Lee Harding

I’ve been meaning to write this for quite some time, but never really got around to it. Maybe it’s been worth the wait, maybe not, but finally decided to put this together so here goes. Over the years I’ve worked with and in a few different Talent

I talk a lot about being curious, whether that’s with my teams, my colleagues and quite often in LinkedIn posts. I’ve always been curious, I’ve always had this need to ask how or why. Could it be different, could it be better? I like to understand stuff.

It’s a job I’ve been doing for the last 18 months or so, and I’ve been meaning to write a post on it for quite some time but never really got around to it, because I’ve been busy enabling recruiters! So here it goes, at least

Let’s talk candidate experience, let’s talk ghosting, let’s talk recruiter experience. They’re all linked, obviously. No recruiter (in my experience anyway) deliberately goes out of their way to give candidates a bad experience, nor do they think “I’m going to ghost this candidate". Most

If we’re connected on LinkedIn you’ll have probably seen some of my posts/rants about some the calls I get from agency recruiters. On average I’d say I probably get around ten calls per day, so let’s say fifty per week. Of those fifty cold calls,