About Paul Deeprose

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So far Paul Deeprose has created 3 blog entries.

December 2010

Good to Great…..Candidates

By | December 2nd, 2010|Articles|

‘Good to Great’- Jim Collins’ classic book. In it he states that “greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.” It seems that a lot of candidates settle for being ‘good candidates’ – but it is the people who strive to be ‘great candidates’ who get the prized job of their choosing. GREAT candidates do the following: When researching the company in preparation, they have found the latest press releases or breaking news, googled the interviewer, looked at profiles on LinkedIn and subtly bring some of this learning into the interview answers or their questions. They are very self aware and know their own values and so can determine their own cultural fit to the business. If asked ‘why do you want to work here?’ they answer this by highlighting a match of skills and values which is very powerful. There is a natural inquisitiveness to a great candidate. The interview is a two-way process and if it can become more of a discussion, all the better. […]

Inspiring a Courageous Culture

By | December 2nd, 2010|Articles|

For those who follow my One Minute Snippets, you will know that courage is a subject of great interest to me. From my fascination with The Victoria Cross, I have been tuned in to courageous stories and through my outplacement and career coaching work I have realised that courage and confidence underpin so much of what we do and are vital in enabling our future success. I have realised that courage has to be a part of life and the workplace, after all how many businesses have been successful without taking any risks? Quite simply if businesses, or more precisely their leaders and employees, do not have the courage to do things differently; to push the boundaries; to work together effectively, then the organisation will be stagnating while others capitalise on their market share. […]

HR Career Essentials for 2011

By | December 1st, 2010|Articles|

In so many organisations the HR professionals are really stepping up to the multiple challenges that this economic climate is throwing at them. Many of the skills requirements are not new, but I’m a believer in evolution and never losing sight of how one has to re-focus to deal with future opportunities and issues. For me, there are some absolutely essential actions that each and every HR practitioner should be embracing as we move to 2011, so that they are ahead of the competition if moving on, or at the cutting edge of delivery in-house: Commercial Acumen We all know that HR has to be commercial to have a credible impact, so what are you doing to enhance your commercial ability? This is clearly not a tick box ‘done that’ exercise – HR practitioners need to be continuously developing their business nous. Can you genuinely debate a balance sheet? Do you know how the sales margins are calculated, and why they are what they are? When was the last time you sat with Marketing to discuss new markets and campaigns? How could the old production line become far more efficient? Set yourself some relevant questions/goals and go and find the answers each week. Only then will you really develop the right level of commercial skills. […]