Recruitment is a game. In this game a firm tries to hire someone to do a job. On the other side is a person who wants to find an employer who will exchange money for labour in order to achieve their life’s ambitions or just simply to make ends meet and feed their families. The firm aims to exploit the person and the person aims to get as much as possible in return. In recruitment there is a meeting of two minds, the future employer and would-be employee. [Published December 2010]
Managers would often like to know if the person they intend to hire would at some stage in the future be a threat to the hiring company. Managers may therefore be keen to vet candidates before they employ them. But vetting is complex, shrouded in mystique by many firms supplying vetting or pre-employment checks. And statute constrains what's possible. Here’s some outline information on vetting.
Society’s opinion about what looks good - what fits with the environment at any point in time – is continually changing. This change is fuelled by industries that drive style. The result is that the touch points of a firm, like its web site and business cards, can soon become out of congruence with the mainstream of similar businesses and with the expectation of its market. Here's our story about our rebrand.