Olga started her HR career back in 2002 at Administrator level and worked her way up to Human Resources Manager responsible for managing the entire HR life-cycle in a fast-paced tech environment. Olga has presented at many tech events and has conducted TV and radio interviews as well as producing internal and external promotional videos to promote the employer brand.
After leaving the software sector Olga worked in the public sector in an interim Employee Relations position before moving to Phoenix Natural Gas as Human Resources Manager responsible for both HR and payroll. Here Olga digitised the recruitment process and created a health and wellbeing strategy among other things.
Still within the utilities sector, Olga moved to firmus energy as HR Manager in August 2019 where she focuses on employee engagement through an array of engagement interventions.
Olga has a BA Hons in Sociology and a Post Graduate level Diploma in Human Resource Management. She also holds a NEBOSH certificate in Health & Safety Management and is a member of the CIPD.
Olga strives to add value to any organisation she works in with the genuine belief that employers have a duty to create an environment where people want to come to work every day and contribute to the success of the organisation; just like the janitor in NASA!
There are many reasons why people accept a job offer and this can vary depending on circumstances. Sometimes they’re leaving a bad employer in search of something better. Other times it is for career progression, or a side-ways move to gain more experience in a different sector. Graduates will generally look for the big-named employers, attracted by their strong brands, pay and benefits packages and career development opportunities. For me, culture is everything. Any sniff of a toxic working environment and I’ll run for the hills. The people-focused nature of HR means that without that being a focus of the leadership team and buy-in from the top, any efforts to put people at the centre of decision-making will be in vain.
The challenge for employers is to attract the right talent and retain it. A strong brand and good workplace reputation will go a long way along with a compelling Employee Value Proposition, showcasing all the reasons that make your organisation a great place to work. Given we’re in the midst of the so-call ‘Great Resignation’, retention strategies are all the more important and attention should be given to ensure that you remain competitive across your pay and benefits with salaries being benchmarked against market rates. People also want to be appreciated for the work they do so recognition is important. Flexibility is another essential benefit. A recent People Management article outlined how hybrid working is no longer seen as a benefit by candidates but rather a given, providing opportunity for both home and office working. Those employers that do not offer this will find themselves struggling to fill vacancies as candidates very much ‘call the shots’ in the current climate and will simply move on to the next opportunity.
The pressures to retain staff and shortages of suitable candidates in the recruitment market is making it increasingly important for employers to create vibrant workplaces where people jump at the chance to accept your job offer. It’s not easy to be that Employer of Choice but asking your staff what would make the organisation a great place to work is a good start.
Useful Reading:
How to become an employer of choice https://www.peoplemanagement.co.uk/long-reads/articles/how-be-employer-choice-talent-attraction-retention#gref
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