Roller Coasters come in all shapes….

19 July saw the start of the first Growing Talent hybrid for ten fantastically talented, currently unemployed people keen to work.

Selected by one of the ‘Big 4’ organisations for permanent roles in their growing virtual business support teams, they commenced step one – the orientation and holistic week – virtual of course!

So what did we cover over this week?

Mondaycommunication – a vital area to get right in all areas of our lives – no matter what our social status is nor our seniority in the workplace. But how much time do we put into making sure we get this right? Have you considered the following?

  • Speaking – what is the aim of the conversation? what content will you cover? where and how are you going to hold this conversation? what are the possible outcomes of this conversation? have you considered your tone, clarity, volume and pace?
  • Listening – do you automatically listen without judgement? do you ensure there will be no interruptions nor distractions? Do you listen with empathy or sympathy – do you know the difference?
  • Reflect back – paraphrasing is essential to ensure you have understood what you have heard – get the evidence, don’t just assume.
  • Body Language – did you know non verbal cues make up the biggest part of communication?
  • What method is appropriate for the conversation you are going to have?
  • What types of conflict might you encounter?
  • What’s your conflict style? accommodating, avoidance, collaboration, competitive, compromise
  • You statements – also known as the communication destroyer. Do you know why?

There is more to communication than most think!

Tuesday – invest in yourself. Critical – not selfish. Airline safety talks ‘state put the oxygen mask on you BEFORE helping others’ That makes sense, so why not scheduling in some self care windows throughout the day? This section covered:

  • Stop avoiding fear
  • Mantra and personal values
  • Overcoming negative thoughts
  • Control your brain – stop letting it control you
  • Self care toolkit
  • Dealing with imposter syndrome
  • Nurture your soul

Wednesday – nurturing your body – a car only runs on the right fuel. So does your body. Fuel it mindfully!

  • Food fads – the power of marketing vs facts
  • Superfoods – really
  • Understanding sugar – in all it’s forms
  • Exercise
  • Social media – good, bad and ugly

ThursdayMoney talks! Sharing basic financial tips together. 3 little bottles – waste and recycling, why is it so important. Moving on. Encompassing…..

  • Managing debt
  • How to increase savings
  • Ways to increase income
  • Considering credit cards, debit cards and cash
  • Money mantras
  • How to apply for new roles uniquely

Friday – I-act – Managing and Promoting Positive Mental Health and Wellbeing

How to look after yourself and those around you. This accredited course delivers a solid understanding of what mental health and wellbeing is, over 50 tools for self care and evaluation, robust evidence reporting – amongst a whole lot more.

So what did the fabulous 10 participants feel about the week? Below are some of the feedback – anonymous in line with GDPR:

“The content was exciting and engaging – which surprised me. I was expecting it to be a bit boring because it’s delivered by Zoom”

“The journey book which accompanied the week was clear and helped me understand the course. I can refer to it ongoing.”

“This week was so worthwhile – it’s taught me how to be more professional”

“I’ve been implementing things I learned in my personal life such as delaying my response in conversations until I understand what’s been said. It’s easy to misunderstand people if you jump in too soon.”

“The contents of the week were fantastic, very informative and engaging with loads of tools to assist me going forward”

The accompanying book was significantly relevant”

“I found everything insightful and enlightening. There were a lot of topics. I especially liked mental health and how to engage with someone who might be struggling. I feel I can now demonstrate a lot more empathy. I also really enjoyed finance considering how much I wasn’t taught much about the topic at school.”

“I’m glad to have the accompanying book as I can go back and refresh my knowledge anytime.

“This is probably the best training course I have every attended. T/he contents cover life inside and outside work”

“The book will be extremely useful going forward. On the course it enabled everyone to read at their own pace.”

What were the thoughts on the trainer?

“I loved how Jane had everyone engaged and included in all of the topic areas. She allowed us to digress within reason, which helped explore the topic further but she was also able to control anything that was not relevant to our learning.”

“Jane’s style was inclusive, warm and welcoming. Everything was clear.”

“Jane is very interactive and gives off a very positive vibe. I really felt like my opinion was relevant when she asked questions and she’s always very impartial so we didn’t feel like we were being judged. It was a pleasure doing my training with her”

“Jane’s compassionate and a very good listener”

“”Jane’s style was nice and precise, she knows what she is talking about and is a confident lady who taught us in a respectful professional manner.”

For me, the week was a mutually positive experienced. When we see each other as humans, we can learn so much together. Essential for work and life – don’t you agree?

“Thousands of jobs & no one to fill them” – can that really be true?

https://www.bbc.co.uk/news/business-57349802  This features a report by KPMG on the situation UK PLC finds itself in: “thousands of job vacancies but no people to fill them” How can that be so?

In other reports from @BBC we know there are 1.7m unemployed and over 4m on furlough who may not have jobs to return to when furlough finally ends.

There seems a huge disconnect.

From the people I’ve spoken to over the past fourteen months I think there’s an elephant in the room we are not addressing.  Fear.  

Fear of stepping outside their door.

Fear of leaving their family.

Fear of stepping onto public transport.

Fear of walking into a new environment.

Fear of getting to learn a new role.

Fear of a new routine

Fear of not being respected by colleagues

Fear of not ‘gelling’ with the team/management

Fear of losing this new job

Fear of failing

There is an expectation employers will address this fear. Those integrating the new ISO45003 guidelines will go a long way to achieving this. Using Growing Talent to gain new talent will see them go even further in achieving the goal of sustainable new talent who have grown into the available role through the methods taught on Growing Talent to flourishing adding real value to everyone.

If you have a real job to fill, why not consider www.growing-talent.co.uk?  It’s completely free and not a Government funded programme. 

The global pandemic has seen businesses change the way they operate to get the results they want. 

Isn’t now the time to change the way you recruit to reveal those hidden gems of talent you’ve potentially been missing?

#psychosocial #risks #business #leadership #talent #socialmobility #inclusion #diversity

Is your business Psychosocially ready?

Refreshing to see ISO (International Standards Organisation) have recognised the need to put mental and psychological health front and centre of business. The terms are interchangeable. For clarity, global agreement has been reached by ISO to use the term ‘psychosocial’ which you will see more and more over the coming months.

ISO’s new certification due for launch later this year – ISO45003 – is designed for businesses to ensure their workplaces are psychosocially healthy and is especially attractive to businesses already holding ISO45001.

Having read the advanced final framework of ISO45003 – ‘Occupational health and safety management – psychological health and safety at work – guidelines for managing psychological risks’ – it is clear any business, even micro, businesses can use ISO45003’s guidelines as a framework without applying for accreditation.

Throughout the global pandemic, businesses have risen to diverse challenges. Some have flourished without making many changes such as the logistics and IT sectors. Others have embraced agile working remotely. Some will return in full to their workplaces whilst others will have a blended mix.

One thing is certain for all. The need to ensure their workplaces and teams are psychosocially safe and robust is critical for their staff, profits and reputation to flourish.

Now is the time to put tools in place to aid this.

Growing Talent is a strong tool for employers looking for new talent in their business. The programme has a solid track history of revealing untapped talent, delivering diversity and inclusion to the business as well as personal empowerment and growth to that talent.

Growing Talent covers many of the areas highlights in ISO45003 – see below.

Recruiting through Growing Talent gets employers ahead of the game when it comes to the psychosocial health of their workplaces.

Why not at Growing Talent to your recruitment tool box?

http://www.growing-talent.co.uk

Speed dating – Growing Talent style!

The toughest thing to overcome when looking for employment after a period of unemployment is being judged on your label(s).

 

By that I mean recruiters/employers ofter see your label(s) and the assumptions they make about the potential impact of those label(s) without speaking with you to understand the facts.

 

For example, a homeless, single parent who is unemployed will often be perceived as someone who is unstable and unreliable with zero transferable skills into the world of employment.

 

In reality, homeless doesn’t always mean ‘sleeping on the streets’ – although I think sleeping is the wrong word.  No one can sleep soundly on the streets with all the dangers that environment presents.

 

Single parents, in my experience,  have an array of skills which add value to employers.  All are great problem solvers, they are life coaches, highly organised solution finders with strong time management skills along with the drive and attitude to succeed to be positive role models for their children as well as establish a career path for themselves.  Any employer can train in their area of expertise but they can’t train ‘attitude’.  They are missing an excellent talent pool.

 

At Growing Talent, based on my own experience, we do not allow traditional recruitment methods.  There are no cvs nor job descriptions.  Employers select based on their belief of someone’s attitude to grow into their vacancy.  As every applicant has usually more than one barrier to employment, we partner with JobCentre Plus to ensure a financial safety net if someone is selected but doesn’t complete and secure the provisional permanent job offer.  This removes the ‘fear’ from those unemployed people who really want to work but have that nagging ‘what if’ in their heads.

 

So, to ensure employers and applicants are on the same level playing field, we have a speed dating session.  These always start really quietly.  Within 10minutes everyone is relaxed, laughing with each other and showing who they really are.

 

In small groups, applicants spend 10 minutes at each employer table finding out a little about the company and permanent jobs on offer.  The employers have the same window of time to find out a little about all applicants.

 

Some examples of previously employer speed dating events:

 

Employers select their shortlist from this event.  Shortlisted applicants attend a 1-2-1 meeting on the employer site where the job is based to learn more details.

 

At the point any offers are made to go on the Growing Talent journey with the employer, everything is known upfront about the end job.  There is no mystery around salary, bonus, benefits, hours, shifts etc.

 

How often do you go for a traditional job interview and leave as mystified as when you went in?

 

Growing Talent removes any doubt for both sides and everyone loves the spontaneity of speed dating – who not use it in recruitment?

New Year = New Opportunity!

At the start of 2017, there were 27 people who really wanted to change their lives and get into permanent work – but being unemployed – they had no idea how.

 

At the same time there were a number of employers including some from the world of hospitality, business moves, recruitment, data management and business services looking to add new talent to their businesses but not knowing how to confidently recruit people with knowledge of their current and future potential as well as their commitment and reliability.

 

Growing Talent is the bridge between the two.  A supported journey for both sides to evaluate the other delivering sustainable recruitment and no surprises!

 

All 27 people mentioned above at the start of 2017, completed Growing Talent and went into work.  Their employers were confident they had the right match for their roles, teams and business.

 

To date, Growing Talent has seen 121 people from diverse backgrounds go into permanent jobs changing their lives and their employer’s perception on the talent that is missed in the ranks of our unemployed population.

 

It’s so difficult ‘selling’ your skills and potential on a faceless cv.  It’s even harder if confidence has dropped due to unemployment.  Some of the success stories of Growing Talent below………

 

Richard – mid-30s and never worked.  Dropped school at 15.  Secured a role with Harrow Green – still working there almost 2 years later.

 

Dan – a graduate who didn’t know what career he wanted.  Joined a front of house team on a corporate site as a Welcome Host.  18 months later – on their fastback programme progressing to team leader.

 

Chris – a little over 3 years ago, had a series of temp jobs in retail and some volunteering.  Was unwell with depression.  When asked why he should be given a chance on Growing Talent, he replied ‘I honestly don’t know’.  He joined a business solutions organisation on a corporate site.  After two years he moved to a hotel reception role and is now Supervisor there  managing a team!  He’s also started a degree course in his spare time.

 

If you are looking to get into work in 2018 and don’t know how – check http://www.growing-talent.co.uk.

 

As an employer, if you don’t recruit through Growing Talent, do you want to continue missing out on great talent like Chris, Dan and Richard?  It costs nothing other than time, open mind and commitment.

 

What are you going to change in 2018?

How do you recruit the perfect candidate without incurring any cost?……

Growing Talent!

Sounds simple doesn’t it.  A try before you buy for both the applicant and employer based on personality – no cvs, employment history etc.  With 116 success stories, we want more.

 

Amongst this 116 are people from diverse backgrounds – homeless, graduates, no education, solid employment history, no employment history, mental health issues etc.  This unique business funded initiative has seen diverse success studies.

 

There is a wide talent of unemployed people hungry to work and willing to learn.  Employers can’t see this talent in a short interview/assessment.  So we are spreading the work with a poster campaign.

 

Some things really aren’t too good to be true!  You just have to give it a go and see for yourself!

 

Although the cost table below shows HR Review’s breakdown of traditional recruitment costs from 2014 – it’s logical to believe these have risen over 3 years.  One solid fact the display below shows is Growing Talent remains completely free!

 

 

Check out http://www.growing-talent.co.uk and @Growing_Talent for more information.

 

Is it too good to be true? Actually no – it really is free…….

‘How do you recruit the perfect candidate without incurring any cost?’

‘How can you be confident your potential new hire is right for your role, team & business’

Answer:  Growing Talent

Growing Talent is a business led and funded initiative to bring the unemployed and employers with permanent London-based jobs together.  Over a 12 week, mutually mentored period each gets to know the other well resulting in confident recruitment.

 

With four programmes planned for 2018 – who not get involved?

 

GT16            17 January 2018

GT17            18 April 2018

GT18            18 July 2018

GT19            19 September 2018

 

For more information, checkout http://www.growing-talent.co.uk.

 

Cost of recruitment – what does it mean?

Often the true cost of recruitment on a business is hidden.  It’s a combination of several things.  One of the latest UK stats I found was a guesstimate of over £30K!

It costs over £30K to replace a staff member

The two main factors that support this research is:

  • The Cost of Lost Output while a replacement employee gets up to speed
  • The Logistical Cost of recruiting and absorbing a new worker

On top of the cost and inconvenience to a business of advertising, sifting, shortlisting, interviewing, feedback, employment documentation – contract of employment, right to work in the UK etc and the ‘new joiner’ processes – raising a new profile for IT, issue a laptop/phone etc is the cost of the recruitment agency.

 

Average percentages of fees to be paid to an agency are:

Salary                                                   %                                Fee due

£15K                                                        14%                                  £2,100

£20K                                                        18%                                 £3,600

Over £20K                                               20+%                             £4,200

 

Using this method, apart from the cost, you won’t know if you’ve made the right choice until they’ve been onboard a while and are trained in the job.

 

With Growing Talent, a unique fee way of finding and growing new talent, you will be confident of your new hire as you train them in situ before hiring.  What could be simpler?

 

 

 

Need talent in your business?………

Why not ‘grow our own’!

 

As the feature photo from Preparing for Shtf’s website illustrates, great veg are the result of careful nurturing over weeks/months.   The results are better than any ‘brought off the shelf’!

 

At Growing Talent we believe the same is true when looking for talent.

 

Businesses who partner Growing Talent recruit people they wouldn’t normally with solid sustainable results.  Retention and commitment increases. As does, team spirit, morale and productivity.

 

Growing Talent, the B2B forum that brings the unemployed, employers and JobCentre Plus together, is completely free to use.  Funded by business for business to take a leap of faith.  No cvs and no job description. Why pay for your talent when you can Grow Your Own and get great diversity at the same time?

 

Over 111 people have secured permanent jobs.  Some have never worked before.  Some are graduates and some have solid employment history at all levels.  The nurturing selected individuals receive in situ gives the opportunity for them to showcase their skills, potential and fit with the business without trying to ‘sell’ themselves in a traditional interview.

 

With many success stories, we begin the next round on 18 September with the first stage selection.

 

If you need to recruit – why not ‘grow your own’? It’s easy partnering Growing Talent.

 

Final thought:  A recruitment company charging 18% on a £20K salary will cost £3,600.  Growing Talent is free!