Skills Based Hiring Doesn’t Have To Be Complicated

Scrolling through LinkedIn I see constant posts about the benefits of skills based hiring, which I think everybody largely agrees on, but one of the things I rarely see is some really practical examples of how to implement it and success stories.

So I thought I’d share one of my own.

One of my former employers, a big Ecommerce Company, had a massive Merchandising department and we were constantly hiring Merchandisers, Junior Merchandisers & Assistant Merchandisers across multiple categories from Womenswear, Menswear, Childrenswear, Footwear, Electrical, Garden and countless others.

At the time I had zero experience in hiring these types of roles, but was asked to take over hiring for this function.

For the previous 6 months we’d really really struggled to fill these roles. And it was obvious why.

3 red flags candidates look out for in hiring companies: They’re how you ‘get blacklisted,’ says ex-(insert company name) recruiter

While finding suitable candidates can be challenging, there are ways to conduct yourself that could make doing so even harder. “There’s something called validation seeking behaviour, aka desperation,” says Lee Harding, a recruiter and some bloke who likes to talk about talent acquisition. He adds that “it’s that

February 24 Monthly Round Up

Spring is pretty much just around the corner here in the UK, the days are getting longer and it's getting a bit warmer too, still lots of rain though! This month saw The Recruiting Playbook hit over 2,000 subscribers which is crazy! My TikTok account also hit

Making The Move From Agency To Inhouse Recruitment

This is something I get asked about a LOT! Most inhouse folk started their recruitment journey as agency recruiters before making the move inhouse. Many have their reasons for making the move away from agency life and into internal recruitment, I suspect it’s for the same reasons I did

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