The power of Predictive Analytics in Hiring

In an ever-increasing corporate landscape, making quality hires is critically important for organisations looking to improve their bottom line.

To reduce the occurrence of bad hires, a growing number of businesses are turning to predictive analytics and big data. Using algorithms to analyse past and current data, these businesses more effectively can predict and adapt to future trends.

Predictive analytics in hiring is shifting the paradigm of hiring decisions away from resumes and traditional metrics and towards data-driven analysis and advanced simulations.

There are a broad range of applications of predictive analytics for hiring and staffing. In addition to helping identify the best talent, analytics can be used for talent pipeline planning. By leveraging macroeconomic data, organisations can better allocate resources. For example, a business might use such insights to identify the best geographical locations to invest into recruitment campaigns looking to attract candidates with a specific skill.

Additionally, data-driven recruiting and hiring help overcome bias, one of the biggest flaws in the human element of hiring. Though the vast majority of businesses and recruiters have no intention of exhibiting bias in their decision-making processes, many forms of bias can sub-consciously affect the hiring process nonetheless.

The impact of hiring decisions is extremely significant. Bad hires can result in legal risks, are very costly, and can damage overall morale. By contrast, good hires enhance productivity and are a cornerstone or an organisational growth strategy. Leveraging the power of predictive analytics empowers today’s leading businesses to hire with greater confidence and achieve better results.

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HorrexCole sponsor “Best Diversity & Inclusion Recruitment Strategy” award at The FIRM Awards 2019.

Thursday 21st March 2019 marks The FIRM’s Awards 2019 and HorrexCole have the pleasure of being a sponsor of the Best Diversity & Inclusion Recruitment Strategy award.

The FIRM Awards were established in 2013 to celebrate the very best of in-house recruitment excellence, innovation and best practice. They act as an inspiration to fellow members of The FIRM, setting the standard for in-house recruiters and provide an opportunity for their members to recognise the achievements of their peers in a prestigious and inspiring environment.

“For our members The FIRM Awards are a fantastic way to recognise and celebrate the pioneers in our industry. They are also a great way for a recruitment leader to recognise the hard work of their team and look back and celebrate together” Emma Mirrington, The FIRM, Director.

So, who’s nominated within our sponsored category?

The Best Diversity & Inclusion Recruitment Strategy Award Finalists are…

  • BD
  • Capgemini (supported by Pink Squid)
  • Expedia Group
  • Heathrow Airport (supported by Amberjack)
  • Sodexo UK & Ireland – (supported by TribePad)

To find out more about this event and to see the other finalists please visit –

Work-life balance, what’s the secret?

Work-life balance, it’s something we all aim to achieve for ourselves. Finding that perfect blend of career development and ensuring we pay enough time and attention to our personal lives. It’s easy to give in to the temptation of checking our emails whilst relaxing at home or finishing up some administration that you just didn’t have time to do last thing on a Friday. However, it is important that our work life doesn’t encroach on the time set out to focus on ourselves.

Almost half of UK workers (47%) spend the majority of their time feeling overwhelmed by their workloads, while 85% say that work is causing them stress, according to research from employee experience company Qualtrics. The Qualtrics Employee Pulse – a quarterly survey of more than 4,000 employees – highlights the impact of burgeoning workloads on today’s workforce and reveals better support from businesses is needed to ensure the mental wellbeing of staff.

So how do we achieve the perfect balance of both?

  1. Prioritise your work tasks – ensure tasks that will be on your mind over the weekend are completed first and that any other tasks you may not have time to do, can wait until you are back in.
  2. Structure time at work – create a “to-do” list each evening for the next day and cross each task off as you go.
  3. Take breaks during the day – it’s really easy to sit and eat lunch at your desk, however it’s proven that short spells away from your work station throughout the day, can really revitalise your mind.
  4. Make the most of annual leave – take the holiday, even if you aren’t planning an exotic trip! A day of doing the things you love outside of work can make the world of difference.
  5. Finally, leveraging technology to work smarter – Use technology to work smarter and increase productivity.

Some employers are trialling a 4-day week to monitor productivity, absenteeism and many employers taking a vested interest in their employee’s wellbeing (this is early days but it will be interesting to see the results at the end of 2019).

One thing is for sure stepping away from your desk, taking all of your allocated annual leave and mirror the focus you place on your career development into your own personal objectives will have an overall positive impact on your wellbeing.

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LGBT History Month

February marks the beginning of LGBT history month (Lesbian, Gay, Bisexual and Trans). A month since 2005 where we celebrate and acknowledge the contribution made by the LGBT community in the UK and reflect on their history and culture.

Discrimination in employment on the grounds of sexual orientation has been illegal since 2003, and was aligned with protection for some Trans individuals, religious identity and other protected characteristics in the 2010 Equality Act.

Much research has taken place over the years but  Stonewall in 2018 found that:

  • Almost one in five LGBT staff (18 per cent) have been the target of negative comments or conduct from work colleagues in the last year because they’re LGBT.
  • One in eight trans people (12 per cent) have been physically attacked by customers or colleagues in the last year because of being trans.
  • One in ten black, Asian and minority ethnic LGBT staff (10 per cent) have similarly been physically attacked because of their sexual orientation and/or gender identity, compared to three per cent of white LGBT staff.
  • Almost one in five LGBT people (18 per cent) who were looking for work said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job in the last year.
  • One in eight black, Asian and minority ethnic LGBT employees (12 per cent) have lost a job in the last year because of being LGBT, compared to four per cent of white LGBT staff.
  • Almost two in five bi people (38 per cent) aren’t out to anyone at work about their sexual orientation.
  • More than a third of LGBT staff (35 per cent) have hidden or disguised that they are LGBT at work in the last year because they were afraid of discrimination.
  • One in eight lesbian, gay and bi people (12 per cent) wouldn’t feel confident reporting any homophobic or biphobic bullying to their employer. One in five trans people (21 per cent) wouldn’t report transphobic bullying in the workplace.
  • Almost a third of non-binary people (31 per cent) and one in five trans people (18 per cent) don’t feel able to wear work attire representing their gender expression.

For this reason, it is important that equality and diversity work is not seen as an ‘add-on’ to the HR function but seen as a fundamental part of it to develop safe, supportive and productive workplaces. We won’t be surprised to learn that 82% of LGBT employees that work for a supportive organisation are committed to the company values and an enhanced length of service.

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Poor mental health affects half of all employees, according to a survey of 44,000 people carried out by the mental health charity Mind

We all know what it’s like to feel stressed at certain times, being under pressure is a normal part of life.  However, becoming overwhelmed by stress can lead to mental health problems or make existing problems worse.

The day to day demands and pressures of work should not be a barrier to good mental health.  There are lots of things we experience at work that can trigger stress, for example, long hours, uncontrollable workloads and difficult interpersonal relationships to name a few.

Organisations need to put as much importance to mental health of their workforce as they would to physical health.  This means ensuring that good practice spreads through every layer of their organisation.  Whether a larger or smaller organisation mental health should be seen not as a drain on resources but as a positive investment on the wellbeing of their staff.

A survey of 2,000 people for Investors in People has found three in five believed their mental health had been negatively affected by their work, while only a third said their mental wellbeing was supported by their employer.

Some tips include:

  • Supportive Culture – Fostering a culture where praise and feedback is regularly given and where there is always room to allow for areas of development.
  • Regular checks – Regularly assess the wellbeing of your staff, recognising the factors affecting staff mental wellbeing and encouraging communication to establish positive morale and increase in productivity.
  • Clear roles – Supporting staff to have a clear understanding of objectives and providing opportunities for learning and development.
  • Train in Mental Health – Build confidence in dealing with mental health by attending relevant courses so we get familiarised with mental health support options and how to best deal with their staff.
  • Regular Feedback – Remembering that we are all individuals and require different levels of support, therefore, communication and a better understanding of the needs of individual team members is imperative.

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What makes your staff tick?

With so many rapidly growing and fast-paced businesses across the globe it is easy to miss your employee’s hard work and commitment. Over 60-70% of the population on average spend more than 37 hours a week at work and 51% of employees are not satisfied with the recognition that they receive.

Employers providing praise and recognition of their employee’s can have a real positive impact on an employees performance, engagement and overall attitude towards business.

Here’s why!

  • Increased individual productivity – the act of recognising the desired behaviour increases the repetition of the desired behaviour, and therefore productivity.
  • Higher loyalty and satisfaction scores from customers.
  • Teamwork between employees is enhanced.
  • Retention of quality employees increases – lower employee turnover.
  • Lower negative effects such as absenteeism and stress.

Do company benefits and recognition, come under the same category? The answer is no!

Company benefits are offered to every employee not as an individual. Company benefits are recognised as “work perks” such as; gym memberships, car allowances, healthcare policies, social outings, free beverages etc. These are great to keep employees on board and certainly, a way to win over if you are recruiting, however, recognition is an individual reward to appreciate one person’s hard work that they bring to your the business daily.

Whether it be an individual contribution for achieving a career milestone, exceeding a performance goal, or saying “thank you” for a job well-done let’s speak up and recognise the commitment of your workforce.

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3 Simple Ways to Encourage Stress Awareness

Stress is part and parcel with being human.

When we experience stress, it is our body’s natural fight or flight response which is triggered in order to respond to the stimulus causing us unease. It is an automatic response which is innate, but as we have evolved, we have learnt to adapt the ways we respond to stress. Though experiencing raised levels of stress over long repeated periods of time is something as humans we have yet to adapt to. Elevated levels of cortisol caused by stress can have devastating long-term effects, leading to:

  • Gastrointestinal problems
  • Lower immunity
  • Poorer cognitive functions
  • Reduced bone density
  • Elevated blood pressure
  • Heart disease
  • Heart attack

Work is one of the top causes of stress in our adult lives, and it is estimated that where 595,000 workers suffering from work-related stress, depression or anxiety (new or long-standing) in 2017/18 with 15.4 million working days lost due to work-related stress, depression or anxiety, this figure set to rise exponentially over the coming years.

Working environments are met with a myriad of stress causing stimuli such as tight deadlines, multiple demands from numerous stakeholders, lack of managerial support, the list really does go on.

As managers, leaders, directors, employers, we have a duty to our teams to reduce the impact of stress, and below is listed 3 simple methods we can all employ to support stress reduction:

1. Mental Health Ally’s

Within teams’ train points of contact on mental health first aid. That way there is always an ally for those who may be suffering the ill effects of stress. By promoting mental health ally’s, you are forming a network of support internally.

2. Encourage and Embrace

Encourage a working culture that understands stress, and embraces solutions offered by staff to support the combating of stress. Never belittle someone else’s experiences, we are all different and cope in situations very subjectively. Embrace that difference and offer your support.

Through opening dialogue and awareness about mental health, in turn, you will create a more inclusive culture of understanding.

3. Listen up and Support!

Seems simple but listen – Unfortunately, we are often not always mindful of others’ experiences. Therefore, we must be aware in the ways we respond to individuals who confide in us and always engage better language etiquette.

Phrases such as “Just pull yourself together” “Just stay calm” offer no solution to what that person is going through. Ask how you can be of help or how you can support.


Can apprentices benefit your business?

Undoubtedly, an apprenticeship is a viable and beneficial option for school leavers to progress quickly in working life – but what are the benefits for employers?

Apprenticeships are a key part of creating a stronger and fairer economy, where people of all ages and backgrounds can fulfil their potential. They help employers address skills shortages, upskill existing workers and attract new, diverse talent.

Apprenticeships are an increasingly attractive option for employers of all sizes wanting to bring new talent into their teams.

An apprentice can be a solution for your business if you want to:

  • Develop new talent to meet your needs
  • Free up existing staff to take on more responsibility
  • Give your team new skills and energy
  • Give a young person a career opportunity

Investing in apprentices is a cost-effective way of growing talent, with government funding available to employers.

Thousands of employers already benefit from flexible and high-quality apprenticeship training to help their organisation grow.

86 per cent of employers say that apprenticeships have helped them develop skills relevant to their organisation.

Alongside this, apprenticeships boost career opportunities for people across the country – they are a great way for people to progress in work and life, whatever their age, gender or educational background.

96% of employers with apprentices have experienced at least one benefit from taking on apprentices, and most can count at least 8 benefits.

Employers can benefit from The Apprenticeship Levy which can be used to fund apprenticeship training.

Benefit from Apprenticeship funding

According to a study by the Department for Business Innovation and Skills, the cost of Apprenticeship training pays for itself within a couple of years after completion, largely through increased productivity. More than that, Apprentices recognise and appreciate your commitment to their career and progression, contributing to a positive working environment.

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A recruiter’s reflection on World Religion Day

Today we celebrate the world’s religious diversity. We actively acknowledge different beliefs and faiths and strive to learn more about them. We are mindful of how religion forms an intersection of someone’s identity and is part of making them who they are.

However, whilst it is known that the majority of people in the world hold a religious belief, it is still reported that a vast number of people are still uncomfortable in bringing their “full selves” into the workplace, through fear of discrimination.

One-way companies can combat this is through actively creating a more inclusive working culture, and these are three ideas to consider:

1.      Acknowledge different Religious and Cultural Holidays

A great way to build greater mindfulness of religious diversity and create better inclusivity is to be aware of a variety of religious and cultural holidays. Use your company’s web page or social media platforms to help employees to keep track of upcoming multicultural religious and holiday celebrations. Likewise, always be respectful when scheduling meetings and appreciate that employees may celebrate different holidays than you, which may require you to be flexible with your time to be supportive of their cultural and religious identity.

2.      Be aware of unconscious bias

Building internal awareness is a step towards change, it is, therefore, important to educate personnel on how others are impacted by unconscious bias and the effects it can have in the workplace.

3.      Promote Mindfulness

It sounds simple, but we should all treat people in a way they wish to be treated rather than the way you wish to be treated. Common social activities and practices that are comfortable for you may not be comfortable for everyone. Whilst you may not understand another person’s religion, it is important to respect their beliefs and promote this respect internally.

After all, Diversity exists everywhere — not just in the office.

Does Anxiety or Stress take over your day?

Managing stress and anxiety can have a major impact in the workplace.  Employees may decline a promotion or other development opportunities because it drives them out of their comfort zone. It affects people in different ways, but common behaviours include work colleagues struggling to meet deadlines, feeling uncomfortable attending meetings, no longer enjoying “perks of the job” like business travel and they will often make excuses to decline social events with co-workers.

A recent CIPD study highlighted the impact that stress/mental health can have on organisations. The findings were;

  • 37% of sufferers are more likely to get into conflict with colleagues
  • 57% find it harder to juggle multiple tasks
  • 80% find it difficult to concentrate
  • 62% take longer to do tasks
  • 50% are potentially less patient with customers/clients.

(The study also found that stress is the major cause of long-term absence.)

Feeling stressed at work affects everyone so the first point to accept it is a normal emotion. However, it is very important to keep your work life balance in check.  Stress that is persistent, irrational, and overwhelming and starts to impair daily functioning may indicate an anxiety disorder.

Sometimes simple strategies are the best….

  • Practise time management – make a to do list and prioritise your work
  • Be realistic – don’t over commit or take on work you don’t have time to complete
  • Ask for help – if your feeling overwhelmed, ask a co-worker for help
  • Try to stay organised
  • Take breaks – everyone needs time away from their desk to reflect and clear their head
  • Set boundaries – try not to take work home
  • Savour success – take time to celebrate your successes at work
  • Be healthy – get enough sleep (tiredness can fuel anxiety), eat healthily, limit caffeine, try to exercise regularly

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