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This week in the P3 People Management office, we’ve been sharing and discussing the latest of our favourite stories from the world of HR.
A new report from the parliamentary Work and Pensions committee suggests that employers should receive tax incentives for actively recruiting ex-offenders. Re-entering the workforce and ‘everyday life’ can be incredibly difficult for ex-prisoners; the support available is significantly limited and finding a job itself can be a challenge. Particularly as over 50 per cent of respondents that the report surveyed admitted that they would not hire an ex-offender on the basis of the company’s public image and the individual’s skills, capabilities and reliability.
In addition, the report went on to advise that employers should receive practical guidance on recruiting ex-offenders, including information on spent and unspent convictions, insurance, how to recruit different roles and case studies of businesses that have hired ex-prisoners. So, what do you think? Should businesses be making more of a concerted effort to hire ex-offenders, and will a tax break incentivise businesses to adapt their recruitment procedures? Let us know by tweeting us @P3PeopleMgmt or by leaving us a comment on Facebook.
According to research conducted by XpertHR, seven out of 10 organisations now use social media for recruitment. Considering the meteoric rise of social media over the past decade, coupled with increasingly expensive recruitment agency and job board fees, it comes as little surprise that businesses are going online to find the best talent. Seeing so many companies embrace digital recruitment methods further highlights the evolution of the recruitment process, and as unemployment in the UK is at its lowest rate since 2005, it would seem that these new methods are getting more people in work than ever before.
For tech professionals, being invited to interview for a positon at the home of the ultimate tech giant, Apple, may feel like the pinnacle of your career. While you can count on most interviewers asking you the typical questions such as “describe yourself in three words”, “what’s your biggest weakness?” and “where do you see yourself in five years’ time?”, Apple’s process may be one of the most mind-boggling interviews you’ve experienced. As recently revealed in The Telegraph, the tech company likes to ask its candidates a series of bizarre interview questions, including:
We like Apple’s different approach to interview questions and the way in which they push candidates to think outside of the box. What do you think? How many of these questions could you comfortably answer?
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
It’s that time again – the season of the Christmas party! A time for staff to let their hair down, dress up and enjoy a night of fun and frivolity. These events are;
October was the month of ‘will we?’ or ‘won’t we?’ The uncertainty surrounding Brexit still hangs in the air, not making it easy for organisations to prepare for the future. In our;
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