The current status and possible future for the HR function came under close examination at a webinar hosted by The HR World and sponsored by Cezanne. At a time of great change and turbulence in the workplace – disruption and change brought about through technology, legal and compliance issue and more – this seems to be a moment when HR has the opportunity to surge ahead and become a strategic and critical part of senior business leadership. However, making this step forward requires focus and commitment from HR professionals themselves.

The webinar’s panel – Simon Mounsey, Interim Chief People Officer & HR Transformation Specialist; Erica Farmer, Professional Speaker, Trainer, Author & Podcast Host. Quantum Rise Talent Group & EricaFarmer.ai and Caroline Gleeson, Chief Transformation Officer at Cezanne discussed the topic from diverse viewpoints.

While the need to adopt and adapt to technology and AI in particular is unavoidable the panel made clear it was important that HR should remain a ‘human first’ function. Despite the need for efficiency and cost effectiveness in the business, organisations still need to be human centred and appreciate the value of being so. Erica Farmer put forward the idea of HR professionals as being change architects – the people who would design and manage the workforces of the future – it’s a task which many HR professionals are well placed to take up, but need to take the initiative to realise.

The use of data and analytics can also play an important part in securing a clear future for HR. Simon Mounsey and Caroline Gleeson both highlighted how data and metrics can not only demonstrate the impact of HR’s work but become predictive in areas such as recruitment and employee engagement. Through this the function can have a marked impact on efficiency and productivity.

Overall, the webinar clearly shows that HR does have the potential to reach and succeed at C-suite level within businesses without having to redefine itself. HR certainly has a critical part to play in the future, but it will not come automatically and HR leaders need to be bold and confident and demonstrate the impact they can have within the companies they serve.

As such the webinar is vital viewing for anyone who wants to realise their full potential in the profession and who wants to ensure HR takes a leading role in the future of the workplace.

At a virtual round table, held by The HR World and sponsored by Vizzy, these and other aspects of the CV came under debate among HR professionals and experts. With lead speakers, Michelle Rajkumar, Director, Talent, People Team, Railpen; Chris Bleakley, Director of Resourcing, Spire Healthcare Group and Jess Woodward-Jones, Co-Founder of Vizzy, the round table became a lively debate featuring a sharing of ideas and practices used within the talent search arena.

While some people in the discussion still saw the use and value of the CV, there was a general acceptance that AI-generated CVs and cover letters, as well as an increase in application volume and a challenging jobs market, were problematic. For example, CV screening followed by in person or online interviews is generally being used to verify and backup first impressions.

While there was some openness toward other formats there was also some reservation – video CVs were given as an example of a format that didn’t always feel right for employers. There was a general acknowledgement however that the CV did not always capture the skills and aptitudes of individuals, and that Generation Z in particular could feel constrained by the format. In some professions the concept of the CV no longer exists, while questions were also raised over whether the document worked when considering internal talent.

Whichever format was chosen to package and communicate talent the discussion made it clear that anyone making recruitment selections in this way should undergo training in order to understand how to interpret and use the format effectively. When better insights are uncovered, talent acquisition teams and hiring managers can make more informed decisions as long as teams have a clear understanding of the skillsets – soft and hard – that are desired.

With experience and ideas being shared enthusiastically, the event demonstrated how methods and tools used to assess talent were evolving and adapting to current challenges. This aspect of talent acquisition will be interesting to follow in the future as new generations of employees enter the workplace and employers continue to try and find the skills their organisations need.

The latest webinar from The HR World, sponsored by Cognisses Talent Analytics, part of the DeepLearn Group, brought together three experienced individuals on HR data and analytics to discuss how talent analytics could up the game for HR on early careers and more general talent management. Understanding Your Talent Needs Before The Search gave an insight into ideas and practices for HR which would make the most of the data their departments already generate resulting in smoother talent management practices.

Cian Short, Early Years Career Manager for the Irish company Kepak explained how his business had already started to engage with analytics in order to identify the potential of newcomers to the company as well as beginning to map out their training needs and career path across the organisation. Johanna Reategui, Client Services Director from Cognisess was on hand to explain the process behind using analytics while Ross Crook, Chief Revenue Officer at Lifetime Training gave a view from the senior end of the HR spectrum, outlining the strategic thought and investment that needed to supporting the effective implementation and use of talent analytics across organisations.

Between the three of them the panelists demonstrated how HR already has copious amounts of useful data that can be drawn upon to give insight into many aspects of talent management – identifying skills and skills gaps before they are required – rather than simply recording what has already occurred.

Organisations already engaged in this work are driving towards being able to strategically plan their workforces, reflecting and tying employees into the needs of the business as that changes and develops. It was also noted that sometimes accessing and carrying out the necessary analytical work can cause a pause in the recruitment process but it can sometimes be more desirable to take that time and ensure you are recruiting the right talent in the right way and onboarding or managing that talent effectively, than simply bringing in the most likely looking candidate as soon as possible.

Whatever stage you may be on the road of talent analytics this webinar provides a comprehensive and valuable insight into how companies can make analytics work – from every perspective. As AI takes an ever larger role in the recruitment process analytics will continue to play an important role in supporting the human decision maker whose responsibility it is to ensure the organisation always gets the talent it requires.

Has the CV had its day? Is it now impossible to put an accurate picture of a life and an individual’s work potential on to a few sheets of A4? More to the point, does your talent actually want to create a CV? Do they find it frustrating when they have to approach your business in a way that doesn’t match what they think they can offer?

These questions and more were discussed in The HR World webinar, Gen Z Doesn’t Do CVs — Are You Ready? sponsored by Vizzy, the company that has reimagined the CV and is already revolutionising how employers approach, assess and select talent.

On the call were Chris Woodward-Jones, CEO and Co-founder of Vizzy; Lynne Cutts, Talent Acquisition Specialist, Footasylum & SEVENSTORE, Tobi Ogundipe, Founder and CEO of JABARI (formally DIVERSE) and Lisandra Radu, L&D Senior Coordinator EMEA, VML.

Together they explored this area of recruitment with a particular emphasis on early careers. It became clear that while the CV sometimes has its place, when it comes to understanding more about their candidates, employers are becoming more open to receiving diverse material, illustrating what candidates can do and what they’re like. Indeed, Lynne Cutts said that having used Vizzy she and her team felt as if they knew their prospective candidates well before they’d met them in person.

Changing processes to go beyond the CV alone may require time and effort but it could be exactly what you need if today’s processes aren’t giving you the results you want. From the panel, it was clear that there is a strong likelihood that better hiring signals can lead to better hires, faster. Is your process giving you the signals you need to understand candidates and make informed hiring decisions?

This webinar is well worth a view – packed as it is with insights, inspiration, and first-hand experience. Check it out – it might change your view on CVs forever.

If you’d like to get in touch with the sponsor, Vizzy, who help brands like Burberry, Virgin, Montagu Evans, and Tiffany and Co. find top talent fast, please reach out to jess@vizzy.com

With a panel consisting of Tom Bright, Director of The Talent World; Hannah Ford, Managing Director, Maru Search & Consultancy; Caroline Woolland, HR Director, The King’s Fund and Nebel Crowhurst, Fractional Chief People Officer at Each Person the webinar covered the subject of HR careers from many perspectives giving viewers a chance to take control of their working lives.

The discussion began by outlining why the jobs market was particularly challenging at the moment. Hannah Ford suggested that following the pandemic there had been a shift in the type of HR talent required by organisations, notably moving from the general to the specialist. Trends such as the rise in technology had also powered this movement, with the result that there were now fewer opportunities for HR generalists and more people actively seeking such roles.

Together, the panel outlined some initiatives and approaches HR professionals can take – whether they’re currently looking for work or simply wondering what their next steps might be while in their current position. Addressing your CV was high on the list, ensuring it presents you in the most appealing way – highlighting previous successes and demonstrating true business impact. The panel also emphasised the benefits of networking – particularly making contacts in person rather than only online. In this way HR professionals stand more chance of finding out about opportunities and being considered when such opportunities emerge.

With questions answered from the audience along the way, this was a lively and important webinar, ideal for setting up HR professionals for their next challenge and for the new year. According to Tom Bright the market is beginning to show some green shoots, and this webinar enables HR talent to prepare and be ready for whatever opportunities may emerge.

In a webinar from The HR World and sponsored by Thomas, panelists explored how to spot signs that employees were losing engagement with their work and what could be done to ensure they remained connected and productive as much as possible.

Engage Today: how to fight the disconnection dilemma, highlighted a common, but sometimes unseen hazard in today’s workplace. At a time of complexity and challenge for businesses and their employees a lack of trust and distance can develop. Employees can feel disenchanted with their work and consequently their contribution declines. While the signs of this disconnection can be subtle and unseen at first, there can be serious repercussions if left unchecked.

During the webinar, panelists Kira van Niekerk – Global Connection Director, Thomas and Charlotte (Lottie) O’Brien – Head of People & Culture at Stopford (Jasmine Anderson was unable to attend due to ill health) discussed how the first signs of disconnection could be detected and what HR could do to respond. Working in a small business, said O’Brien, meant that she was generally able to spot when there were issues among her workforce – in a hybrid context it was possible to see when employees seem less connected with their work and the company in general, perhaps even through their non-attendance at in person events.

Kira van Niekerk noted that HR should ensure it has policies and regular check-ins to support the identification of these kind of issues as and when they emerge. Too often what seems to be a low-level inconsequential matter can grow to something more troubling if left unchecked.

Both panelists offered worthwhile solutions to both understanding and countering disconnection in the workforce – whether based on person to person communications or more sophisticated technology based platforms. Among the most important initiatives was to ensure managers were properly trained and skilled at supporting the people they are responsible for. In this way there can always be someone looking out pro-actively to ensure everyone is content and thriving in the workplace.

The webinar is well worth a watch, offering some clear and practical advice on ensuring the entire workforce always stays engaged, happy and productive.

In a webinar from The HR World, sponsored by Morgan McKinley Talent Solutions, the subject of hiring came under particular scrutiny.

Two Sides of the Same Hire: How to Impress Candidates and Empower Hiring Managers brought together Niamh McCarthy, Client Services Managing Director for EMEA, Morgan McKinley Talent Solutions; Justine Friedmann, People & Culture Director, IFX Payments and Ed Gairdner, Chief of Staff, iplicit to give their insight on the challenges and solutions to achieving a smooth hiring process that benefits both employers and candidate alike.

Against a backdrop of scarcity of skills across sectors, Niamh McCarthy highlighted the pressures and challenges facing companies in bringing new people into their organisations. Faced with the need to fill vacancies swiftly on one hand, but ensuring candidates truly fit prospective roles on the other, getting both these issues right can have a direct and positive impact on productivity for businesses and avoid the dangers of poor retention and associated costs. The discussion dived in depth to explore the relationship between talent acquisition, hiring managers and the candidates themselves, seeking to ensure expectations were met on all sides and that the process was as smooth as possible.

The need for good communications and discussions between the parties involved in the hiring process became clear as Ed described how they worked with external recruiters for their talent, ensuring these partners fully understood the company and their needs. Niamh made clear the need for shared accountability across those involved in the hiring process in order to make sure quality hires happened every time.

It also emerged that getting this area of recruitment correct was crucial for building and maintaining a great brand, not just as an employer but as a business more generally. Even if candidates were not successful the panelists stressed the importance of ensuring they had received a positive experience with the company – not least because while this job might not be right for them, there was always a chance that a later opportunity would be.

This webinar was packed full of direct experience and ideas from the frontline of talent acquisition. Ultimately it was clear that there was a need for real partnerships between those involved in identifying the need for new talent and those who are charged with finding the people who would meet those needs.

Thriving teams: Why change shouldn’t hold your business back brought together Scott Christie – Head of Training and Integration, Strengthscope; David Edwards – Global Head of Workforce Planning, Ericsson and Anne Guérin-Moens, Group Human Resources Director, SBM Offshore.

All agreed current times were bringing diverse pressures and uncertainties to employees and organisations. Not only are external events – economic, political and so on – creating unprecedented times of change, but organisations are also changing rapidly, altering their course according to markets and opportunities.

To address some of the negative and stressful fallout from change, the panel highlighted the importance of being clear, direct and honest with employees about the need for change and to provide the kind of support required to help teams see change through. As Anne noted one of the issues at stake for organisations is the danger of disengagement with employees – that they might feel left out of considerations when change comes, with organisations presuming instead that employees will fall into line and do whatever needs to be done. However, organisations really want employees who are agents of change, ready to take on every challenge – to be part of what Anne describes as a collaborative culture.

Scott explained that understanding employee strengths can help both for teams to work together more effectively and for individual employees to be managed in a way that is more effective for them. Gone is the one size fits all approach to people management, by understanding employee’s working style and attitude it is possible to deliver more effective support and encouragement for employees to do their best.

As far as HR is concerned, David Edwards believes the function has a clear role here, taking the initiative to lead the conversation and strategy around change. By taking on that responsibility, HR can gain status and position within organisations. This isn’t just a chance to take advantage of the opportunity but for many businesses its a way to deal pro-actively with the ongoing world around them.

The webinar is well-worth a view, packed as it is with ideas, practical examples and more.

The HR World’s webinar, Immigration and employment: Are you really compliant? Sponsored by the immigration platform Borderless, uncovered not just the challenge of being compliant when engaging overseas talent, but more generally the fast changing and ever higher obstacles organisations are facing when trying to access this kind of talent.

With a highly informed and experienced panel consisting of  increasing Matthew Bond, CEO & Co Founder, Borderless, Kirstie Jones, Chief People Officer, Salutem Care and Education and Gareth Neale, Head of Human Resources, Crimson Hotels, the session covered recent changes in Home Office policies and regulations, the challenge of keeping an entire organisation up to date and compliant as well as the challenge of meeting audits when they take place.

What emerged is a highly complex area of employment where HR professionals are often in a difficult situation of having to consider the position of good and in demand skilled employees because they cannot always meet the requirements for keeping them within the organisation.

While the processes and requirements around employing immigrants continues to shift and change, it is clear that good communications, continuous understanding of regulations and investment in appropriate technology can make life easier for HR departments in this respect. Despite everything, there are still ways in which organisations can bring in great talent and employ them compliantly and safely. However, as Matthew Bond noted, the complexity around this kind of employment is such that there are rarely no issues that need addressing and organisations constantly need to work to manage their risk.

Following on from the webinar our panel of Matthew Bond, CEO & Co Founder, Borderless, Kirstie Jones, Chief People Officer, Salutem Care and Education and Gareth Neale, Head of Human Resources, Crimson Hotels give an insight into the realities and challenges of correctly employing overseas candidates in a Q&A session.

This webinar is full of insight and experience from the frontline of employing international talent. It is a must-see for any organisation currently employing immigrants or any who wish to take advantage of this source of skilled workers.