Malikshaw Interim
Unlocking Success: Propelling Digital Transformation Through Workforce Development
In the latest edition of our Unlocking Success series, we explore strategies to drive digital evolution within organizations by focusing on enhancing workforce skills and capabilities.
Give precedence to cultivating digital competencies to adapt, innovate, and enhance your brand's legacy. Acknowledging the indispensable nature of digital transformation for success, especially in the swiftly evolving landscape of artificial intelligence (AI), cloud computing, the internet of things (IoT), data analytics, devices, extended reality (XR), metaverse, and digital assets, can seem daunting. Yet, technology is only one facet of the challenge, with competitors and strategies rapidly emerging and evolving, changes in how and where we work, all compounded by a confounding economy.
In this context, the significant question emerges: How can you stay ahead of the curve? For many, an even more pressing question arises: How can you catch up?
A crucial aspect of the solution lies in focusing on the people side of transformation. Advancing digital transformation involves developing the workforce, fostering team growth, and facilitating individual development. The digital competencies and capabilities thus acquired empower continuous adaptation, evolution, maturation, and thriving, regardless of the challenges posed by the world or technology.
Establishing a Legacy of Learning
To drive change and establish a legacy of learning, leaders should adopt a holistic, community-centred approach to their workforce development strategy. This proactive approach encourages leaders to seek understanding before drawing conclusions, fostering flexible learning opportunities aligned with changing technology, the needs of the workforce, and organisational requirements.
Recognising the individualised nature of the learning process, leaders should embrace its non-linear, time-flexible, and adaptable characteristics. Leveraging guidance from others, incorporating rapid learning through experimentation, and acknowledging the need not just for learning but also for unlearning and relearning contribute to a comprehensive learning strategy.
When building a legacy of learning, consider:
- Creating and utilising social contracts in your work culture to promote learning, equality, inclusion, and opportunities for all. Encourage an environment where expectations on engagement, connection, and support in learning are clearly understood.
- Engaging in a foundation of awareness and change management that allows assessment, aligning efforts and resources, and effectively managing change.
- Adapting and personalising learning approaches for individuals on your teams. Offer a mix of traditional, in-person training with digital training, such as virtual reality experiences, and include hands-on experiences, apprenticeships, and rotations.
- Constructively challenging leaders, mentors, and coaches by framing communications with active listening, empathy, feedback, and negotiation skills to build rapport, trust, and mutual understanding.
- Embracing openness and community by engaging beyond the traditional boundaries of the organisation, fostering learning, growth, talent discovery, and mutual support.
Workforce Development Techniques: Learning Versus Training
Moving away from the expectation that individuals immediately apply new knowledge and skills after annual training classes, the focus is shifting toward learning as an ongoing process. Approaches such as continual learning, lifelong learning, the 60-year curriculum, and open-loop learning are gaining prominence.
Recognising that training is just a small piece of the puzzle, successful leaders understand that mastery requires immersion and practice outside the classroom. Learning should extend beyond training events, fostering ongoing, constructive conversations that support employees while aligning with their professional goals. Leaders can establish a foundation for continual learning by auditing current processes and challenges.
Tech as a Complement, not a Complication
Tools designed to simplify jobs, like AI and VR, are still evolving, necessitating careful implementation, and learning along the way. Implementing technology to enable constructive learning requires ensuring that the tool aligns with the context. For instance, VR can enhance comfort and reduce anxiety during presentations. Integrating technology into the learning strategy is vital for leveraging its potential in advancing learning.
Elevating Business Through New Mindsets and Driving Digital Transformation
Shifting mindsets away from training events toward supporting ongoing learning processes is crucial. Leadership can lead by example, sharing their learning journey, allowing boldness in learning to unlock new skills and expand innovation capacity. Modelling behaviour, being vulnerable, and exposing gaps in knowledge foster a culture where flexibility and proactivity address gaps, find answers, and facilitate continuous learning.
The outcome?
A digital transformation that propels a more productive, adaptive, and forward-thinking workforce.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Social Responsibility and its Value To You
Not that we all necessarily need reminding, in the latest edition of our Unlocking Success series, we look into some of the benefits of Social Responsibility.
We all know the UK government has made Social Value count towards 10% of the score for a public service tender.
Beyond this though, investing in a social responsibility program can be an impactful way to make a difference while transforming many facets of an organisation. According to plenty of industry reports, corporate social responsibility can promote equality, diversity, and inclusion in the workplace, improve employee relations, and give back to meaningful causes within the community. By leveraging the power of social responsibility, organisations can enhance many aspects of their business, from the quality of leadership to employee loyalty as well as ensure it is well placed to secure major contracts, particularly with public sector organisations.
Here are some of the many ways in which an effective program can positively impact your organisation:
Greater Employee Engagement.
When an organisation offers its employees a more compelling sense of purpose through social responsibility, employees will naturally be more engaged and motivated to be part of something bigger than themselves. A social responsibility program that invites employee participation – such as volunteering initiatives and philanthropic opportunities – fosters increased inclusiveness and collaboration among employees, which in turn can elevate morale and create a more productive and vibrant workplace culture.
Stronger Employer Brand.
A social responsibility program can significantly elevate your employer brand, playing a major role in attracting more talent to your organisation, as well as engaging the public at large. This is because candidates are increasingly seeking employers that are committed to giving back to their communities and contributing to a greater good beyond the scope of their organisation. When a mission and culture of social responsibility is promoted publicly, it can often transcend to better relationships with all stakeholders, including employees, customers, or clients.
Increased Bottom Line.
With social responsibility increasing employee productivity and allowing you to build a positive reputation within your community, your organisation will reap many financial benefits. From greater sales or revenue to improved employee retention, your business will save money from establishing a socially responsible mission that resonates with your stakeholders. Overall, you’ll increase your business’s bottom line and set the stage for long-term success.
Building a social responsibility program can successfully lead to better community engagement, higher levels of employee morale, and better talent in your company.
While the impact of social responsibility programs can vary based on factors such as industry, program design, and execution, several compelling statistics highlight the positive outcomes organisation can achieve by investing in social responsibility. Here are some key statistics:
Employee Engagement and Productivity:
According to a study by Deloitte, companies with a strong sense of purpose are 4 times more likely to have engaged employees and 40% more likely to achieve high employee satisfaction.
Talent Attraction and Retention:
A Cone Communications study found that 76% of millennials consider a company's social and environmental commitments when deciding where to work.
SHRM (Society for Human Resource Management) reports that 55% of employees believe a company's commitment to social responsibility is crucial for retaining top talent.
Brand Reputation:
Nielsen's Global Corporate Sustainability Report states that 66% of consumers are willing to pay more for products and services from companies committed to positive social and environmental impact.
Reputation Institute's Global CSR RepTrak study indicates that a strong CSR reputation can lead to a 13% increase in consumer trust and a 9% increase in the likelihood that consumers will recommend the company.
Financial Performance:
The Harvard Business Review reports that companies with strong sustainability practices demonstrate superior stock market performance, outperforming their counterparts in both the short and long term.
A study by Oxford University and Arabesque Partners found that companies with high sustainability performance are less risky and have a lower cost of debt.
Community Impact:
The Committee Encouraging Corporate Philanthropy (CECP) found that companies that engage in societal investments (including philanthropy, pro bono service, and more) see a 7.4% median growth in total shareholder return.
The Edelman Trust Barometer reports that 80% of respondents agree that business should play a role in addressing societal issues.
Global Trends:
The Global GoalsCast study revealed that 72% of global consumers believe that business can be a force for good in the world.
The World Economic Forum suggests that by 2030, sustainable business models could unlock $12 trillion in economic opportunities and create up to 380 million jobs annually.
These statistics collectively emphasise the tangible benefits organisation can realise through social responsibility programs, spanning employee engagement, talent acquisition and retention, brand reputation, financial performance, and positive community impact.
Organisation that strategically invest in social responsibility often experience a positive feedback loop, enhancing their overall success and contributing to a sustainable and responsible business ecosystem.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Help or hinder? What does your Online Profile do for you?
In the latest edition of our Unlocking Success series, we are a little introspective and look into our online mirror.
No matter who you are, your online presence impacts all facets of your life – including your job searching prospects. Whether positive, negative or neutral, your online presence can be the deciding factor of securing your dream job or getting rejected by a potential employer.
In this blog, we investigate how being online can affect your job hunt and how a digital scrub up can best reflect who you are in real life.
What Employers Look For
With how social media has become part of our daily lives, it has shaped the way employers find new employees. In its most basic form, job applications tend to involve sending your resume, having an interview, knowing the outcome and starting work. But nowadays there’s another step involved – online screening.
Each employer is different, so they might adopt different approaches for investigating your online presence. But no matter how they do their online checks, they will always find your online profiles, social or otherwise.
Employers will be keeping an eye out for potential red flags when they look into your online life. Some of these red flags include problematic or offensive behaviour, negative posts about your previous workplace and any provocative content that might rub them the wrong way.
However, there are some benefits to having an online presence. If you have a website that showcases your cv or portfolio, then most employers will look favourably on you as a worker. Additionally, a professional social media presence can demonstrate that you’re confident with networking in your industry.
Job agencies might also use your online presence to determine where your interests lie, how you refer to past employers, and signs you’ll be a good cultural fit for theemployer. This can help the agency work out what up-and-coming roles will be best suited for you.
Have a look at yourself!
If you’re worried about how you think you present online, then make an incognito tab and google yourself. You should search for a combination of your first, middle and last names. Go five pages deep into your search, and don’t forget about the other search options too – you never know what images or videos of yourself might be out there.
What you see will be what your potential employer sees. If anything incriminating crops up, get rid of it as soon as you can.
But take caution, as a blank online presence might also be a red flag for some employers – it can show you’re not attuned to the news and trends of your chosen industry.
Separate Your Professional and Personal Socials
Having separate apps for your professional and personal lives is important for maintaining a healthy presence online. Decide which social media platforms are better suited for professional use and those that are better for private matters. Think about how you will use these platforms and how they can further your career.
If you’re in doubt about splitting your professional and personal socials, you can ensure that your feeds are protected, such as only being viewed by approved followers or friends. While this ensures that you are screening the users who can view your content, there’s nothing stopping them from taking a screenshot and sharing it publicly.
Stop, Look, Think, Post
When navigating social media, always take care when posting or sharing content. Anyone, including future employers, can see what you do online. When in doubt, youcan reach out to a recruitment agency for advice about how you can be your most professional self online!
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: 3 Ways To Motivate Your Team To Improve in 2024
In the latest edition of our Unlocking Success series, we look intodifferent ways you can motivate your team and improve both their morale and your retention of key staff.
With skilled staff at organisations in all industries increasingly becoming more sought-after employers must be increasingly proactive in retaining top talent. Indeed, a recent Gallup report, indicated quite clearly a major need for organisations to invest in better retention efforts. From management protocols to communication practices, here are some ways in which employers can produce high-achieving and loyal employees:
Schedule One-On-One Meetings with Employees
Don’t let WFH stop you here because while team meetings including with remote workers, are helpful, they do not give employees an opportunity to express their thoughts and opinions in a private manner. One-on-one meetings provide an outlet for employees to meet with their respective managers to discuss their current performance, ask questions, and voice their concerns. With the feedback generated, managers can implement changes that improve employees’ job satisfaction and create a more positive workplace for everyone.
Establish Clear Paths for Advancement
Employees perform their best when they’re motivated and driven to succeed. As an employer, it’s important to establish and communicate clear paths of advancement so employees understand specifically how they can grow within your company. This involves training managers on how to set goals with their team so employees have a blueprint for how they can excel within their roles and achieve higher paying positions. This also requires providing staff with the tools and training platforms to expand their skillset so they can rise to new positions internally.
Focus On Upskilling
The most driven and ambitious staff seek opportunities from their employers to continuously learn and acquire new skills. Employers that focus on upskilling – or training staff to take on new roles and responsibilities internally – can help their people leverage their strengths and gain the expertise to transition into different roles within their organisation. This naturally gives employees more confidence to apply their expertise to different roles and take advantage of new opportunities that can propel their career growth.
Think Ahead!
And our final suggestion is to think ahead. With the workplace continuing to change with, no doubt, a continued move back into the office, think about the future implications for your staff. Who will be impacted, in what ways, and how can you help mitigate any negative impact on their work-life balance and their mindset.
By putting these practices into action, you can foster a culture that breeds high-performing talent while retaining the most motivated employees in the workforce.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: 2024...The Year for Networking
As the new year starts, the latest edition of our Unlocking Success series looks at something we are all familiar with, but don’t always remember and aren’t always comfortable with..
To borrow a Strictly quote, keep… Networking…
Networking and connecting with others are the cornerstones of the business landscape. Knowing the right people and exchanging the right information can mean getting that job interview or finding the solution that you have been looking for. Many people can attribute a specific social interaction to getting an interview, being hired or connecting with a client. It can be the difference between getting your dream job or not. In today's fast-paced world, networking skills are a great way to get ahead.
Many organisations can help you here, not least recruitment businesses like us. At Malikshaw we see our relationship with job seekers as lifelong. As people grow professionally, we are here to help them along the way and connect them with the most suitable employers. By networking together, we can help lead you to organisations and people you should get to know. We and others hold events where we can meet and build rapport. Equally, simply talking on the phone or, these days, by video, means we can develop just that little more familiarity and knowledge that might just help.
How to Network
The prospect of networking can be intimidating, and this prevents many people from participating in it. It’s fine to start small. You can only get better.
Making a LinkedIn account or going to a job fair are great places to get started, but it's important to know how to get the most out of these things.
Online, social networking sites like LinkedIn or Facebook groups are good sources to begin with. Posting regularly and commenting on others’ posts are good ways to meet contacts. You can use hashtags and special interest groups to get connected to relevant people.
Volunteer work is another great way to get started. Many volunteering opportunities can also be done completely online. The closer the volunteer work is to your field, the better. You will not only get to meet like-minded individuals, but also showcase your skill set while learning from others. Not forgetting being able to give something back!
Job fairs are not only for seeking employment, but they can also be a great way to meet business partners and like-minded people. Just be sure to exchange information like email addresses or LinkedIn accounts (QR codes make this so simple now). Once you’ve made a contact, be sure to keep in touch!
Networking Tips
How exactly to go about networking can be dependent on the details of your career. A few tips
to keep in mind include:
- Interaction is key. Whether it's online or in person, networking is tough to do as a silent observer.
- Stay in touch. Make sure you keep in touch with your contacts regularly so that they have you in mind. Having a large variety of contacts is great, but it means little if you don’t have an ongoing relationship.
- Quantity and quality. Both are important, and one shouldn’t replace the other. Access each opportunity separately and make sure you are using your time effectively.
- Have fun! Meeting new people with similar passions and interests can be a good time. Networking doesn't need to be strictly professional. It’s also a great way to make friends. Think golf, wine, book clubs, all sorts of ways work.
- Our Managing Director developed one of our largest clients through a common interest in cycling!
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Women May Be On The Rise
In the latest edition of our Unlocking Success series, we look into the rise in female leaders.
Women have been historically underrepresented in many sectors, especially when it comes to leadership positions, but is that about to change? The ongoing demand for female leaders is beginning to show gains in industries such as finance and tech, leaving us certain that most other white-collar sectors are sure to follow.
The Negative Impact of the Pandemic
Research conducted by Grant Thornton found that the pandemic had a greater impact on women in the workplace, with figures showing females were four times more likely than their male counterparts to leave the workforce.
However, while women were more likely to remove themselves from the workforce, the pandemic can be seen to have had a positive impact when it comes to women developing to more senior roles within industry. As the world adapted to new ways of working by utilising technology, this allowed for remote, agile, and hybrid ways of working to become the norm. Within the tech industry, 82% of leaders surveyed believed these advances would benefit women’s careers by breaking down traditional barriers and have led to more women applying for senior roles than in previous years.
The New Outlook – a Commitment to the Progression of Women
When you compare the number of female leaders in 2019 to 2022 you will find that there has been a 20% increase in science and tech roles, helping companies to reach new heights of diversity and showing a real commitment to the progression opportunities available to women.
The good news for companies that hire female leaders and have a more diverse range of people running the company is that they are 20% more likely to achieve above-average profits each quarter than those that are dominated by traditionally male boards. There are a number of reasons why this may be the case but ultimately a diverse leadership team is better equipped to support outcomes for a wider range of people, making them a more popular choice.
Pushing for Rapid Progress
Despite the increase in female leadership roles, there is a growing demand that diverse leadership teams become the norm rather than the exception, increasing pressure on firms that currently have a heavily dominated white, male team. A recent report by Deloitte provided insight into the range of reasons that change is not happening as quickly as it should, concluding that there were many reasons for the slow progress including political reasons, lack of new legislation, and social expectations of women.
While there may be explanations for why change is not progressing as quickly as it could, it should be acknowledged that this does not mean it’s time to stop trying to incorporate diversity into all teams. Slow progress is better than no progress and there is clearly an appetite for ensuring recruiting practices promote diversity. With new ways of working often suiting women better than the traditional workplaces, now is the time to keep moving forward and ensure that women have the opportunities to become leaders and role models for the future generations of women your organisation.
Finally
If you are looking for your next role or to employ new talent into your organization, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: How to Become a Non-Executive Director and Enhance Your Career
In the latest edition of our Unlocking Success series, we look at enhancing your career in becoming a non-executive director.
If you are coming to the end of your career, planning a career break or just want to change up your work routine without moving jobs then pursuing a role as a Non-Executive Director (NED) or a Board Advisory role could be the answer.
The wonderful thing about NED roles is that provide an interesting way to use your skills and experiences to help a company grow and become more successful. Many NED role holders will tell you that the gratification they get from these positions is well worth the time allocation as well as getting to use your knowledge in a positive way. Keen to achieve a career as a Non-Executive Director? We’ve shared some simple strategies you can employ to get started, check them out now.
Think About the People in Your Network
For any NED role, being able to network successfully is the key as most of these positions are shared through professional and personal networks rather than advertised directly. This means that you will need to think about expanding your networks in areas that interest you the most so that you can find NED roles as they are shared.
The good news is that there are many professional networks that you can use to expand your horizons! Start with your current and past employment networks and don’t forget to use online networks like LinkedIn too!
Be Open to New Ideas
NED roles can be daunting as they require you to use the depth of your knowledge for the best interests of the company you will be representing. However, this doesn’t mean that you need to come to the role with all the knowledge in place already.
In fact, it is important to be open to new learning so that you can properly prepare for the role before you start. Think about governance, financial and risk management, sustainability, leadership, and growth and be honest about where your current knowledge requires work. If you feel confident that you have the academic understanding, then don’t forget to stay up to date on current trends in your chosen industry!
Be Prepared to Try and Try Again
As NED roles are so popular, you may find that it takes a multitude of attempts before you are able to successfully achieve one. Many people find NED roles exciting and as they can support your progress or help you keep a hand in the industry that interests you, there will be many other competing for the same position.
One way to work around this is to consider roles that are pro-bono or time-limited as this will help to develop your experience, making you far more valuable for future NED roles that you apply for.
Know What You Have to Offer
As with any type of job, remembering what you specifically have to offer is the best way to show off your potential. The same can be said for NED roles, as long as you take the time to find out what they are looking for. Think about the organisation you want to work with, what they offer and how they sell themselves and then take that back to your own skills to find the alignment.
If you cannot find the alignment you want to sell yourself with, take the time to gain further experience or consider pivoting to a different NED role that is in greater alignment with your skills and experiences.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Auditing Your Recruitment Process – What You Can Learn from Looking Inward
In the latest edition of our Unlocking Success series, we investigate the things that should be learned from looking inward when it comes to recruitment process audit.
There’s no denying that recruitment isn’t always easy, especially with the scarcity of qualified candidates in certain areas. However, despite the current climate and the universal recruitment concerns, you may benefit from an internal audit to check that your recruitment processes are working the way you need. Find out exactly how an audit of your current processes can help you move forward more successfully.
Auditing Shows You Your Bias
No matter how forward-thinking you feel your organisation is, there are almost always issues with bias within a recruitment process. Sadly, this bias can be stopping you from seeing specific applicants as viable choices for your vacancies. By allowing bias to interfere with your recruitment, you will find that there are fewer potential choices to pick from, stopping the opportunity to grow and develop in new markets.
It’s important to note that bias isn’t always a conscious thing and even firms that feel they are open to all applicants may find themselves sifting applications unfavourably when the process is audited. Many tools can help remove bias from hiring, including blind recruitment, and when you identify biased practices during your audit, you will be able to make quick changes to improve your recruitment outcomes.
Auditing Can Help You Save Cash
You may feel that the time it takes to audit your current recruitment system is not worth the effort, especially when you are under pressure to deliver in other areas too. However, when you do start the auditing process, you are likely to find many cost savings that will improve the budget and give you more cash to inject into your organisation.
Some of the main areas that offer savings include the time you are spending on each aspect of the recruitment process, the resources you are using to make your current recruitment process work, and the cash you spend on onboarding candidates. By taking the time to assess your current position, you are likely to find new and innovative ways to get the results you need for far less than you have been spending.
Auditing Can Make You More Effective
One thing that many candidates say is a big issue when applying for jobs is the length of time it takes to get to an offer from the initial application. By auditing your process, you can find out how long each part of the process takes and consider if there are any ways to shorten or simplify the way you recruit.
Many companies find that their biggest time issues centre around staff availability to complete processes such as screening and shortlisting – both of which could be made quicker and easier if you worked with an executive search firm or implement the use of AI and other technology to complete some of the work for you.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Should You Hire Internally or Externally for the Best Candidates?
In the latest edition for our Unlocking Success series, we help you consider the promote or hire question.
Hiring the best candidates is an essential part of any organisations success, especially when you can secure top talent that offers the skills you need. However, one of the biggest questions that hiring managers all over the UK face is whether to hire internal candidates or external candidates. We reviewed the advantages of each to help you decide what is best for your company – read on to find out more!
Why Internal Hiring is Great
Choosing to look within when it comes to hiring is a great way to boost staff morale and keep your retention rates high. It also works to keep staff loyal and engaged as they feel that there is a defined route for them to follow when they want to promote. We all know that a happy workforce is more likely to be a productive workforce but hiring internally can also work well as the hires will already know about your culture and ethos as well as have good working relationships with colleagues and managers.
Looking to save money on hires? Internal candidates are cheaper too! Choosing an internal hiring process requires less advertising costs, time, and onboarding expenses. You’ll also find that internal hires are able to transition into their new role at a pace that works for you and will often need far less guidance as they progress.
The Cons of Internal Hiring
As with all hiring, there are factors that you must be prepared for; we’ve shared some of the cons that come with internal hiring:
- Internal hiring can be challenging when you have lots of applicants who go for a single job, leaving you with political fallout to deal with. In the worst cases, this can lead to other staff leaving their roles or working to sabotage the person that was appointed.
- Internal hiring could leave you with a skills shortage if you hire someone that doesn’t have everything you need.
- Internal hires often need mentoring or coaching to help them assimilate into their new role and deal with the change in dynamics between them and their former colleagues.
- Internal hiring may stop you from making diverse and inclusive hires that may hinder your company’s success.
Why External Hiring is Great
There’s no doubt that internal hiring may be less time-consuming to begin with, but sometimes it’s worth spending a bit of extra time to get the optimal candidate from the start. One of the best things about external hiring is that you can reach a wide range of different candidates with varying skills that will help your organisation to grow. You are also able to bring new ideas and ways of working into your company to help avoid group think and becoming a place where things are always done the same because that’s how it’s always been done.
If you are worried about the time commitment of external hiring, there are plenty of ways to reduce the impact while reaping the rewards. One of the best ways is to work with a specialist recruitment firm that can help you to find exceptional candidates that meet your needs.
The Cons of External Hiring
As with all decisions, there are aspects you should consider before choosing to hire externally:
- Will the candidate fit into the organisation and be happy and productive with you? This is not always easy to determine during a hiring process, but it should be something that you think about before you offer a job.
- Do you have the infrastructure in place to train and support an external candidate so that they can succeed? Making sure that appropriate onboarding is in place will help you to get the most from your new recruits!
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: The Growing Demand for Data Scientists
In the latest edition of our Unlocking Success series, we look into the increasing demand for data scientists.
There is no denying that our economy is hugely dependent on lots of data, ever more so when we think about all the things we do these days with our computers, mobile phones and even doorbells. However, data collection is just one part of the puzzle, analysing the data quickly and accurately is the other part and that’s where data scientists come in.
What is Data Science?
Data Science is a world that brings together maths, programming, AI, analytics, machine learning and programming to get a greater insight into the data of a company and highlight how things work and where they may lead us. Data science is a broad term that covers all types of data work, including:
- Data Visualisation
- Data Mining
- Data Engineering
- Data Management
- Data Analysis
- And More!
As industry works to manage new technology and advanced data tools, reaching out to data scientists allows for a new path to advanced analysis, meaning that data scientists are hot property and look set to be an in-demand role for some time to come.
How Can Data Science Help My Organisation?
Data science can offer tremendous support to the work that is being done in your organisation right now. Some of the key ways that data science is being used includes:
- Predictive Work – using historical data and precedent, data scientists are working to predict future trends and needs for groups of people, for example in health, retail or defence. The Census 2021 is a great example of a huge data science exercise
- Evaluative Work – using data that is linked to a specific body of work, data scientists can evaluate the performance of your team and their work, highlighting areas that need greater investigation and those that are not worth pursuing at this time.
Whatever your organisation is focused on, you can be sure that investing in a data science team and tools will help to take your work to the next level!
Finding Great Data Scientists
Once you can see the need for data scientists in your organisation, you will be keen to locate the very best candidates for the roles. Want to know how to find the right people for the job? Start by looking for people that have skills such as:
- Statistical Analysis
- Data Analytics
- Coding Experience
- Algorithm Authorship
- High Quality Math Skills
By selecting candidates using these pointers, you are sure to end up with someone that will help you to revolutionise your findings and streamline your processes and applications.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
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