Hiring or firing? It is just not Cricket...
Bob Menlove
Recovery and Delivery Programme, Portfolio manager - Award winner and Author
In the last few days, I have been looking at on line recruitment and consultancy. Finding a better system than just a great CV and talking to recruiters. I want to be more proactive. Parallel to this the Radio tells me of the problems in the University selection process, choosing the next apprentice for Alan Sugar, the person to Head English Cricket (Michael, Nasser or Sir Ian?). Emotional spin is not right, as you need to pick the Googly. Whatever ball you are dealing with you need that balance of risk, cost, track record, fit for the environment.... Lots of Business opportunities are moving on line with Cloud, ML, AI... - Recruitment, Health, the opportunities are endless. However we need a good selection process, although I would love to bowl at Cambridge (Fenners) as Director of Cricket. Who do you think the Cricket lead will be? How should we select? What are the right criteria to pick Project Managers? Do you have any novel ways to hire your teams, or find your roles?
Procurement & Supply Chain, Transformation, Sustainability, Management Consulting and IR35 compliant recruitment solutions
6 年Bob, you win the prize for the number of cricket phrases in a single article, but understand that you are raising a serious set of questions and challenges for a lot of senior professional Interims' and consultants when finding the right routes to showcase their skills, or to build the right network to gain and find future clients