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Anonymous CVs – Where does your organisation stand?

group of professionalsThe government has proposed a new initiative that aims to make it a lot easier for job hunters to get a job without fear of discrimination during the application stage. The new strategy has been designed so that companies in the future will ask for anonymous CVs that omit information, including the candidates’ names and where they went to school.

The idea behind the recruitment initiative is to give candidates a fair chance of getting an interview and to help eradicate the idea that you can get a job because of who you know or what top school you attended, rather than what you know and your capabilities.

Already, around 100 of the UK’s largest businesses have joined the initiative to help change the culture that currently exists when recruiting for new posts. Under the government’s Business Compact scheme, major firms including Tesco, Coco-Cola and Barclays have come on board and agreed to use new application forms which will not include information such as school, name, gender and ethnicity.

By agreeing to the scheme, companies will use an application form with blanks for name and school, as these questions are believed to often lead to discrimination when selecting candidates for interview. It is thought that companies may unintentionally discriminate against names that sound foreign. The type of school attended favours the old boy network that still exists.
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Don’t let a tweet destroy your career progression

Twitter logosWith the job market and the economy currently languishing in the doldrums, it can be harder than ever to get your foot on to the HR career path, or move up the ladder to your next challenge. And to make matters even harder, employers now are using even more sophisticated techniques to carry out background checks on new applicants – including social-media checks.

Through a service pioneered by Social Intelligence Corp, a start-up in California, employers can now receive reports on their prospective next recruit that flag up their social-media usage and history. This means potentially that every ill-advised tweet, dodgy Facebook status or drunken photo can be retrieved and compiled into a fairly enlightening dossier for HR to peruse.

Of course, this isn’t entirely a surprise to job hunters, who have been hearing warnings of such searches for some years now. However, what many don’t realise is just how easy it is to access seemingly private social-media accounts and how permanent online updates are. And if it seems a little ‘Big Brother’, then sadly your concerns are irrelevant. As the Social Intelligence team point out, they aren’t detectives – they gather what’s already available, publicly, online. Increasingly it will become part of the HR department’s job to look into applicants’ online history, and social media activity, as a new stage of the recruitment process.

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A definitive guide to social intranet strategy

A definitive guide to social intranet strategyA social intranet is only one part technology, and two parts people and process. In fact, technology is only an enabler, and may only be worth 20% of the total value of an intranet.

Truth be told, a successful social intranet is remarkably similar to an intranet. Not unlike like the high-performance sports car to the family car, a high-performance social intranet resembles the corporate, family intranet at first glance… but only when it’s not performing to expectations.

So to find out more and learn how to utilize a social intranet, head over to and read the definitive guide to social intranet strategy.