North Yorkshire Fire & Rescue Service’s Post

What are THREE options for the maternity leave management? Exciting times for the manager to start a new job, being a full-time mother. However, it also comes with a unique challenge for the HR in balancing continuity and change within the team. Here is some option that business can consider: ✅ Option 1. Promote a senior team member temporarily: Pros: Encourages professional growth and boosts morale. Cons: Potential for overburdening and skill gaps. Key Consideration: Assess team dynamics and support the temporary leader in reverting to their original role post-leave. ✅ Option 2. Hiring a fixed-term contract (FTC) professional: Pros: Clear timeframe and suitable for transition-focused professionals. Cons: Requires time for integration and may lack long-term commitment. Recruitment Agency Value: Leverage our network to quickly find suitable candidates ready for their next gig. ✅ Option 3. Engaging a high-caliber consultant: Pros: Brings fresh perspectives and specialised skills. Cons: Higher cost and potential team resistance. Impact: Ideal for driving short-term strategic changes. Recruitment Agency Value: Out agency has a book of consultants who are available with a short notice or immediately for another gig. Each option has its own proc and cons. The key is to find a balance that maintains operational efficiency while also supporting the team during this transition period. Did I miss anything?

How to enhance staff retention ,ensure staff dont resign every minute 1.Proper remuneration - pay them well and early , not late salaries, ensure rates are compeitive with current market rates for similar jobs , this can be attained by comparing salaries with consultants data at your disposal . 2. Create a conducive working enviroment for your employees , don't be a toxic boss 3.Avoid micro - managing your employees ,Don't be Manager By walking around (MBWA),Be a Manager by Objective (MBO) 4.Offer incentives to best performing employees, this helps have a motivated work force,it makes others work hard . 5.Training - offer free traunings for your employees to help upskill them , it can be on the job or off the job training .This shows the employees that you care and it boosts productivity and performance. 6.Promote from within for roles other than external recruiting - it gives employees hope of career growth thus boosting retention . 7.Do job rotation - This helps you as a suervisor identify and nurture talents amongst your employees and position them for career growth . Add yours ! . HR Matters

To all the national businesses that continue to lose skilled and highly dedicated employees... 1. Recognise the talent and use it to the advantage of both the business and the individual 2. Reward the continuous dedication and faultless attention to high standards 3. Take employee feedback seriously We now live in a world where individuals are constantly looking for new career opportunities. Not because they can't pay their bills. Not because they don't like their job. Not because they think they would be better doing something different.. But because the coroperate world won't recognise and doesnt value and nurture pure talent and dedication in an individual. What happens as a result? They start to lose the employees who are the heart and soul of the business and it's long term success. Good people just want to work for other good people.

Hiring a veteran can bring numerous benefits to your organization. Firstly, veterans have received extensive training and have gained valuable skills during their military service. These skills often include leadership, teamwork, problem-solving, adaptability, and a strong work ethic. Veterans are known for their ability to perform well under pressure and their commitment to completing tasks efficiently. Additionally, veterans often have a strong sense of discipline and professionalism, which can greatly contribute to a positive work culture. They are accustomed to following protocols and procedures, which can enhance productivity and efficiency within your team. Moreover, veterans possess a unique perspective and diverse experiences that can bring fresh ideas and innovative solutions to the table. They have often worked in diverse environments and have interacted with individuals from different backgrounds, enabling them to excel in a multicultural workplace. Another advantage of hiring veterans is their ability to work well in teams. Military service emphasizes collaboration and effective communication, making veterans excellent team players. They understand the importance of clear communication, respect for others, and achieving common goals. Lastly, hiring veterans is not just a way to show appreciation for their service, but also a smart business decision. Many organizations have found that veterans tend to have lower turnover rates and are more committed to their jobs, resulting in increased employee retention and cost savings in recruitment. In summary, hiring a veteran can bring a range of skills, values, and perspectives to your organization. Their training, discipline, teamwork abilities, and unique experiences can positively impact your workplace culture, productivity, and innovation.

Whenever one employee goes out then only the company will think about that employee doing the job better than the new person but what to do again the company will not consider the employee retained by management due to lots of reasons. But a good team leader will know that the company asset will not go outside suddenly they will consider a promotion and salary hike and retain that employee because they knows the pain of man power training and build a relationship with their partners expectation so try to retain your your experience team performance employers just for advice because I know the lot of people went out because they do not have a career growth here so please avoid man power shortage in the industry react on this

Yes, I'm back! If you've crossed paths with me before, you already know I'm the recruiter you want by your side, whether you're a candidate or a hiring manager. Here's why: For Candidates: 📌 No sugar-coating here. I lay out all the cards on the table so you know exactly what you're signing up for. It's more than just the job description it's about finding the perfect fit for you! 📌 When it comes to relocating, we're in this together! From house hunting to settling in, I provide a white-glove experience every step of the way. 📌 I'm your advocate for fair compensation. I'll never let you undersell yourself because you're worth every penny! For Hiring Managers: 📌 I love structure! Transparency is key, so let's hop on a call and ensure we're on the same page. Without it, things can quickly head south. 📌 Negotiating salaries might not be your favorite part, but hey, it's my specialty! You want top talent, and I'm here to help you seal the deal. 📌 Rest assured, your candidates are in good hands. I make sure they're taken care of every step of the way. Recruiting and I? We're like coffee in a Frappuccino we go great together and there's always something brewing! - Ciccooni

Employment Deal Breakers As a Recruiter, I ask Employers what will an Employee do , that can make you fire them from their Roles , find some I've been told ; 1.Lack of Accountability, when employees do not want to take up responsibilities on the job and consistently give excuses on why work cannot be done 2. Lack of Integrity - someone who does not have integrity, that can not be trusted with company resources is a huge risk and Employers will let such a person go without thinking twice 3. Lackluster Performance -Forward thinking organisations want people who will add value to their team , if you join and nothing great or new is happening, you come to maintain startuo quo, those organisations may be forced to let you go 4. A bad Team Player - Teamwork is required, someone who cannot work in a team , may constitute headaches and will slow down work , since most great work are a result of collaboration 5.Flippancy and Non Challancy - organisations have trade secrets and dynamics of their operations, it would be a huge risk when an Employee gives out information without considering the impact on the organisation. Someone was fired because he carelessly left access to his PC to be used for fraud , he didn't participate in the Fraud Overall, job security is a fluke , but in the days we live in , where talents are scarce , great organisations will most likely keep their Talents Yes , we know there are unjust and unfair termination of Employment, that's another different topic . However ,if you find that , you are demonstrating one of these on the job, you may be at risk , so it's better you are self aware and work towards it Have a sense of ownership and accountability on the job , and take your job seriously, that is a great way to feed your career growth and success Thank me later Bolaji Shote - May 2024

Employment Deal Breakers As a Recruiter, I ask Employers what will an Employee do , that can make you fire them from their Roles , find some I've been told ; 1.Lack of Accountability, when employees do not want to take up responsibilities on the job and consistently give excuses on why work cannot be done 2. Lack of Integrity - someone who does not have integrity, that can not be trusted with company resources is a huge risk and Employers will let such a person go without thinking twice 3. Lackluster Performance -Forward thinking organisations want people who will add value to their team , if you join and nothing great or new is happening, you come to maintain startuo quo, those organisations may be forced to let you go 4. A bad Team Player - Teamwork is required, someone who cannot work in a team , may constitute headaches and will slow down work , since most great work are a result of collaboration 5.Flippancy and Non Challancy - organisations have trade secrets and dynamics of their operations, it would be a huge risk when an Employee gives out information without considering the impact on the organisation. Someone was fired because he carelessly left access to his PC to be used for fraud , he didn't participate in the Fraud Overall, job security is a fluke , but in the days we live in , where talents are scarce , great organisations will most likely keep their Talents Yes , we know there are unjust and unfair termination of Employment, that's another different topic . However ,if you find that , you are demonstrating one of these on the job, you may be at risk , so it's better you are self aware and work towards it Have a sense of ownership and accountability on the job , and take your job seriously, that is a great way to feed your career growth and success Thank me later Bolaji Shote - May 2024