Tag Archives: myperfectcareer.tv

Diversity delivers.

Pricewaterhouse Coopers is the worlds second largest professional services firm, employing 161,000 people in 757 cities across 154 countries.  Despite its global reach, only 14% of its Partners are women.

They want to change this to better represent the diverse nature of customers they represent and people they employ.  Chairman Ian Powell is reported as wanting to set an “aspirational goal” of 40% to 50% of partners “being women or from other under – represented groups, such as ethnic minorities.  Good for him.

http://www.telegraph.co.uk/finance/newsbysector/supportservices/8290793/PricewaterhouseCoopers-targets-women.html

What encourages me most about the way this is being reported is the fact that reference is made to this not being about “quotas”.  This isn’t about political correctness, this is about recognising that talent is not defined by gender or ethnicity.  Talent is always in demand and always in short supply, regardless of the economic cycle.  If you want the very best for your organisation, why restrict that which from you select to half the population?

I don’t want quotas, or for that matter positive discrimination.  I want to able to judge everyone purely on merit.  I want to hire the very best talent I can attract within the budget that is available to me.  That should be the case for all hiring, if you want your organisation to flourish.

All the research I’ve ever read on the subject of hiring evidences the more diverse your board, your leadership group, your managers, the better performing, more productive, profitable, sustainable, successful your business will be.  This is about applying best practice in your hiring.  I applaud PwC for taking these steps, I look forward to seeing them deliver.  Not only great news for their employers, but frankly their customers.

Lord Davies take note, quotas are not the way to encourage behaviour along these lines.   Education is the answer.  Keep getting the message across that you can greatly impact your bottom line by attracting a diverse range of talent to your business.  Give business the evidence, the case studies, the facts and keep giving it.  Diversity delivers.  It is a positive message we would all be well served to heed.

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Employers Charter – A step in the right direction.

Yesterday saw David Cameron announce The Employers Charter, measures announced to give businesses added confidence to grow and create jobs.

Something had to be done to stem the flood of applications to Employment Tribunals witnessed in 2010, which increased 56% on 2009 to 236,000.  The average cost to employers to defend themselves was £4000.

it is absolutely right that legislation exists to protect hardworking, dedicated employees from those less scrupulous employers.  However the balance had been lost, the power placed squarely in the hands of the employee.  Employers of all shapes and sizes had become nervous, fearful even, of dismissing an under – performing employee for fear of the repercussions.

That is not healthy.  It certainly does nothing to encourage employers to hire.  Quite the opposite.  It costs nothing for the under-performing employee to launch a claim.  That in itself encouraged a whole host of “chancers” to pursue a payout, having been advised by the no – win no fee brigade that they had nothing to lose to pursue a claim.  The wasted management time was enormous, the legislative cost vast, nobody wins.

The answer to this has been to introduce the prospect of a fee for employees to fight an unfair dismissal claim.  A great idea, certain to prevent any such chancers from trying their luck.  Those that know or can be advised that they have a genuine case for unfair dismissal will pursue such a claim and have every chance of winning, rightly so.  Employers are afforded a greater degree of protection and will as a consequence feel more confident about the prospect of hiring.

To add to that confidence is the proposal that companies would have greater freedom to dismiss under – performing workers, extending the current period from one to two years.  I am not convinced this measure is necessary.  If someone is not performing in your business, you know early enough.  If they have been performing and after a period of say 12 months that performance starts to tail off, it is managements responsibility to look at the reasons behind that decline and to performance manage that employee back to “health”.

After all, you have invested enough time, money and resource getting them through the door, getting them trained and in to the DNA of your business that it is absolutely right to support them.  Still the principle behind the move strikes me as a positive one, business friendly, jobs friendly.

If you are a committed, motivated, hardworking employee you have nothing to fear in the new legislation.  I for one applaud these steps.  We have allowed an entitlement culture to develop.  If something goes wrong, who can I blame?  How much can I get?

A nonsense.  If you are a responsible, hardworking, decent, honest person then you have nothing to fear in this change.  If you are the kind of person who thinks life owes them a living, then I am afraid you are wrong and you will get what’s coming to you.

I am all for the Employers Charter.  The reaction from business and employers groups would appear to be broadly supportive.  A step in the right direction.  Next step, tackle the cost of employing someone and reduce the cost of Employers NIC’s.  Now there’s a thought!

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How to ace a job interview

Everyone is looking for that nugget of gold, that stellar piece of information that can fundamentally transform your interview technique to become an absolute sure-fire interview winner. I am sorry, there aren’t any, no startling revelations, no lightning bolts.

Like all good things, success at interview is about keeping it simple. Pay attention to the basics, the little things, the details. And repeat. Over and over again, until you are set in to a routine that you know works for you, that gives you confidence, makes you comfortable.

So what are those basics?

I came across this excellent resource, www.howdini.com the site that encourages you to “get yourself a guru”. So what’s there take on the job interview? See for yourself.

Let me know what you think, as always I would love to hear your comments.

Vodpod videos no longer available.

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Davos 2011 – Fondue, Cheese, Chocolate and Jobs.

This week sees the start of the World Economic Forum in Davos, Switzerland.  Amongst the fondue, cheese and chocolate, their is important work to be done by the great and the good in Business and Government to take advantage of rising business confidence as evidenced by the Business Confidence Survey from Global Accounting Firm PWC.

PWC interviewed 1,201 CEO’s from 69 countries over the last three months of 2010.  The headline finding from the survey evidence that business confidence has returned to levels not seen since before the economic crisis that started to engulf the world in 2007.  48% of those surveyed are “very confident” their business will grow in 2011, an increase of 30% on the same period in 2009.  Such confidence levels have not been seen since January 2007 (when they sat at 52%).

Yet more encouraging is the fact that this confidence is not driven by any specific region.  Confidence levels are up across the globe.  Unsurprisingly, the most bullish of those polled were to be found in India and China followed by the perhaps less obvious Thailand, Columbia and Paraguay. The least confident were found to be business leaders in Western Europe.

The exception to this rule came from Austria and in particular Germany, where a staggering 80% of CEO’s polled were “very confident”as to the performance of their business.  What is clear from the survey is that this confidence is driven by a belief in the growth of the global economy as opposed to more localised markets.  A presence in emerging markets is essential for sustained success.

So what does all this mean for jobs?  More good news in so much as just over half of those polled plan to hire new staff in 2011, with just 16% expecting to cut headcount.  This is up from 39% on the prior year.

Just where those jobs will be created is the big shift and it keeps shifting.  Increased skill levels globally mean that global business can select talent in the region that best meets its customer need.  The war for talent is truly global.  Those countries that offer high standards of education and develop rich pools of talent, that create the conditions to encourage inward investment, that retain flexibility of labour and offer working terms and conditions that protect employees and give them the freedom to flourish will win.

Employers know this.  At no other time in history has business been so mobile, so global.  Governments that are experiencing rising unemployment must get out from behind the fondue at Davos and listen to those Business Leaders, engage with them, debate with them.  Those that don’t will lose out, those that do will enjoy economic prosperity for years to come.

So much of business and economic growth is about confidence.  That confidence is there.  Time to seize it.

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