Matt Degville’s Post

Are you a talented job seeker looking to access opportunities where you can fully utilize your skills and excel in your career? Do you want to improve the odds of receiving callbacks from potential employers? We must agitate for change and abandon obsolete practices that prevent firms from accessing exceptional talent. Organizations that fail to nurture diversity and inclusion hurt their competitiveness, innovation, and bottom line. The solution lies in connecting competent job seekers with companies that intentionally cultivate equitable, welcoming environments. BOLD partners with firms serious about diversity efforts so high-potential candidates can access work opportunities and even leadership possibilities. Take the first step and browse job postings from leading corporations committed to inclusion. A rewarding career that honors your full potential is within reach! 🔗 https://boldhr.ca/

  Thank you to NH Business Review for continuing their DEI: From Talk to Action Series. Yesterday's seminar was focused on Recruitment and Retention Essentials. I learned some great tips from the team of panelists and the many professionals in the room who are continuing their individual DEI journeys at their companies. This week I was fortunate to attend two different and powerful DEI events. I walked away with a lot of good tips. One of the quotes that stood out to me this week was, "Diversity is being invited to the dance, inclusion is being asked to dance." #dei #recruitment #retention #hiring

🌟 Have you ever turned down a job offer? Why? 🌟 Recently, I worked with an exceptional candidate—let’s call her Sarah—who declined an offer due to concerns about the company’s chaotic environment and lack of organizational culture. Despite an attractive package and a leadership role, Sarah prioritized her values and career satisfaction. During the interview, the hiring manager admitted, "We don't have an organizational culture," which raised immediate red flags for Sarah. Observing the frenetic office atmosphere, she knew this wasn’t the right fit for her. Sarah’s decision highlights important lessons: For Candidates: 1) Know Your Values: Don’t compromise on what you need to thrive. 2) Ask the Right Questions: Inquire about company culture and observe the environment. 3) Trust Your Instincts: Make decisions that align with your goals. For Employers: 1) Cultivate Culture: A positive culture attracts and retains top talent. 2) Be Transparent: Ensure hiring managers discuss culture candidly (there's no such thing as no culture) 3) Invest in Structure: A supportive environment boosts satisfaction and productivity. Sarah’s story is a powerful reminder that cultural fit is key to long-term success. 🌟 #CPGRecruitment #CareerIntegrity #CompanyCulture #HiringExcellence #ProfessionalGrowth

🤝 Join me at HIGHER’s The State of TA Breakfast Briefing on June 19th at Soho House Dean Street, London! 🤝 HIGHER’s The State of TA is grounded in detailed analysis from interviews with TA leaders across the US and Europe, enriched by insights from our panel. I’m excited to connect with executive colleagues to discuss the pressing challenges we're all facing in the talent acquisition industry today. Key Topics We’ll Cover: 🤞🏼 Hiring and Turnover: Is this holding steady? 🏅 Talent Quality: Can this be defined, and what key metrics do others use? 🧐 Talent Teams: Are we reaching the threshold for capacity? How do you bridge the gap between technology, efficiency, and capacity? 🌈 DEIB: Is this falling down the priority list? 👉🏼 Register today to secure your place: <https://lnkd.in/e-6BE4Jd> This will be a super productive discussion and great opportunity to network with industry leaders! See you there 👍🏻 #TalentAcquisition #Recruitment #HR #Hiring #DEIB #ExecutiveNetworking #HRInsights #GlobalTA #TAchallenges #Recruitment #talentful Matthew Parker Brian Evje Alice Glen (née Roper) Phillip Blaydes Chris Abbass HIGHER Community

Having just celebrated our 5th birthday this week, our co-founder Liam Miller, wanted to share a bit about his journey with the firm and reflect back on the driving force behind the inception of Eclectic Recruitment. Here's Liam in his own words: After moving back to Cambridge from Newcastle in 2014, I was relatively new to the recruitment sector. Despite my late start, I found an inherent knack for matching candidates and companies, a process that felt more like solving a fascinating puzzle than a job. In 4 short years, I moved from a Trainee Consultant to an Executive Consultant, learning the ins and outs of recruitment on an accelerated trajectory. What I discovered during this time was that the traditional “Recruitment Agency” model was ripe for a shake-up. Many agencies were entrenched in their old ways, often prioritising volume over value and relying heavily on jargon instead of offering tangible results. So, along with a lifelong friend, we set out to disrupt the status quo. The goal was clear - build a contemporary staffing business that was agile, adaptable, and always ready to meet the ever-evolving demands of the job market. We sought to create an agency that would prioritise success and positive experiences over empty promises. Eclectic Recruitment was born out of this vision. Today, we pride ourselves on our ability to provide bespoke recruitment solutions, making the process smoother and more effective for both candidates and businesses. My journey with Eclectic has been a testament to the idea that you don't need to accept the traditional ways of doing things. Sometimes, a bit of an 'eclectic' approach can lead to remarkable success. #EclecticRecruitment #FounderStory #Recruitment

How Fair are You in the Workplace? Consider this work situation of deciding who to promote to a higher position. There are four candidates from within the company and three from outside. The manager making the decision may have a long-standing fair rule: Promote the most qualified—always. There can be many good reasons to follow that rule—it seems logical—and it probably served the firm/company well in the past. In your opinion: Which exemplifies most qualified in a job promotion: most educated; most experienced; the smartest; or something else and is it true for all hiring? Consider this work situation of deciding who to promote to a higher position. There are four candidates from within the company and three from outside. The manager making the decision may have a long-standing fair rule: Promote the most qualified—always. There can be many good reasons to follow that rule—it seems logical—and it probably served the firm/company well in the past. In your opinion: Which exemplifies most qualified in a job promotion: most educated; most experienced; the smartest; or something else and is it true for all hiring? #fairness #Leader #innovativethinking #ethicalcharacter #mindsets #willingchangecourses #change #janecollins #willingchange #cpd #ribocourses #ontariobrokers #humanresources #HR #studentsuccess #RIBOhours

Step into a world where inclusion isn't just a buzzword, but a lived reality. Picture a hiring process that's not a barrier but a bridge, especially for those of us who think a little differently. Imagine having the opportunity to truly showcase your understanding, not just through rote answers, but by bringing your unique perspective to the table. That's the essence of what John Lewis & Partners and Waitrose & Partners are doing - paving the way for neurodivergent individuals to shine. Now, let's address the skeptics. To those who worry about candidates outsourcing their answers, I say this: isn't adaptability a crucial skill in today's fast-paced world? The probation period exists precisely to ensure a good fit between candidate and company. And if someone can navigate the vast resources available to them, isn't that a testament to their resourcefulness - a trait any organization would value? But let's zoom out for a moment. Beyond just being neurodivergent, I offer a multifaceted perspective that's like a prism, refracting ideas into vibrant possibilities. Whether it's analyzing data, crafting innovative solutions, or fostering inclusive environments, I bring a dynamic approach to every challenge. So, if you're searching for someone to fill a role with a big-picture perspective, who not only embraces change but flourishes in it, your quest ends here. I am actively seeking new opportunities, If you have a role in your organisation that needs filling I invite you to take a glance at my profile, and if you find alignment with your organization's values and goals, to reach out. https://lnkd.in/eeQzNDR3 BBC News

Our 2023 Career Strategy and Design Survey reveals that 3 out of 5 employers are prioritizing enhancements to their career ecosystem to attract and acquire talent; make fair, elective pay decisions and retain high-potential and top performing employees. If you're looking to ensure your organization's career offerings are “future ready,” I encourage you to take a look at the findings in this helpful infographic. https://lnkd.in/de-zVqdG

Reflecting on my first year with Oliver Peters , it's been a journey marked by both incredible highs and challenging lows in the recruitment industry. The past 12 months have been nothing short of brutal and intense, pushing me to adapt and develop resilience in a heavily competitive market. If you're looking to take the leap and start a business, especially with so many variables within Technology - strap in for a crazy ride along with a few more grey hairs and deeper wrinkles. Take time to reflect on what went well and what requires immediate action - if you don't act fast then your competition will over take you. Navigating the ups and downs, I’ve learned that success in recruitment isn’t just about matching candidates to jobs. It’s about offering a service that stands out – one that is unique and tailored to each client’s specific needs. This personalised approach has been a key differentiator for us at Oliver Peters, setting us apart in a crowded field. Despite the intensity, the rewards have been immense. Seeing the positive impact of our work on both clients and candidates reaffirms my commitment to this industry. I’m proud of what we’ve achieved and excited for what lies ahead as we continue to innovate and drive forward. Thank you to everyone who has been part of this journey. Here’s to many more successful years ahead! #Anniversary #OliverPeters #Recruitment #Resilience #Adaptation #PersonalizedService #TechRecruitment #Innovation

Corporate practice matters People who work at top-performing firms experience very different career trajectories from those who work for companies in the lowest quartile of each category. Those at top firms in the promotion category offer more than twice as many promotions overall to their workforce than those in the bottom quartile. Compared to the lowest 100 companies in each category, top firms are 4.3 times more likely to hire candidates without significant work experience and 1.6 times more likely to retain a worker over three years. American Opportunity Index Shows How Talent-Maximizing Companies Succeed at Driving Business Performance and Worker Advancement. The Index is a joint project of the The Burning Glass Institute, the Project on Managing the Future of Work, and the Schultz Family Foundation. Data analysis of the career trajectories of nearly 5 million workers from 2018 to 2022, drawn from how they report changes in their work history on social-media platforms, resumes posted online, as well as comprehensive salary and job-posting data. Read more insights here: https://lnkd.in/dmVM-S2n #talentmanagement #companyculture #workforcedevelopment #upwardmobility