There must be many more people who have suffered mental ill health as I have, and yet still work and succeed. I want to take this opportunity to encourage business owners and employees to speak up and share your experiences, as the more of us there are having the conversation, the louder it will be.
Perhaps like many others I'm not yet convinced the on role Google Glass will play in the interview and hiring process, however the fact that someone out there is trying, irrespective of its long term success or otherwise, should be applauded - I am certainly watching with interest and will be keen to see the result.
2013 was a year in which big data became a 'hot topic' for discussion and debate, reaching far beyond the usual industry journals and making the mainstream news for a number of good and bad reasons. With that in mind there has been a great deal of speculation about what trends we should expect to see in big data in 2014.
The World Health Organisation is making a strong move to tackle a common and vital theme in all its global health initiatives, an issue which, if ill-managed, would jeopardise even the best intentioned and best planned projects: human resources for health. The effective recruitment, education, support, deployment and distribution of human resources is a key factor in achieving the goal of universal health coverage.
I can see the issue from both points of view, and the debate seems to have polarised with the solution probably being somewhere in the middle. I certainly don't think that zero-hours contracts should be banned outright. However, at my company, The Clean Space, nobody is on a zero-hour contract, despite them being extremely common in the cleaning industry as this list of vacancies shows.
A company culture is often created by a single person: the company founder. It is a set of values and behaviours that employees are asked to buy into in order to be successful at that company. If "done well" the company culture can bring many benefits. A positive company culture gives clients and customers a strong brand to identify with; it helps employees understand what success and achievement looks like, and gives them clear goals.
I don't advocate employing candidates that you are unsure of, and taking a gamble with peoples's livelihoods and careers. However, it can definitely pay dividends to use the probation period as an extension of the selection process. It benefits both the employer and employee to treat the first three-month's probation as a final interview.