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....

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....

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.

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?

Hiring practice is as much about who to keep as it is about recruitment. What is driving the BBC's redundancy programme: red tape, hard cash - or its ongoing 'battle' to maintain its Charter Status?

Hiring, recruitment, talent management, whatever you're inclined to call it, traditionally falls under the remit of Human Resources. Fine back in the days when it was a case of Eeny, meeny, miny, moe and a few administrative formalities.....

Like recruitment, Human Resources is a profession that is ever changing and developing. We examine how the various evolving satirical characters of one Edmund Blackadder might have approached a career in HR?

Superstars play the game and Performers don't want the hassle. That probably means it's down to the HR Heroes to drive the critically needed change in hiring practice

Too many policy makers are in danger of falling into one of two camps: skills shortage denial, or believing training will save the day. One denies what is undeniable whilst the other misses the point of this campaign...

Twenty years ago virtually every recruitment advert published would have the statement 'No agencies' as a footnote.

Leading lights of the HR world advocate 'Unshrinking the People' as the route to better performance. Absolutely - but when should this start?