Rigers Kabashi’s Post

Is partnership still considered the pinnacle of a career in private practice or is the dream of making partner fading fast? A recent report from Lexis Nexis investigates ‘the shifting ambitions and demands of today’s generation of legal associates determined to have their cake and eat it too. An enviable salary...and a work-life balance, all without the responsibility and risk of partnership.’ Link to report in comments. We have certainly experienced a shift in the aspirations and needs of our candidates over the last few years, particularly post pandemic, and are increasingly supporting both clients and candidates to find solutions to alternatives to partnership and balancing the demands of work and home. We have advised on, and helped to negotiate greater flexibility and bespoke arrangements, including: fully remote positions, compressed hours and term-time only positions.

"Employees don't want more money, they want to join a mission"... Joining a mission is what helps you attract a candidate... Compensation + Mission is what helps you retain the candidate. The companies who know this build strong employer brands around their mission and pay their people fairly. They don't use anything to try and substitute for pay, ex. culture. They just give people what they want. #accountingandfinance #talentacquistion #hiring

Navigating employment, especially for career changers or those newly entering the workforce, can be confusing at best. If you’d like to see the impact of different types of employment on your financial big picture, let's connect.

How our financial services agency is preparing to grow from 16-30+ retainer clients in the next 12 months 👇🏼 Incorporating our mission and values into hiring, onboarding, team structure and communication. Over communicating with our team and clients so that everyone knows what to expect and how changes will impact them. Identifying our priorities (32 hour work weeks, redundancy in roles, dynamic work environment) and weaving them into ways of working and company policies. Optimizing our current systems and tools - no shiny new objects. Building out our team of specialists, and attracting the best of the best talent in the finance industry. Crafting a client experience and journey that lives up to the promises we make. And so much more. How are you preparing for growth? #businessgrowthstrategy #thoughtfuldesign #accountingservices

Wednesday@1400BST: On account of having to be somewhere this evening, the briefest of posts to flag a couple of ongoing L&D roles we are currently recruiting for, both of which would be excellent career opportunities: Talent Development Business Partner - Bristol (70K) Interim L&D Analyst - London (40K) A couple of general observations, firstly, more HR professionals in employment seem confident about making a move in the next 6 months (there's been understanable reluctance of late) secondly, the flow of HR opportunities is steadily increasing. Let's hope that both trends continue... #oystercareers

This article describes a recent study and current trend. The article suggests this is a “candidate market,” where there are many job opportunities for skilled professionals, and as a result shorter job stints. So, what does a company do to make new employees stay? A thorough onboarding process must to be followed by meaningful experiences, initiatives and touch points to ensure and solidify company history, mission, goals and best practices in all areas, including maintaining a framework for meaningful communication.

DID YOU KNOW CHARLOTTE HAS OVER DOUBLE THE GROWTH CANDIDATE POOL RATE THAN ANY OTHER US STATE? INTERESTED TO LEARN MORE... WATCH THE CLIP BELOW NOW! Elliott Manning - London NYC Austin Charlotte had the pleasure of speaking to Jon Chapman, Managing Consultant at Oliver James USA. Originally from London, he is now based in Charlotte, North Carolina. Talking about his move to the US, transition to the market and so much more. They understand that each client’s mix of people, culture, and objectives is unique, so their approach and solutions are flexible and adapted to each person, team, company, and situation. Although your relationship with OJ is with your local consultant(s), their network, relationships, and knowledge of diverse local candidate pools are backed by those of their local permanent, contract, and temp team colleagues. When working with international markets, they can access the market maps and relationships of the global OJ collective, giving you access to the best-suited talent in the market (not just the best talent available at that time). As such, you can come to expect a consistently high level of service and delivery, placing up to C-suite talent in permanent and contract positions, as well as project-based consultancy and temp solutions worldwide from their 12 global locations. Their current areas of specialisation include: • Accountancy & Finance • Technology • Actuarial • Risk & Compliance • Transformation & Change Management • Underwriting & Claims THE SEARCH PODCAST is sponsored by PGC Group. The longest serving employer of record serving North America and they can compliantly engage with contractors on your behalf. Removing operational complexities, so that you can focus on making your American expansion a success. They provide payroll, insurances, medical, dental, retirement, HR support and manage compliance so you don’t have to. CLICK THE LINK IN THE COMMENTS BELOW #recruitment #rec2rec #USA #NYC #recruitment #recruitmentagency #recruitmentlife 

The market has well and truly shifted; we are in a candidate driven market and employers are having to really up the ante on what they're offering, in order to attract and retain the best talent. We are in touch with insurance, legal and fintech candidates daily; the feedback is clear... We are in a cost of living crisis, have crept into recession and this makes for a much more challenging canvas. Many candidates are staying put, even if they're woefully unhappy in their current role; unless something super attractive comes along... they want flexibility (hybrid or remote working), a great package and a company who cares about their wellbeing. To thrive in this era, organisations must embrace agility and innovation, adopting recruitment strategies that prioritise the needs and preferences of candidates, whilst simultaneously driving business success. By staying attuned to the evolving dynamics of the candidate market, companies can position themselves as employers of choice and secure the top talent needed to fuel growth and innovation in the years to come. We can help you keep your finger on the pulse and put you in touch with the talent you are looking for; https://lnkd.in/epVnRfW7 #insurancerecruitment #legalrecruitment #insurtechrecruitment #insurancejobs #legaljobs #jobmarketinsights #2024hiring #2024jobs #peoplefirst #peopleandculture

💰 Must haves! The 5 core activities that have helped our clients save money … 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆: - DOCUMENTATION :- do you have any loopholes? - WHEN DID YOU LAST UPDATE YOUR POLICIES? - Employment law changes frequently & NMW 1 April annually - ARE YOU WATERTIGHT? :- Especially key when dealing with dismissals & exits 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲: - ROLES :- the right people in the right roles - UNDER PERFORMERS :- Manage/manage out - SUCCESSION PLAN: Who will fill any failed probation/promotional moves or company ‘exits’? - FLAT STRUCTURE? You need direct reports to get your time back. CEOs shouldn’t be dealing with staff issues 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: - BUSINESS OWNERS :- we are renowned for being poor at this - GET TIME BACK :- & Choose a manager / identify someone to send out internal updates, share company-wide comms & anything urgent/needing input - POOR COMMS: Do you have any culture vultures? 𝗠𝗲𝗮𝘀𝘂𝗿𝗮𝗯𝗹𝗲𝘀: - FOR RECRUITMENT/ACCOUNTANCY:- Do individuals & teams have KPIs/targets? - ARE THERE ARE TIME WASTERS? - Smaller businesses may not have targets & therefore are employees being pro-active in completing work. Small businesses can’t afford a non-committed workforce - ACCOUNTS/PAYROLL - Do they help or hinder? (They could be internal or external) 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝘀𝗲: - YOUR BUSINESS AND PEOPLE PLAN:- This should be reviewed 6-monthly - WHERE IS THE BUSINESS VS WHERE YOU WANT IT? - BUDGETS: If you don't have one you need one! ᴄʀᴇᴀᴛᴇ ᴀ sᴛʀᴜᴄᴛᴜʀᴇ, ғᴏʟʟᴏᴡ-ᴜᴘ & ʀᴇᴍᴀɪɴ ᴄᴏɴsɪsᴛᴇɴᴛ ᴡɪᴛʜ ᴀᴄᴛɪᴏɴs/ʀᴇsᴘᴏɴsɪʙɪʟɪᴛɪᴇs ⬇️ 𝚆𝚎 𝚊𝚛𝚎 𝚏𝚛𝚊𝚌𝚝𝚒𝚘𝚗𝚊𝚕 𝚋𝚞𝚜𝚒𝚗𝚎𝚜𝚜 𝚌𝚘𝚗𝚜𝚞𝚕𝚝𝚊𝚗𝚝𝚜, 𝚑𝚎𝚛𝚎 𝚏𝚘𝚛 𝚜𝚑𝚘𝚛𝚝 & 𝚕𝚘𝚗𝚐 𝚝𝚎𝚛𝚖 𝚗𝚎𝚎𝚍𝚜 - 𝚁𝚎𝚊𝚍𝚢 𝚝𝚘 𝚝𝚊𝚔𝚎 𝚢𝚘𝚞𝚛 𝚋𝚞𝚜𝚒𝚗𝚎𝚜𝚜 𝚝𝚘 𝚝𝚑𝚎 𝚗𝚎𝚡𝚝 𝚕𝚎𝚟𝚎𝚕? #harpenden #harpendenbusiness #hertfordshire #peterborough #peterboroughbusiness #hrconsultancy #hr #businessconsultants #employees #ceo