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Become a major donor. What we do. The difference we make. News and opinion. Our organisation and structure. Strategy Contact us. Letter from Santa. Walk for Children.
Donate now. Christmas activities. Shop for Christmas. The Big Wreath Make. Merry Little Christmas concert. Arguments, conflict and family tension. At school. Depression, anxiety and mental health. How to cope with tantrums. Keeping children safe from abuse. Mental health and parenting. Separation and divorce. Staying home alone. Along with our corporate strategy, we identify our top talents across all levels and have established core processes to support them.
This includes career planning, mentoring and broadened training curricula to accelerate their development. Michele is responsible for transforming how the organisation delivers HR services through the implementation of a new HR operating model, systems and tools serving 40, employees.
In three words, the culture of Sodexo is entrepreneurial, service-led and networked. Relationships are very important. We build a diverse workforce from every angle and invest in improving performance and engagement. From a hiring perspective this means looking at more behavioural hiring, rather than pure experience, as a lot of unconscious bias can be at work in these processes.
A real focus on shortlists at a senior level and better targeting of our marketing reach will ensure we are more rigorous in searching for the best candidates. We do attempt to base some of the selection criteria on values and behaviours. For many of our roles it is important to hire for attitude and train for skills.
This new approach involves us spending time with managers to help them understand the differences in interview technique and to establish that this means there is a benchmark for hiring. For example, we establish a measure for success rather than a comparator against other candidates.
This has proved to be effective for diverse outcomes and quality. We also hope to see a reduction in management time spent on selection processes because many candidates will have been removed from the process earlier.
Recruitment is the first entry point into an organisation and we are the signposts and potential guardians of the culture. We try to shine a mirror up to hiring managers to challenge whether they are trying to take the easy option or look for a long-term fit.
The organisation is trying to build and reinforce capability in managers to engage the business in what will be a changing landscape. There are many business opportunities in the market but it is increasingly competitive — innovation, service and delivery are key differentiators and this comes down to having the right people with the right attitudes who are committed to going the extra mile.
Jon Hull, head of resourcing, Sodexo. By Changeboard Team Published: 22 May View more jobs. Back to articles listing. Send Facebook Twitter LinkedIn.
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