The difference between advertising a role and advertising a reason to apply Open almost any job advert and the structure is familiar. A job title, a short paragraph about the organisation, a list of responsibilities, a list of requirements, and a line about how to apply. It is accurate. It is complete. It is also, in many cases, indistinguishable from the advert for the same role at […] Read more »
The gap between what leadership thinks the culture is and what staff experience Ask a senior leader to describe their organisation’s culture and they will usually offer something coherent and positive. Collaborative. Supportive. Focused on development. Values-driven. Ask an employee three levels down the same question, and the answer is often noticeably different, not because either person is wrong, but because they are describing two different experiences of […] Read more »
Why one application process does not work for every role Most organisations run one application process. Whichever role is advertised, whether it is a cleaner, a caretaker, a teaching assistant, or a senior manager, the candidate is directed to broadly the same form, asking for broadly the same information, in broadly the same format. This works reasonably well for some candidates and poorly for others, […] Read more »
Why most organisations do not know what their candidate journey actually looks like Ask any HR director or recruitment lead to describe their candidate journey and they will generally do so with confidence. They will outline the process: the role is advertised, applications are received, shortlisting takes place, interviews are arranged, and an offer is made. It sounds coherent. It sounds considered. The difficulty is that this describes […] Read more »
