In the latest edition of our Unlocking Success Series, in the unpredictable journey of life, change is the only constant. From unexpected twists to unforeseen challenges, navigating the waves of change requires a sturdy vessel fueled by adaptability and resilience.

In the vast ocean of life, we often encounter turbulent waters and unexpected storms. In such moments, it's not our ability to control the waves but our capacity to navigate them that truly defines our journey. Adaptability and resilience serve as the sturdy vessel that carries us through the roughest seas, enabling us to weather any storm and emerge stronger on the other side.

Embracing Change: The Essence of Adaptability

Change is inevitable, whether in our personal lives or professional endeavors. Embracing change with an open mind and a willingness to adapt is the cornerstone of success in today's dynamic world. Think about it—every technological advancement, market shift, or life transition demands a flexible approach. Those who resist change risk being left behind, while those who embrace it find opportunities for growth and innovation.

Adaptability is not about merely surviving change; it's about thriving in the face of it. It's the ability to assess new situations, adjust our mindset and behaviors accordingly, and turn challenges into opportunities. Whether it's learning a new skill, adjusting to a new team dynamic, or pivoting in response to market trends, adaptability empowers us to stay agile and responsive in an ever-evolving landscape.

Resilience: Bouncing Back Stronger

Resilience is the armor that shields us from the impact of adversity. It's the inner strength that allows us to bounce back from setbacks, failures, and hardships with renewed determination and vigour. Life is not a smooth sail; it's filled with peaks and valleys, triumphs and tribulations. What sets resilient individuals apart is their ability to face adversity head-on, learn from their experiences, and emerge stronger than before.

Resilience is not about avoiding failure; it's about learning from it. It's about reframing setbacks as opportunities for growth and development. Every obstacle we encounter presents a chance to test our resilience—to rise above the challenge, adapt our approach, and persevere until we reach our goals. Resilient individuals don't let failure define them; they use it as fuel to propel them forward towards greater success.

Cultivating Adaptability and Resilience

The good news is that adaptability and resilience are not fixed traits; they can be cultivated and strengthened over time. Here are some strategies to enhance your adaptability and resilience:

1. Embrace a Growth Mindset

Adopt a mindset that views challenges as opportunities for growth and learning. Embrace the belief that your abilities can be developed through dedication and hard work.

2. Stay Flexible

Be open to new ideas, perspectives, and ways of doing things. Cultivate a flexible attitude that allows you to pivot and adapt to changing circumstances.

3. Build a Support Network

Surround yourself with a supportive network of friends, family, mentors, and colleagues who can offer guidance, encouragement, and perspective during challenging times.

4. Practice Self-Care

Take care of your physical, mental, and emotional well-being. Engage in activities that recharge your batteries, reduce stress, and promote overall resilience.

5. Learn from Setbacks

Instead of dwelling on failures, reflect on them objectively and extract valuable lessons. Use setbacks as opportunities to identify areas for improvement and refine your approach.

6. Set Realistic Goals

Break larger goals into smaller, achievable milestones. Celebrate your progress along the way and adjust your goals as needed based on new information or changing circumstances.

7. Cultivate Adaptability Skills

Continuously seek out opportunities to learn and develop new skills. Stay curious, be proactive, and embrace lifelong learning as a means of staying adaptable in an ever-changing world.

In a world characterised by uncertainty and rapid change, adaptability and resilience are indispensable qualities for success and fulfillment. By embracing change, cultivating a resilient mindset, and employing practical strategies for growth, we can navigate the waves of change with confidence and emerge stronger, wiser, and more resilient than ever before. So, let us set sail on this journey of self-discovery and transformation, knowing that with adaptability and resilience as our guiding stars, there is no storm we cannot weather, no challenge we cannot overcome, and no dream we cannot achieve.

Finally

If you are looking for your next role or to employ new talent into your organisation, we can help.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it here.

For more information on how we can help you 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

marta.ortigas@malikshaw.com

www.malikshaw.com

In the latest edition of our Unlocking Success Series, we explore how forging meaningful connections and nurturing lasting bonds can not only open doors to new opportunities but also profoundly enrich our lives.

In the interconnected world we live in, success isn't just about what you know; it's also about who you know. Networking and relationship building are not just buzzwords; they are essential skills for personal and professional growth. Whether you're forging new connections or nurturing existing relationships, mastering the art of networking opens doors, fosters opportunities, and enriches our lives in countless ways. Join us as we explore the nuances of networking and delve into the transformative power of building meaningful relationships.

Building Bridges, Creating Opportunities

Networking is more than just exchanging business cards at events or connecting on social media; it's about building genuine relationships based on mutual trust and respect. Networking opens doors to new opportunities, whether it's landing a dream job, finding a mentor, or discovering potential collaborators for projects. By expanding our network, we increase our visibility, access valuable resources, and tap into a wealth of knowledge and expertise.

Networking is not a one-time event but an ongoing process of nurturing and cultivating relationships. It's about investing time and effort in getting to know others, understanding their needs and aspirations, and finding ways to add value to their lives. In a world where connections matter, the strength of our network can be a game-changer, providing support, guidance, and opportunities for growth.

At Malikshaw, we actively engage in a number of networks and have found them to be hugely valuable both during and after Covid. During Covid, virtual became easy but, in reality, building genuine relationships became harder. Now, we use our networking opportunities to enable and encourage us to move out of the virtual world and experience the value of real face to face conversations.

Cultivating Connections that Matter

Relationship building goes beyond superficial interactions; it's about forging deep, meaningful connections with others. Whether it's with colleagues, clients, mentors, or friends, building strong relationships is the foundation of success in both personal and professional spheres. Trust, communication, and empathy are the cornerstones of effective relationship building, fostering bonds that withstand the test of time.

Listening is a key component of relationship building, allowing us to understand the needs, desires, and concerns of others. By actively listening and showing genuine interest in their stories, we create space for authentic connections to flourish. Empathy plays a crucial role in building rapport, as it allows us to put ourselves in others' shoes, empathise with their experiences, and foster deeper understanding and connection.

Strategies for Effective Networking and Relationship Building

1. Be Genuine: Authenticity is the foundation of meaningful connections. Be yourself, share your passions, and show genuine interest in others.

2. Listen Actively: Practice active listening, engage in meaningful conversations, and show empathy towards others' experiences and perspectives.

3. Offer Value: Look for ways to add value to others' lives, whether it's through sharing knowledge, offering assistance, or making introductions.

4. Follow Up: After initial interactions, follow up with a personalized message or gesture to keep the connection alive and demonstrate your continued interest.

5. Stay Connected: Keep in touch with your network regularly, whether it's through social media, email, or in-person meetings. Nurture your relationships and show appreciation for their support and guidance.

6. Give Before You Receive: Offer help and support to others without expecting anything in return. By paying it forward, you build goodwill and strengthen your network organically.

Networking and relationship building are not just professional skills; they are essential life skills that enrich our personal and professional lives in profound ways. By mastering the art of connection, we open ourselves up to a world of possibilities, forging meaningful relationships that inspire, support, and empower us on our journey towards success and fulfillment. So, let us embrace the power of networking, cultivate authentic connections, and build bridges that lead us to new horizons and endless opportunities.

Finally

If you are looking for your next role or to employ new talent into your organisation, we can help.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it here.

For more information on how we can help you 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

marta.ortigas@malikshaw.com

www.malikshaw.com

In the latest edition of our Unlocking Success series, mastering key leadership traits is an essential for unlocking your full potential as a leader and driving organisational success.

Leadership is not merely about occupying a position of authority; it's about inspiring and guiding others towards a common goal. Effective leadership is rooted in a set of key traits that empower individuals to navigate challenges, inspire teams, and drive organisational success. In this blog, we'll delve into the essential leadership traits that distinguish exceptional leaders and explore how you can cultivate these traits to unlock your full potential as a leader.

Visionary Thinking

Great leaders possess a clear vision of the future and the ability to articulate it in a compelling manner. They inspire others with their forward-thinking mindset, painting a vivid picture of what success looks like and rallying their team towards that vision. Cultivate visionary thinking by regularly reflecting on your long-term goals, staying informed about industry trends, and encouraging innovation and creativity within your team.

Effective Communication

Communication lies at the heart of effective leadership. Leaders must be adept at conveying their vision, providing feedback, and fostering open dialogue within their teams. Practice active listening, empathise with your team members, and communicate clearly and transparently to build trust and alignment. Remember, communication is not just about what you say but also how you say it and how well you listen.

Empathy and Emotional Intelligence

Empathetic leaders understand the perspectives and emotions of their team members, fostering a supportive and inclusive work environment. They demonstrate emotional intelligence by managing their own emotions effectively and navigating interpersonal dynamics with empathy and compassion. Cultivate empathy by actively seeking to understand others' experiences, acknowledging their feelings, and demonstrating genuine care and concern.

Decisiveness

In the face of uncertainty and complexity, leaders must make timely and informed decisions to propel their teams forward. Decisive leaders weigh the available information, consult with relevant stakeholders, and take decisive action, even in the absence of perfect clarity. Cultivate decisiveness by embracing risk-taking, trusting your instincts, and learning from both successes and failures.

Adaptability

The business landscape is constantly evolving, requiring leaders to adapt to change and navigate ambiguity with resilience and agility. Adaptive leaders embrace change as an opportunity for growth, remain open-minded to new ideas and perspectives, and pivot their strategies when necessary. Cultivate adaptability by fostering a culture of experimentation, encouraging continuous learning, and leading by example in embracing change.

Leadership is a journey of continuous growth and development, anchored in the cultivation of key traits that empower individuals to lead with confidence, compassion, and effectiveness. By embracing visionary thinking, effective communication, empathy, decisiveness, and adaptability, you can unlock your full potential as a leader and inspire positive change within your team and organisation. Remember, leadership is not about being perfect but about striving to learn, grow, and inspire others to reach new heights of success.

Finally

If you are looking for your next role or to employ new talent into your organisation, we can help.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it here.

For more information on how we can help you 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

marta.ortigas@malikshaw.com

www.malikshaw.com

In the latest edition of our Unlocking Success series, we embark on a journey into the dynamic world of contracting as we uncover essential insights and strategies for success in navigating the contractor frontier.

Contracting offers unparalleled freedom and flexibility, allowing individuals to craft their own career paths and pursue projects they're passionate about. However, contracting also comes with its unique challenges and complexities. In this blog, we'll delve into valuable insights gleaned from seasoned contractors, offering practical advice and strategies for building a thriving contractor career.

Finding Your Niche

One of the first steps to contracting success is identifying your niche. Whether it's graphic design, project management, web development, or commercial consulting, specialising in a specific area allows you to stand out in a crowded market and command higher rates. Conduct market research, assess your skills and interests, and leverage your unique strengths to carve out your niche.

Building Your Brand

Your personal brand is your most valuable asset as a contractor. Invest time and effort in crafting a professional portfolio, optimising your online presence (e.g., website, LinkedIn profile), and showcasing your expertise through case studies, testimonials, and samples of your work. Consistency, authenticity, and professionalism are key to building trust and credibility with potential clients.

Setting Rates and Negotiating Contracts

Determining your rates can be challenging as a contractor. Research industry standards, assess the value you provide, and factor in your experience, expertise, and overhead costs when setting your rates. When negotiating contracts, clearly define scope, deliverables, timelines, and payment terms to avoid misunderstandings and ensure a mutually beneficial agreement.

Managing Client Relationships

Effective communication and relationship management are essential for contracting success. Keep clients informed about project progress, address their concerns promptly, and proactively seek feedback to ensure client satisfaction. Cultivate long-term relationships by delivering high-quality work, exceeding expectations, and going the extra mile to add value.

Managing Finances and Time

Contracting requires disciplined financial management and time management skills. Create a budget, track your income and expenses, and set aside savings for taxes and emergencies. Establish a daily routine, prioritize tasks, and leverage productivity tools to maximise efficiency and maintain a healthy work-life balance.

Continuous Learning and Networking

The contractor landscape is constantly evolving, so it's crucial to stay updated on industry trends, tools, and best practices. Invest in ongoing learning through courses, workshops, and conferences, and actively participate in online communities and networking events to expand your professional network, exchange insights, and uncover new opportunities.

Contracting offers boundless opportunities for creativity, autonomy, and fulfillment, but success doesn't come overnight. By embracing these insights and adopting a proactive mindset, you can navigate the contractor frontier with confidence, resilience, and a commitment to continuous growth. Remember, every challenge is an opportunity for learning and growth, and with perseverance and determination, you can build a thriving contractor career on your own terms.

Finally

If you are looking for your next role or to employ new talent into your organisation, we can help.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it here.

For more information on how we can help you 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

marta.ortigas@malikshaw.com

www.malikshaw.com

Have you seen the Broadway show Kinky Boots?

There are many great lines in the show.

But, one of my favourite lines reminds me of what I believe many employees ask themselves when they’re sifting through announcements about the latest transformation.

The shop owner is excitedly explaining his ideas about expanding his shoe shop to Kinky.

And a bored Kinky asks the owner, “Are you going to get to the part about where it concerns me?”

In other words, Kinky is asking “What’s in it for me?” (WIIFM) meaning, "How is this relevant to what I want?”.

I’m curious.

How often do leaders of major change and transformation programs charge into their offices and, similar to the shop owner, splatter the staff with content before answering the WIIFM question?

We have agendas, objectives and a mission to satisfy. That’s naturally where our thoughts live.

And we deliver all our tasks to satisfy the agenda. But our satisfying this agenda is of no importance to staff.

What is important to staff is feeling that they have been considered and thought about. After all, we are still dependent on people to run the business and in transformations it is crucial to remember this. It is also one of the reasons why HR is such an important element of a successful transformation. Indeed, why the role of an HR business partner is changing. It is no longer an audit role. It is,” how do you get the best out of the people?”

Post transformation, there is an expectation of a different process and behaviours that requires almost a reskilling agenda for the individuals. Potentially they also need a different sort of talent. All of which magnifies the WIIFM question if you’re going to bring people with you.

This draws me back to a podcast that I was listening to which was talking about “What is it that an organisation is built to do?”

It’s quite interesting because the whole idea was that every organisation at the end of the day protects a core value, not value as in power, but a core value that it believes in, and the processes and systems are built round it to protect that value. So, when you try to enforce the transformation, automatically these processes and systems which are built to protect that core will push it back. That’s the organisational inertia trying to stop it because it thinks that the transformation will steal the value that it’s trying to protect.

When it comes from inside, when your organisation feels that the transformation will deliver a different value, the culture will align around it to ensure that the transformation is successful. It’s easier said than done, of course. For example, if a leader goes in trying to enforce something, it’s bound to fail. It’s almost designed to fail. But, if that design were to come from the inside out, and obviously the leader can play role in that, then things will tend to align better, ensuring that it is more successful.

What we are talking about here is values and you could even say culture. Transformation is a challenge to the culture of the organisation and, if it’s a strong culture, the culture binds together stronger and your chances of success for the transformation is almost nil. There’s no way that transformation will be successful. The culture is too strong.

The question then becomes “how do you negotiate this hurdle” and this is where good leadership comes in.

This isn’t necessarily a single leader, more a collective leadership of an organisation, looking through what they want to transform in the business. How do they start creating the story around that transformation and communicate it to start building that inside out appetite for change. This is where WIIFM comes in. You can throw all the money, all the resources, all the bodies at the programme, but if you never hit that frequency, you might as well pack up and go home.

It’s simply human nature. Someone comes along and says you have to do something differently; you have to relearn, you have to do it this way, you have to do it that way. Whilst the person is thinking, “I’m actually doing a good job”. In fact, thinking, “most of us are doing a good job, but now you’re telling me I have to do it differently.”

So, this becomes the organisation inertia. Unless that person and those people are clear, what’s in it for them, they have no desire for change and will push back. Change doesn’t happen and, as we all know by now, the organisation then becomes one of the 70% that fails. Remember Blackberry, Nokia, Blockbuster. Blackberry didn’t believe the iPhone would work. Nokia didn’t believe the App Store would either. Everyone thought they were doing a good job. No one saw a need to change. No one told a story that made the case for change credible.

Often, it seems, the story is underrated, but when people buy into the story that will probably be the game changer. They will look at WIIFM and they can see themselves in the story. They will believe their interests or concerns are addressed and now think, “yes, this is something I can get behind.” They’ll go “okay, I’m on board”.

They will buy in to the Big Why – the vision and the part they will play in that – and into the Little Why – the benefits for me. The WIIFM. Indeed, WIIFU. The benefits for us.

That’s when the corporate inertia visibly starts to dissipate, and you get a whole movement of people collaborating to make the change happen and make it successful.

And the alternative? WHOGAS.

At risk of saying what we all know… “Who gives a…”

Find the best transformation leaders and talent with Malikshaw Interim & Executive...

Malikshaw Interim & Executive work closely with organisations to deliver real world outcomes from transformation and change programmes. Whether it is about people, process, technology, data or product, our talent pools contain the very best leaders and domain specialists that can help to drive your organisation's next stage of growth and transformation.

In the latest edition of our Unlocking Success series, we explore how providing women with equal opportunities, support, and resources, we not only unlock their full potential but also cultivate a more inclusive and thriving community for all.

Women's empowerment is not just a buzzword; it's a catalyst for social and economic progress. When women are empowered, they contribute to thriving economies, resilient societies, and sustainable development. It's about ensuring that every woman has the opportunity to fulfill her potential, pursue her aspirations, and make her voice heard. By investing in education, healthcare, economic opportunities, and leadership roles for women, we pave the way for a more equitable and prosperous future for all.

1. Support Women in Taking Leadership Roles and Expressing Themselves

Establishing a culture that appreciates various viewpoints and actively invites input from women across all tiers is essential for organisations. Offering avenues for women to lead projects, initiatives, and teams enables companies to foster their leadership capabilities and enhance their self-assurance. How can this be achieved? Initiate discussions by establishing platforms and forums where women can exhibit their skills, exchange their insights, and motivate others within the organization.

2. Offer High-calibre Mentorship and Training Opportunities

Providing tailored training programs for women, centered on leadership enhancement, communication proficiency, negotiation strategies, and personal branding, equips them with essential tools for success. Through investing in mentorship and training, your organisation showcases dedication to women's professional growth and establishes a support network that drives their advancement.

3. Encourage and Support the Exploration of Creativity and Artistic Forms of Expression

Establish environments and channels where individuals can confidently share their creative endeavors, spanning visual arts, literature, music, and various artistic outlets. Through hosting events, exhibitions, or workshops that highlight and celebrate artistic achievements, your organization not only acknowledges talent but also sparks inspiration among colleagues. Embracing creativity and artistic expression empowers employees to authentically engage and contribute to the workplace culture.

4. Promote Gender Inclusivity and Diverse Expressions of Gender

To inspire gender inclusion in the workplace, organisations should implement inclusive policies, provide education on gender diversity, create safe spaces for dialogue, celebrate diverse identities, and ensure equal opportunities for all employees regardless of gender.

Ensuring equal opportunities for career advancement, leadership roles, and professional development regardless of gender identity is fundamental to fostering a truly inclusive workplace. By removing systemic barriers and promoting meritocracy, organisations can create an environment where all employees feel valued, respected, and empowered to bring their authentic selves to work.

5. Offer a Work Model That Offers Flexibility

Offering adaptable scheduling options, such as compressed workweeks or flexible start and end times, empowers women to manage their various responsibilities on their own terms. Providing ample parental leave demonstrates solidarity with employees. Your commitment to fostering work-life balance cultivates a family-friendly workplace culture, while embracing job-sharing and part-time roles enables women to sustain their careers while attending to personal commitments.

Encouraging and empowering women in the workplace brings diverse perspectives, fosters innovation, increases productivity, retains talent, enhances reputation, drives market growth, and contributes to social impact. Companies known for their commitment to gender equality and women's empowerment attract top talent and enjoy a positive reputation both within the industry and among consumers. By promoting gender equality and empowering women, organizations contribute to broader societal goals of equality, diversity, and inclusion, creating a more equitable and just society overall.

Finally

Empowering women in the workplace leads to diverse perspectives, innovation, increased productivity, talent retention, enhanced reputation, market growth, and positive social impact. Organizations that champion gender equality attract top talent and contribute to broader societal goals of equality, diversity, and inclusion, creating a more equitable and just society.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it 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

marta.ortigas@malikshaw.com

www.malikshaw.com

In the latest edition of our Unlocking Success series, we look into how AI is changing the face of recruitment.

We will explore transformative impact of AI on HR, ranging from automating mundane tasks like interview scheduling and candidate engagement maintenance to optimising background checks for efficiency. Additionally, we'll delve into how Machine Learning's predictive insights can expedite personalised experiences while adhering to regulatory standards. The implications of these technologies on recruitment are profound—when deployed effectively, they can save HR professionals countless hours and resources in their quest for top-tier hires.

The Case for AI in Recruitment

Recruiting exceptional talent remains a formidable challenge for businesses across industries. The process is often time-consuming, costly, and subjective. However, emerging technologies offer a promising solution. Artificial Intelligence (AI) and Machine Learning (ML) are gaining traction in recruitment due to their capacity to revolutionise Talent Acquisition and hiring workflows. A recent HR survey revealed that 35% of Talent Acquisition leaders and hiring managers acknowledged AI's growing impact on their hiring processes.

AI and ML hold the potential to significantly enhance recruitment outcomes by automating laborious tasks, predicting results, and analysing data. These technologies facilitate the identification of ideal matches between candidates and employers, accelerate the search for high-quality talent, and optimise resource allocation throughout the recruitment lifecycle.

Streamlining through Automation

AI and Machine Learning are pivotal in reshaping recruitment by eliminating manual interventions, thereby facilitating the identification of the right candidates. A prime example is the time-consuming task of CV screening, where AI can swiftly identify suitable candidates, schedule interviews based on availability, manage Applicant Tracking Systems (ATS), and craft personalised communication for applicants. Moreover, AI aids recruiters by suggesting keyword searches from job postings and providing insights into the talent pool, enhancing efficiency and effectiveness.

Impact of AI on Recruitment:

• Automates manual activities, transforming the recruitment landscape.
• Rapidly screens CVs and identifies qualified candidates efficiently.
• Facilitates interview scheduling and applicant communication.
• Provides insights into the talent pool, expediting candidate selection.
• Mitigates unconscious bias by prioritising relevant skills over personal attributes.

Additionally, AI can leverage insights from past successful hires to inform future recruitment strategies, enabling faster identification of qualified candidates. By focusing on skills rather than personal attributes, AI fosters fairer and more objective recruitment practices, ensuring organisations access the best talent pool.

Bias-Free Recruitment

Securing top talent is vital for business success, but traditional hiring methods often inadvertently perpetuate bias, hindering diversity and inclusivity. AI and ML offer a remedy to this challenge. By evaluating job descriptions and recommending gender-neutral language, AI-powered tools ensure equal opportunities for all candidates, fostering diversity in the workforce. Moreover, by automating the CV screening process, AI minimises the influence of unconscious biases in hiring decisions, enabling fair and objective evaluation of candidates based on qualifications and experience.

Harnessing Predictive Analytics

The adoption of predictive analytics in HR has surged in recent years, offering valuable insights into talent requirements and enhancing HR operations. AI and ML excel in predicting outcomes and identifying patterns within extensive datasets. By analysing job descriptions, CV data, and social profiles, AI predicts candidate success, optimises job postings for maximum reach, and ensures unbiased candidate evaluation. This predictive approach not only accelerates the recruitment process but also enhances the quality of hires, ultimately saving time and resources.

Enhancing the Candidate Experience

Delivering a positive candidate experience is paramount in today's competitive landscape. AI aids in humanising the recruitment process by automating repetitive tasks, maintaining candidate engagement through chatbots, and offering personalised communication at each stage of the recruitment journey. Moreover, AI streamlines the onboarding process, promotes diversity, and reduces unconscious biases, ensuring a fair and inclusive hiring process that resonates with top talent.

In conclusion, AI and Machine Learning are revolutionising recruitment by offering a data-driven, objective approach to candidate selection. By automating tasks, providing insights, and enhancing candidate experiences, these technologies optimise the recruitment lifecycle, leading to improved efficiency and quality hires. Embracing AI and ML empowers HR professionals to navigate the evolving recruitment landscape effectively, fostering a brighter future for organisations and job seekers.

Finally

If you are looking to employ new talent into your organisation, AI is an area you should be thinking about.

For more information on how we can help you 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

marta.ortigas@malikshaw.com

www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at why understanding the best strategies to attract skilled talent is crucial. Where options abound—from job boards to referrals, CRMs to career sites, and even AI-based matching.

Whether you are looking for a role yourself or are in a hiring capacity in your current role, it is always worth noting what others are doing that is successful in the marketplace. A recent Recruitment Survey Report issued by SmartRecruiters, provides valuable guidance that’s worth glancing at so we thought we would share it. Here's a detailed breakdown of the key takeaways:

Alignment with the Business

• As 60% of survey respondents are facing longer hiring times for hard-to-find skills compared to a year ago, it's crucial to align recruitment efforts with business objectives.
• Analysing data on time-to-hire and sharing it with stakeholders allows for setting realistic hiring targets.

Investment in a Smart Career Site 

• Smart career sites emerge as the top technology for engaging hard-to-find talent, with 36% of respondents endorsing their effectiveness.
• While job boards and employer branding are important, a company's career site is where its unique culture and opportunities can truly shine.

Focus on Skills Development 

• Upskilling and reskilling are critical strategies, with 92% of respondents relying on them to fill specialised roles.
• Companies exceeding hiring goals demonstrate a 120% greater reliance on reskilling and upskilling initiatives.

Leveraging the Power of Referrals

• Employee referrals remain highly effective, with 59% of respondents ranking them as the top talent attraction activity.
• Implementing structured referral programs can significantly increase hires from this channel.

Providing a Seamles Experience 

• Equipping teams with user-friendly tools is essential for improving efficiency, as satisfaction correlates with exceeding hiring goals and filling positions faster.
• Conducting discussions to identify pain points in recruiting technology and enhancing processes can further streamline talent acquisition efforts.

Diversifying Talent Attraction Approach 

• Combining various technologies such as CRMs, ATSs, AI-based matching, chatbots, and texting systems can increase the ability to exceed hiring goals by 29%.
• Mapping out the recruiting process helps identify areas where technology and process improvements can make talent acquisition more efficient.

Ultimately, attracting talent goes beyond simply filling roles; it's about building a future-ready organisation. Prioritising the candidate experience and investing in strategies tailored to the target talent pool are crucial for long-term success.

Finally

If you are looking to employ new talent into your organisation, these are some of the things you should think about asking.

Read our latest “Transformation Trailblazers” Newsletter in which we are talking change, transformation and technology - from the innovators and triumphant to the stagnant and struggling — Read it here.

For more information on how we can help you 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
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look into the psychological safety of contemporary workplace, the rise of hybrid teams—a blend of remote and in-office employees—marks a significant shift in organizational dynamics.

This setup offers unprecedented flexibility and the potential to embrace diverse perspectives and experiences. However, it also presents complex challenges, particularly in fostering an environment of psychological safety.

Psychological safety, essential for a thriving work culture, involves creating a space where team members feel comfortable expressing their thoughts and ideas, and taking risks without fear of negative consequences. According to McKinsey research, 89% of employees consider psychological safety to be crucial for any business, echoing Google's comprehensive study that found it to be the most important factor in building successful teams. Yet, in a hybrid environment, nurturing such an atmosphere can be challenging due to its dynamic nature.

This article presents seven comprehensive tactics for team leaders and managers to foster psychological safety in their hybrid teams:

Tactic 1: Establish Clear Communication Channels

Effective communication is vital for bridging the physical and digital divide in hybrid teams. Without consistent face-to-face interactions, misunderstandings and feelings of isolation can arise. To address this, it's crucial to establish robust communication channels that promote transparency and inclusivity. Regular virtual check-ins, diverse communication tools, and inclusive meeting practices are key strategies.

Tactic 2: Lead by Example

Leaders play a crucial role in setting the tone for psychological safety. Their behavior, attitude, and communication style are closely observed by team members. In a hybrid setting where direct interactions are less frequent, leaders who demonstrate openness, admit their mistakes, and show genuine interest in their team's ideas can create a more open and trusting team culture.

Tactic 3: Foster a Non-Judgmental Environment

Fear of judgment can stifle creativity and openness in team members. In a hybrid team where physical cues are absent, creating an environment that is accepting and respectful becomes even more critical. Active listening, constructive feedback, and creating a culture of curiosity are essential components of fostering psychological safety.

Tactic 4: Recognize and Celebrate Contributions

Recognition and appreciation are powerful motivators that foster a sense of belonging and worth. In a hybrid team, where remote members may sometimes feel invisible, it's essential to acknowledge and celebrate individual and team achievements regularly.

Tactic 5: Encourage Professional Development

Prioritising professional development demonstrates a commitment to the team's growth and career progression. Offering diverse and flexible learning opportunities helps team members stay competent and competitive, especially in a hybrid setting where schedules and locations vary.

Tactic 6: Prioritise Well-being

The well-being of team members is crucial for engagement, creativity, and productivity. In a hybrid team, where the lines between work and personal life can blur, supporting mental and physical health is essential for creating a psychologically safe environment.

Tactic 7: Implement Diversity, Equity, and Inclusion Training

Diversity, Equity, and Inclusion (DEI) are foundational for any modern organisation. Such training helps recognise and address unconscious biases, promote equitable practices, and foster an inclusive culture where all team members feel valued and included.

In conclusion, creating and maintaining psychological safety in a hybrid team requires consistent effort. By implementing these seven tactics, leaders can pave the way for a more inclusive, innovative, and productive team culture, benefiting both the organisation and individual team members alike.

Finally

 If you are looking to employ new talent into your Public Sector organisation, these are the questions you should think about asking.

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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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