What have I learned in thirty years of "Nosing around?"

Today is a great milestone. Thirty years ago today I started my Private Sector career, arriving at 3 London Wall Buildings with absolutely no idea what a Recruitment Consultant did. From Pre-computers to post Internet age. What have I learned that could be of value to my network?

Mr. Raymond Black hired me, Thank you Ray. Enjoyment from my Human Capital career has been beyond my wildest dreams. I have traveled to over 50 countries, worked with some incredible people, met Presidents and Prime Ministers, and had the immense joy of watching many talented people exceed their potential.

But most of all, I have loved the privilege of sitting down with bright clients, learning about their businesses and providing them with people-related solutions that really make a difference. There is an enormous sense of purpose gained when what you do for a living really matters and helps companies, and the people within them, achieve exceptional things.

So, as an invited, curious guest what are my top ten learnings from being " a professional Nosy Parker" who has had the privilege of looking behind the curtains at thousands of Firms over the years?

1.      There are three types of hires – have to hire ( not yet replaced by machines - think the 1980s Post Room), tactical hires ( a one to two-year yield,) and strategic hires (essential roles that will move the dial in your Firm.) Yes, care about all your employees but focus on understanding what will get, keep and develop your strategic talent.

2.      Can do will do will fit. Getting the cultural fit right is massively important – most hires that fail are not due to a lack of technical skill or a positive attitude. They are down to misaligned "fit." Spending more time to ensure that "fit" is sensible.

3.      Why is your new hire the best thing since sliced bread and then 3 months later- Toast. In those three months, what did we- the manager - do to them? If a hiring manager has high attrition, the answer might just be in the mirror.

4.      No-one should have to leave their current employer to change jobs- internal moves are better than losing great talent to your competitors. Companies that encourage talented people to move internally out-perform the Firm that would rather lose a great employee to the competition than their internal colleague.

5.      The wrong time to find out you are not good at your job is your exit interview-

Regular two-way feedback is massively important- whether it is letting the employee know they are exceptional/good/bad/ or just doing fine, give feedback. Every single employee- from Intern to CEO finds feedback an essential motivational tool.

6.     Succession - planning Even if you are top of the class, exceptional, brilliant. The best way to guarantee no promotion is by having no succession plan- knowing who will make you redundant in your current role it is a career-smart thing, not a threat. Worse, as an Employer, not telling the top 10% "What's next" is a mistake (see below.)

7.      Employees regularly fire employers. Yes. You heard that right. National newspapers always report about "Big bad Companies laying off employees" but rarely that millions of talented employees fire their Employer.

By encouraging openness and “ off the record- I’m thinking of leaving…” great Firms often rescue a flight risk.

8.      Compensation absolutely impacts behaviour – be smart – how you reward people is critical – and the wrong time to give your best employee a pay rise is after they’ve resigned

9.      The right time to negotiate the best employment terms and compensation is before you join, not after. Don’t laugh, you will be surprised how many people do not want to "rock the boat" because they really want the career opportunity presented.

10.  When hiring, sell a consistent sizzle. Make sure the story is consistent, inspiring and the messaging is aligned - from the first contact to onboarding.

This last point is key. I have learned in the Global Village "Smart People have choices." When I first started helping clients - they would say "get me the best persona available in London," now it is "get me the best person in the World at this niche skill to London."