Standing out from the crowd: recruiting for cultural fit

By Andrea Collett, former Senior HR Consultant

I am often asked for advice from job seekers about which questions to ask their prospective employers. The one question I always recommend is asking the interview panel how it would describe the culture of the organisation. The panel’s responses usually provide the candidates with an insight into how well they are able to explicitly describe these prevailing behaviours.

Attracting top talent in our sector can be challenging. There is also general consensus that recruiting for cultural fit is a must-have. So it can be tricky to hit both these targets using conventional recruitment practices. Being prepared to answer the ‘culture’ question is often overlooked – and the outcome can be less than inspiring from the candidate’s point of view. To avoid this pitfall, here are some questions to help bring together the common themes and behaviours that make up organisational culture. How would you (honestly) answer the following? Continue reading…


Workforce plans – who owns yours?

By Andrea Collett, former Senior HR Consultant

As each organisation is different, so too are the people that your organisation attracts. If you want to develop your current workforce and attract the right people for the right jobs, you need to know who you are looking for and what skills are required, not only for today, but for tomorrow as well. Continue reading…


How to get your team singing from the same songbook

I was having an interesting conversation this morning with a colleague about why some teams just seem to work, while other teams simply become a collection of individuals that occupy the same physical space. It’s the age old question with no simple answer. However, this morning we came to an interesting conclusion. The issue may not lay with the team members or the team itself – the issue may be with the way the team is led. So okay – let’s all sit back and blame our managers and leaders – after all they are an easy target right? Continue reading…


Leading from the front – how good leaders challenge their organisations

“Leaders become great, not because of their power, but because of their ability to empower others.” – John Maxwell

So…you have walked into an organisation. It looks like it is working okay, but something is not quite right. The systems are great, staff are dedicated, clients engaged, outcomes are being achieved BUT vibrancy is lacking, direction is wavering, a discontent is apparent, there is no sparkle! What is the cause? Continue reading…


Numbers aren’t just for accountants: do your HR stats stack up?

HR metrics provide a picture of the strengths and weaknesses that exist within your organisation. Having this information allows you to gain a deeper insight into the mechanics of business growth, which in turn helps you to make appropriate strategic and operational decisions.

The only issue is deciding what to measure, how to measure, and how much to measure. Collecting data for the sake of it is one of the most common pitfalls. Just because we can collect data on something, doesn’t mean that we should!

The first question we need to ask is Continue reading…


Ultimate leadership – finding the best way

Almost everyone has their own theories and perspectives on the topic of leadership and generally will agree that leadership is a higher level skill and different from ‘management’. I have had the pleasure (in most cases) and honour of working with many leaders and have drawn on these experiences to bring these few thoughts together. Continue reading…


Managing change – the sustainable long-term approach

“If the rate of change outside the organisation exceeds the rate of change inside the organisation, then the end is near.” – Jack Welch

Whilst we intrinsically know this to be true, we often fail to take the first steps in leading our teams into the unknown. We understand the logical need to leave the familiar behind, however, we are unsure how to approach the psychological and practical needs of the employees we lead. What do we focus on first, what is urgent, what is important, etc.? Continue reading…