Tara O’Brien

Disruptive HR is a course I was recommended some time ago. I started to dive in and joined their programme in my notice period from my previous job. During my time managing teams I have lost count of the amount of leadership books I’ve read, training events I signed up to and car journeys spent listening to podcasts for some sense of clarity on how to balance business demands whilst keeping people your priority. In addition I reviewed many processes which I hoped ‘would make it more simple’. Disruptive HR has been the only tool I have found that provides thought leadership, discussion as well as important and useful material to support day-to-day. #peoplemanagement

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DEI is a change management programme! It needs: ✅ Exec sponsorship ⬆ Leadership accountability 💰 Appropriate investment 📈 Milestones targets and measures 📊 Project management capabilities 👩‍👩‍👧‍👦 The ability to engage and influence DEI initiatives, programmes and strategies that don't have the above fail. Negatively impacting EVP, investor appetite, talent management and reputation. Would you add anything?

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📣 HR and Business Support Professionals!📣 Thinking it's time for a new role? Perhaps your current position doesn't challenge you enough and there's no opportunity to progress, or perhaps you just want a change of scenery. Looking for a new role can be a full-time job, let alone finding the perfect one! So, let us help. We're always interested in connecting with talented HR & Business Support professionals, who are interested in hearing about new opportunities. 📢 Don't hesitate and don't wait! Take the first step towards the next and submit your CV speculatively through our link! By doing so, you'll be putting yourself on our radar for any exciting roles that may not be advertised publicly or not yet available! 🔍 Why choose speculative applications? Here are a few reasons: 1️⃣ Embrace a world of opportunities: Speculative applications open doors to a diverse range of career prospects within the HR and Business Support domain. This allows you to broaden your horizons and discover new avenues for professional growth. 2️⃣ Gain a competitive advantage: Proactively submitting your CV sets you apart from candidates who only apply when positions are officially announced. This proactive approach demonstrates your initiative and commitment to making a positive impact. 3️⃣ Tap into the hidden job market: Not all job openings are publicly visible. Many organizations rely on speculative applications to identify talented professionals like yourself. By taking this proactive step, you enhance your chances of being considered for exclusive roles. Click the link below to send in a speculative application. There are no lengthy application forms, all you need to do is upload a CV and fill in the basic information. Then we can keep you up to date with any potential opportunities. #newjob #HR #HumanResources #BusinessSupport

I'm often asked about making the transition from contingent to search-based recruiting In contingent recruitment, the emphasis is on speed and volume—filling roles quickly and juggling multiple clients simultaneously. It's a reactive environment where adaptability is paramount, and every placement is a race against time. Moving into search-based recruiting, the tempo changes. Here, the focus is on depth, precision, and building long-term relationships. It’s about becoming an advisor, not just a service provider. The search methodology requires a nuanced understanding of the client's strategic vision, as well as a commitment to finding not just any candidate, but the right one. In my journey, this switch meant cultivating patience and a keen eye for detail. Persistence is key, as is the ability to dissect and understand roles in depth. Building trust with clients and candidates alike becomes integral, and success is measured not in the quantity of placements but in their quality and impact. I help professionals embrace this transition, capitalising on their contingent experience while developing the skills necessary for the strategic, consultative process that defines search-based recruiting. For those considering this move, be prepared for a deeper engagement with your work—and the rewarding feeling that comes from making a truly impactful placement. #RecruitingShift #ExecutiveSearch #RecruitmentTrends

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🚀Weekly Top Tip for HR Professional Job Searching 🚀 💬 Practice makes perfect in interviews! Prepare for interviews by rehearsing responses to common questions. Boost your confidence and ace your next interview with ease. Let's get you interview-ready for success! Here’s how you can boost your confidence and ace your next interview with ease... 1️⃣ Research the Company Dive deep into the company’s mission, values, and recent achievements. Be ready to articulate why you’re excited about the opportunity and how you can contribute to their success. 2️⃣ Understand the Role Thoroughly review the job description and understand the key responsibilities. Prepare to discuss how your skills and experiences align perfectly with the role. 3️⃣ Rehearse the most Common Question.. "Tell me about yourself." Here is an example answer you can fill in the blanks... "I have a degree in Human Resources Management from ------------- and I've spent the last ------years working as an HR---------- at ----------. In my current role, I have been responsible for ------, -------,--------and --------. One of my key achievements was -------- that reduced/improved ---------- by -----%. I’m passionate about -----------and helping employees reach their full potential. Outside of work, I enjoy ----------- I’m excited about this new opportunity to bring my expertise in HR to your team at ----------- and I am ready for this next chapter." 4️⃣ Prepare Thoughtful Questions such as; Q - What are the company's long-term goals, and how does this position contribute to achieving them? Q - Can you tell me more about the company culture and what it's like to work here? Q - How does the company support professional development and career growth for its employees? Q - What are the biggest challenges the company is currently facing, and how is it addressing them? Q - Can you describe the team I would be working with? Q - How does the team collaborate and communicate? Q - What is the management style of the team leader? Q - What are the expectations for this role in the first 30, 60, and 90 days? Q - Can you tell me more about the opportunities for advancement within this role? Q - What are the main challenges someone in this role might face? Q - Can you describe the onboarding process for new hires? Q - What are the next steps in the interview process? 6️⃣ Positive Mindset Visualize a successful interview and maintain a positive attitude and remember, every interview is a learning experience. If you're an HR professional interested in discussing your job search feel free to get in touch! Email: [email protected] #InterviewPrep #HRInterview #LearningAndDevelopment

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Rethinking Agency Staffing in the NHS: A Call for a Balanced Approach The debate around agency staffing in the NHS often centres on cost, but it’s time we look beyond the price tag to understand the true value agencies bring to our healthcare system. Agency staff are not just a stop-gap; they are a vital part of a dynamic workforce, providing flexibility, specialised skills, and rapid responses to changing needs. In a system as complex and demanding as the NHS, this adaptability is crucial. However, the conversation needs to shift from simply controlling costs to ensuring that agency staff are integrated effectively into the workforce, with their contributions recognised and optimised. Current policies can sometimes create false economies. For example, restricting rates or imposing budget constraints on permanent placements often leads to higher overall spending through short-term, temporary solutions. More importantly, it can result in gaps in care, increased waiting times, and overstretched staff. Here’s how we can reshape the narrative: Workforce Planning: Integrate agency staff into long-term workforce strategies rather than seeing them as a last resort. This ensures we have the right skills at the right time, maintaining continuity of care. Collaboration over Competition: Foster collaboration between the NHS, agencies, and unions to create sustainable staffing models that benefit everyone. Agencies can be partners in delivering high-quality care, not just suppliers of labour. Data-Driven Decisions: Use data and insights to understand where agency staffing is most effective and where changes can be made to improve outcomes and efficiency. Fair Pay and Conditions: Address the disparities between substantive and agency staff, ensuring fair compensation and conditions that reflect the true market value of healthcare workers. Let’s move away from the outdated narrative that sees agency staffing as an expensive problem and start recognising it as an opportunity for innovation, flexibility, and better patient outcomes. A balanced, thoughtful approach to agency staffing could be a game-changer for the NHS. #HealthcareInnovation #NHSSustainability #AgencyStaffing #WorkforceStrategy #Collaboration #PatientCare #FutureOfHealthcare #ValueOverCost #HealthcareLeadership

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Sales Leadership in Recruitment is facing a massive challenge Three dynamics are forcing us to review the landscape of recruitment BD. Tough questions that could drive uncomfortable change -especially for firms over 20 heads. In my L&D role at Venn Group I was responsible for training 50% of our 400 consultants. The training was inspired by the need to win more business, with better terms and higher fill rates. I left Venn in 2020 and since then the economic landscape, the recruitment landscape and the sales landscape has all experienced tectonic shifts. Back then the questions were: 1. How do we get people on the phones more because opportunity is directly correlated to activity? 2. How do we improve our pitch to secure more business because our competitors are beating us for exclusivity? And many companies are stuck, still trying to figure out the answers. I don't have all the answers to those questions - despite the good work we did at Venn. But more importantly, I can state with confidence that these are the wrong questions. Right now the challenge for Sales Leaders in Recruitment includes the following. 1. How do we create an environment where employers trust us again? 2. How do we become a truly different option for our clients and lock competitors out for good? 3. How do we ensure clients perceive value in our work when sourcing has become so cheap and easily available (through offshoring and technology) - whilst protecting our margins? On face value these look like old questions. And it's true that trust, differentiation and value have been core principles since the dawn of sales. The difference is that now, what's gone before has been played out. Trust is at an all time low. The competition is using classic plays. And the technology is moving at pace. So whilst this might feel like the time for basics, it's more a case of rebuilding from first principals. Don't you think?

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📣 DE&I and Recruitment Success … I know this one is a little bit sensitive. Anything that mentions DE&I is scrutinised and debated today. Recently, we had the opportunity to pull together a proposal to join the newly formed recruitment Preferred Supplier List for a major FMCG company. Stage 1, completed a pre-questionnaire, and was moved through to Stage 2, submitting a detailed proposal with lots of examples of our work recruiting for major brands over many years. 😀 Straight through to the final stage number 3. Hooray I thought, particularly having only recently placed a senior marketer in said company’s brand team. Stage 3 … An hour and a quarter on my feet, presenting to 3 people from HR and Procurement. Not a marketing person in sight! I thought it went well.  😀  A lively discussion, lots of examples, plenty of smiles and nods as I talked about the strength of our network and track record of placing marketers over 20 years or so. 2 weeks later, the feedback came back … 1️⃣  Impressed by our track record of sourcing top-tier talent for major brands. 2️⃣  My responses to all the many questions asked were thorough and on point. 3️⃣  Positive about our analysis and understanding of market trends and insights. But .. Alas, a perceived lack of focus on our approach to DE&I, and the initiatives we are taking as a business to increase it, and hence, Tarsh & Partners are not to be appointed as a Tier 1 supplier. I know of course, you can’t win 🥇 everything, and I know that embracing DE&I is important. I had explained that our sourcing and selection processes were thorough, robust and non-discriminatory. But, our priority is, and always has been, to find the best, most capable, most culturally-suited to the job and business candidates, irrespective of race, gender or any other characteristic. Placing great people in great jobs is what creates long-term value, and drives growth for companies and brands. ◾ Am I right about this? ◾ Did I get the pitch wrong? ◾ What do other people think? www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 [email protected] 📞 44 20 3897 6676 Adam Tarsh | Janine Darley | Alex Hooper

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