towards more equitable and fair work practices. 💼 HR Practitioners: What are your thoughts on these proposed changes? How will they impact your strategies and operations? Let’s discuss the potential impact of Labour’s victory on our field! #HR #EmploymentLaw #LabourWin #WorkplaceEquality #FlexibleWorking #EmployeeRights #Leadership

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