Author Archive for: kerry

“We can recruit ourselves. AI can do that. So where does a recruiter add value?” It’s a fair question, particularly for an SME where every investment needs to count. AI is already making a real difference, especially in volume recruitment. But some hires need a more bespoke approach. For a growing SME, the right appointment can have a significant impact.

October is ADHD Awareness Month, and it feels like a good time for businesses to pause and look at how they recruit. Being good at interviews and being good at the job are not always the same thing. A vague job description, unexpected questions or an unstructured interview can create barriers that have very little to do with someone’s ability

What an inspiring morning at the launch of The Social Brokers evaluation report. A big thank you to Paul Walmsley for the invitation. It was a privilege to hear from Lord John Bird, founder of Big Issue, Dr Susan Giles, forensic psychologist & Professor Helen Stalford, a leading expert in European children’s rights from University of Liverpool. Each speaker brought

Kerry our founder can’t quite believe that 30 years after sitting in a lecture theatre at Liverpool Hope University taking notes, she was back there yesterday delivering a presentation. A real full-circle moment! It was a brilliant People’s Forum from Knowsley Chamber Of Commerce, hosted by Liverpool Hope University Business School (LHBS) chaired by Peter Waller-Flynn, with some fantastic insights

Hiring the right person has always mattered. With the employment landscape changing, particularly around unfair dismissal, getting it right from the outset is becoming even more important. Our very own Kerry Swift will be speaking at the next People’s Forum with Knowsley Chamber Of Commerce, hosted in partnership with PrivilegeHR & Liverpool Hope University chaired by Peter Waller-Flynn My session

Has recruitment become more efficient but less human? Andy Burnham recently questioned the use of AI screening and online interviews, particularly when recruiting young people. It isn’t as simple as technology being good or bad. We remember when LinkedIn first arrived and people said it would be the death of recruitment. LinkedIn became a valuable tool that complemented good recruitment

We think the upcoming changes to unfair dismissal have highlighted something we don’t talk about enough… We have far too many accidental people managers. Someone is brilliant at their job, works hard, gets results… so naturally they get promoted. The problem? Nobody ever teaches them how to manage people. We can relate to that. Our founder Kerry gave her insight,

A huge thank you to everyone who joined us for the second Employer Survival Guide seminar Friday. What we enjoyed most this time around was how interactive it became. Rather than us simply talking through the latest employment law changes, the room was full of honest conversations, practical questions and real workplace situations. Together we explored simple, practical solutions that

Over breakfast this week, we presented to business owners discussing a trend we are seeing across many growing SMEs. The businesses themselves are often doing well. Sales are growing. New contracts are landing. Expansion plans are ambitious. Yet behind the scenes, the same challenges keep appearing. Managers promoted without leadership training Processes struggling to keep pace with growth Talent shortages

“NO AGENCIES.” We see this on job adverts all the time, and we do understand why businesses say it. The funny thing is, some of the hardest roles to recruit well are the ones in the middle of a business. On paper they look straightforward:- Good CV.Relevant experience.Ticks the boxes. Simple I hear you say. Except it rarely is. You’re