We got the self-fulfilling prophecy of a recession - and it hurts for many - but those organisations that act smart will be the ones that emerge with a firm competitive advantage. And guess what? It's still going to be all about people.....

If you were a terrorist wanting to destroy the British economy, you wouldn't blow anything or anyone up; far more effective to join the news team at the BBC!

Thankfully, in most cases, common sense is prevailing with regards to the recession mongering and for most organisational hiring departments it's business as usual. Of course, there are exceptions and this post is written to help those who find themselves needlessly in, or heading towards, a recruitment freeze.

Are UK organisations totally desensitised to inefficiencies? How much does your organisation have to lose in hard cash or productivity before your CEO, Chairman, MD genuinely makes talent a priority?

This is actually 'Happy 2008 Part 3' but, a feature of modern business life being rolling with change, we've an added twist to reflect how the people market is being shaped by events....

As yet another piece of self-interest fuelled public spouting of doom and gloom dominates the news, it's good to know that common sense still prevails for most firms

The finance boom might be over, but that doesn't have to mean gloom for everyone else. This post looks at why listening to the doom-merchants can cost you and your organisation dearly

Who are you when you're not at work - and in what way can you use hiring practice to influence HOW you are who you are? Note: this post only really applies to the top 15% of people in the UK....

There's lots of things that are going to effect your 2008. If work is one of them, then there are ways in which you can take some control of how the year goes. This two-parter looks at the hiring issue from all of those that are touched by it....

Maybe the CIPD jobs warning should come with its own warning.....?

In the days when hiring was little more than an administrative formality, perhaps it was OK for it to be part of the personnel manager's duties? In this third post on the subject we look at the compelling evidence that points to hiring performance being the responsibility of operational executives, ultimately owned by the CEO.

I sense change is in the air - starting with this website. Read on.....

Ownership of hiring performance is one of the key issues that organisations are having to address. Should it remain with the HRD, or is hiring and retention now so critical that it demands a dedicated resource? Part two of this three-part feature takes a closer look at the ownership question.

The last post brought in so much correspondence about the employer brand issue that a follow-up post appears to be in order!

Employer branding is just one area where a collaborative approach pays dividends. Instead of vying for individual reward and recognition, maybe speaking with one voice will reap far greater rewards and sooner?