Public Sector Candidates unrealistic about joining Private Firms

An overwhelming majority of private-sector employers believe former public-sector workers are unrealistic about finding jobs in the private sector, according to research published by recruitment firm Hays in the UK.

The survey of 1,435 employees and 348 employers found that 87 percent of private-sector employers believe candidates from the public sector need to better identify and convey their skills to potential employers.

Employers said that candidates “lacked sufficient insight” and are unrealistic about the differences between the two sectors.

The survey found that 85 per cent of former public-sector workers are now considering seeking work in the private sector.

However, 22 per cent of these employees fear their public-sector background will put them at a distinct disadvantage in the private sector. Their fears may be well-founded: 46 per cent of employers say that previous private-sector experience is very important when hiring.

Nearly two-thirds of former public-sector workers believe a move to the private sector will enhance their career progression, but they are also seeking self-improvement before finding the right job, with over two-thirds looking to develop new skills or gain qualifications.

The research found that former public-sector workers believe that salaries, benefits and career are all better in the private sector, but they see work-life balance as worse than the public sector.

To make themselves attractive to the private sector, candidates must understand how their skills and experience are relevant and useful to potential employers, be ready to prove they understand the markets and companies they apply for and be capable of demonstrating how they add value.

Most HR Managers run web checks on candidates

Four in 10 HR managers have chosen not to hire a candidate as a result of a negative online profile, according to research from Microsoft.

In the survey of 1,000 HR professionals, 64 per cent said they consider it appropriate to search the web for information on a person before recruiting them, and 41 per cent had rejected somebody on this basis. But in a parallel survey of 1,000 potential jobseekers, only 37 per cent believed that it was their own responsibility to ensure they protected their online reputation.

Cliff Evans, head of privacy and security at Microsoft UK, said: “Ignoring your online reputation is no longer an option. Reputation and information sharing as a privacy issue should be a major concern for individuals, particularly in a challenging economic environment where jobs are scarce. Social media, search and other online services offer tremendous benefits but, to safely embrace these services, people need to monitor and manage their online reputation. Think carefully about the image you are portraying. Taking a few simple steps today can help the build the online image you’ll need tomorrow.”

Interestingly, HR managers in the UK are far more prolific at using the internet to check on candidates than their European counterparts. In Germany, only 16 per cent of HR professionals have rejected a potential employee due to content online, and only 14 per cent had done so in France. But in the US, 70 per cent of HR managers had made such a decision.

New European Blog of Presidents of National HR Associations

Since June 2009 I have the honor of being President of the European Association for People Management EAPM, an European Association with 30 leading national member associations in HR in Europe. I will keep you updated on new initiatives and developments not only on this blog, but on the EAPM blog that will be launched on September 1st, 2009.

I want to create a forum and place, where the presidents or executive directors of our member associations will have the opportunity to inform the other members and each other on national developments, news, visions, best practises, activities etc. Short blogs where we hope to stimulate more international communication and interactivity. Our goal is to have all 30 presidents or executive directors delivering one short blog a month in the English language. I hope you become an active follower!

For more information and a view to the first blog, go to www.eapm.org.

Pieter Haen, president EAPM

Cutting back on Company Events hampers Employee Commitment.

Almost 2/3 of all companies in Europe are cutting back on company events. This action is not so effective and reduces employees’ commitment to their company. HR executives should take into account not only the likely effectiveness of their actions, but also their probable impact on employee commitment. A crucial test of a company’s culture is how it treats its employees in bad times. Companies should be careful about going after the so-called quick hits or low hanging fruit without recognizing the full consequence.

Yesterday we visited a major company and global player in The Netherlands. It was refreshing to see that in spite of the recession and negative results, this company has recently published its new plans for company events for the year to come. It goes without saying that the company mentions the bad times and asks for understanding that not all events are continued, but company culture enforcing actions like Santa Claus parties for the children of employees, the family summer event, a spinning marathon, and the annual meetings for the retired employees will be continued as usual. The most foolish cost cutting action seen in another company was to take away personal e-mail addresses…

Let us know if you have seen even more uncomprehensible actions and examples in your own networks.

The Practise of International HR Management

On June, 16, 2009 a new book ' De Praktijk van Internationaal HR Management' will be launched in Hotel Jan Tabak in Bussum, The Netherlands. The authors are Pieter van Gent, Alain Camonier and Henk Verhoek, all of them with a broad and in-depth experience in the international HR practise. The book will be published (in the Dutch language) by Kluwer. 

 An English translation will be available in the autumn of this year.

For HR professionals in Small and Medium sized Enterprises (SME) this practical guide, when being confronted with an international reorganization, merger, joint venture, take over or carve out will be a great help and practical guideline. 

The first copy will be presented to Pieter Haen, vice president of the European Association for People Management EAPM.

The long memories of Elephants and Employees

Top priority and the most common actions with companies now is cost reduction by making employees redundant, firing them, cutting back the budgets for company events and bringing down the costs of training and education. In a recent White Paper ' Creating People Advantage in Times of Crisis, How to Address HR Challenges in the Recession' published by the Boston Consulting Group (BCG) and the European Association for People Management (EAPM) in March 2009 most frequently used actions are listed. All these actions have an impact on employee commitment. Some have a positive impact, such as making layoffs dependent on individual performance and increasing the use of early retirement. Others like laying off full time employees and reducing base salaries have a strong negative impact.

Whatever actions taken, companies should not forget the long term. Talent will remain a scarce article and the demographical developments will not be stopped. In a few years, when there will be a new demand for talented people employer branding will be back in the top 10.

Employees will remember how they were treated in the recession. They have a very long memory and will not forget.

How is this element handled in your company? Let us know.

HR in Uganda

Just back from a visit to the first African HR conference in Kampala, Uganda. Fascinating to see how eager young HR-professionals are in adapting and adjusting to common HR policies and instruments to their own culture and local companies.

In a time where company budgets for traveling and trainings are cut, the added value of a personal presence at such meetings is highly appreciated and valued.

I am very happy to have been able to build new relationships and find new friends on a continent, that is developing fast.

When you have a chance or opportunity to go to Uganda, don't miss it!!!

When you have experiences of your own in fast growing or developing economies, please share.