We’re recruiting again.
The demand for genuine HR expertise has grown considerably over the last year and shows no sign of slowing down, so our recruitment must keep up.
But, if you’ve been reading my emails for a while now, you’ll know that we don’t just hire any old Thomasina, Dick or Harriet.
Our clients trust us as the experts, and it’s vital we repay that trust by being THE EXPERTS.
Which means providing clarity, not confusion.
Veracity, not vagueness.
And in this recruitment drive, I’ve been reminded just how rare that is – the applicants who make it past interview stage are given an HR task to complete; responding to a ‘client’ asking for some specific help to do with sickness, maternity or disciplinary.
In the real world, when a client asks us for this sort of help, they need THE answer.
They’re looking for us to provide something definitive they can use to make decisions.
But when the response they receive uses words like “should”, “may” and “might”, that’s exactly what they don’t get.
“If you provide them with this document, it should be okay”
“It may be that they are entitled to enhanced sick pay”
“Writing that into the contract might be a problem”
No clarity. No surety. And as a result, no peace of mind.
Yes, these weasel words are commonplace in the legal world, and sadly, in the HR space too.
But we don’t use them. They’re not helpful. Because when you come to us, you trust us to know our onions, and you want to be able to rely on the advice we give you.
Which means giving you certainty and a foundation on which you can build.
And however much we grow, we’ll never lose sight of that.
If it sounds like we’d be the right fit for you, and if you’d appreciate clarity and certainty in the employment law advice you receive, you know where we are…
