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Today is a special day indeed! It’s only taken twelve years, TalentCentic’s approach is finally validated by Harvard Business Review!

It was interesting, (and somewhat gratifying) to read this recent article, written in June 2024 by HR thought leader Dr John Sullivan We’ve embraced the WIIFM (What’s In It For Me) approach since 2012. We greatly respect his substantial contributions to HR over the years; however, we believe his perspective is only partly correct. While

“Show me the incentive, I’ll show you the outcome” Charlie Munger. Moving from the era of industrialisation to the era of globalisation and technology has led to significant changes in the nature of careers and employee development. Today, neither employees nor organisations recognise an implied lifelong employment contract. Stability and job security have been replaced by

Sisyphus – Doomed for Eternity. Endlessly pushing a rock uphill – no past, no future – just the relentless present. Many companies echo this struggle by posting tactical job descriptions for strategic roles: presenting one-dimensional lists of responsibilities, tasks, and required experience, with no sense of purpose, progress, or potential accomplishments. These documents focus on

Beware of strangers bearing gifts! Hiring managers often turn to contingent recruitment agencies in a pinch, especially those that can quickly send over CVs to meet immediate needs – much like the lure of cake to a fat kid. These agencies are effectively brokers selling options to buy job seekers, typically offering a quick service

Start too many sentences with “you will” and it will sound like a ransom note, or instructions for an automaton or an indentured servant. You will …You are…Your duties …Your responsibilities … – explaining a superordinate role using subordinate language is anathema to high performing leaders. Assumptive statements – “You will like this job if”…”Why

All of us at TalentCentric have experienced working at Embedded Talent Companies. Pros: They offer a cost-predictable service for high-volume hiring needs — for building teams for roles such as developers or AEs — where the impact of mis-hiring is low and can easily be absorbed back into the hiring plan. Cons: Despite stating otherwise,

After speaking with thousands of candidates, we’ve found that outside of FAANG or prestige brands, the job advert is the first encounter most candidates have with a company. Social media posts and website content may support further research, but only after a candidate’s interest is piqued by a compelling role. “People sometimes believe what they

Design thinking is a mindset and approach to problem-solving and innovation anchored around human-centred design. IDEO defines it as: Design thinking offers a powerful methodology for business leaders to develop impactful products, services, and processes. By focusing on human needs, design thinking ensures that solutions deeply relevant to the people they serve. We first implemented

At TalentCentric, we’ve all led talent acquisition teams – almost twenty between us, and it’s a tougher job than it appears. Recognition is rare – it’s often like working in a kitchen where you’re only noticed when a plate is dropped. Talent teams are highly efficient hiring engines, delivering cost-effective results for volume recruitment. As