Chapman Partners

Did you know that the language used in job ads could unintentionally discourage older, experienced professionals from applying? Multiple LinkedIn ads use age-discriminating terms. Professionals in their 50s and 60s scroll past these job openings, and companies miss out on applications from experienced workers. Companies need to ensure that ageism doesn't slip into their recruitment strategies. Let's review job ads, eliminate outdated language, and attract talent that comes with experience. What steps are you taking to make your recruitment efforts more inclusive? #Diversity #Inclusion #TalentManagement #ChapmanPartners

We're excited to offer a FREE introductory meeting for professionals ready to enhance their leadership skills. If this sounds like you, we implore you to meet with us. This session will be a key part of your journey to becoming a more effective leader. You can send us a DM right here on LinkedIn or get in touch through our contact page: https://heyor.ca/yA3Gxk You will be in the safe hands of our experienced experts. #ChapmanPartners #Recruiters #Leaders #ExecutiveSearch

Age-discriminating language in recruitment might not always be obvious, but recent findings have shed light on ageist terms in job descriptions. The most common ageist words are: Innovative Fast-paced Proven experience Dynamic Active Young team Adaptable High energy Recent graduate Cultural fit Edit your job descriptions to remove these words so your job ads are more inclusive. What are some other words you know of? #Diversity #Recruitment #Leadership #ChapmanPartners

A skills-first HR approach is the way to go when deciding on hires. A recent study by John McMackin and David Collings shows that focusing on individual skills instead of rigid job hierarchies can improve overall performance. This approach helps you to tick all the boxes: empowerment, diversity, equity, and inclusion. More here: https://heyor.ca/dSDS70 Tell us how this approach might reshape your team's potential. #Leadership #HR #ChapmanPartners #Recruitment

Aligning with a partner who is good at running a successful business resonates with your company values. Our team wants to help you, the CEOs, Owners, MDs, HRDs and your respective leadership teams achieve your goals. We live and work in a VUCA era - volatile, uncertain, complex and ambiguous world. We can find leaders to help you manoeuvre this environment. Contact us today: https://heyor.ca/yA3Gxk #ChapmanPartners #LeadershipTeam #Leaders #Managers

The 'talent crunch' caused some challenges for UK businesses. These challenges include skills gaps, increased competition for talent, economic impact, employee burnout and turnover. To win the fight against these challenges, you can improve your leadership practices, encourage Diversity & Inclusion in your organisation and attract older candidates seeking employment. Inclusive hiring practices open the floor to workers over the age of 50. More here: https://heyor.ca/hZ3CLl What are you doing to be more age-inclusive? #Inclusion #Diversity #TalentAcquisition #ChapmanPartners

There are many conversations around talent management and the ongoing 'war for talent'. But how often has the role of learning and development in talent management come up? L&D is like the 'Engine Room' of a recruitment strategy that drives engagement and career advancement. Without a strong L&D framework, you risk seeing a decrease in performance. Learn more: https://heyor.ca/i1hq7k #LearningAndDevelopment #ContinuousLearning #ChapmanPartners #TalentManagement

We've had the pleasure of working alongside top industry leaders, HR professionals and universities to design leadership development and change management initiatives. Our collaboration with a number of Universities' training programmes gives us insight into what the skills organisations need. We use these insights to help you develop strategies to help you attract and retain your staff. Read about what we do here: https://heyor.ca/J2HAh5 What approaches have you found the most successful in moulding future leaders? #Leaders #ChapmanPartners #Hiring #TalentManagement

People who are 50+ face longer job searches and an increasing trend of exiting the labour market altogether. Women in this age group are more likely to land part-time jobs than their male counterparts, and this pattern intensifies as they approach retirement age. Employers should be running after this group and their years of experience, not chasing them from the workforce. Do you want to know how to better support and retain this age group? Ask your questions below. #MidLife #ChapmanPartners #EmploymentTrends #Inclusion

Research shows that two-thirds of UK job seekers consider diversity and inclusion (D&I) when choosing an employer. When you embed D&I in your job ads and job search you will notice the difference in the applicants. Mid-life professionals especially will appreciate this. Reflect on your recruitment practices. Are they built to ensure workers of all ages feel comfortable enough to apply? #DiversityAndInclusion #TalentAcquisition #BusinessSuccess #WorkplaceCulture