We cover the issues, challenges and questions relevant to today's leaders.


Menopause Podcast

Menopause Podcast

The first series of the HR bite-size podcast is brought to you by Legal Island in association with Clarendon Executive.

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‘Happy’ Holidays: the growing problem of workplace separation anxiety

‘Happy’ Holidays: the growing problem of workplace separation anxiety

The statutory right to holiday pay was introduced back in the 1930s, but nearly 100 years on it seems people are struggling, more than ever, to take the time off that they are entitled to. And for those that do, the pressure of an ‘always on’ work culture means their precious annual holiday is often little more than an ‘office away from the office’. The summer holidays may now be a distant memory but Joanne McAuley from Clarendon Executive says that with the Christmas break and a new year looming, there is no better time for companies to revisit their annual leave policies with a view to encouraging and sustaining a culture of engagement, productivity, and mental and physical wellbeing.

The benefits of a decent break are varied and numerous. Whether it’s an opportunity to take a breather from planning, analysing and thinking; spending quality time with family and friends; catching up on sleep or some other reason completely unique to you, taking time out to relax and unwind...

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The Candidate Experience

The Candidate Experience

The pressure is on for employers. As record numbers of jobs are created and companies struggle to fill open roles, the job seeker is increasingly in the driving seat. In a tough talent market, successful businesses understand that to stand out from the competition it’s not enough to simply move candidates from one stage of the recruitment process to the next – they need to be mindful of every single interaction. Although the way in which organisations view the candidate experience has come a long way over the past 20 years, Joanne McAuley from Clarendon Executive says some businesses are still falling short, and looks at what improvements can be made.

When you’ve had a bad experience at a restaurant, you don’t go back – and you might warn others not to go there either. This consumer-grade experience is now the same when it comes to the hiring process. When a candidate has a poor experience of your company they can take to numerous...

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Conscious of Unconscious Bias In The Workplace

Conscious of Unconscious Bias In The Workplace

Whether we recognise it or not, everyone brings some form of bias into the workplace, but tackling unconscious bias – that which we are unaware of - is particularly tricky as it’s neither visible nor deliberate. Claire McKee from Clarendon Executive looks at how how unconscious bias goes much deeper than just recruitment, impacting almost every facet of organisational decision-making and the employee lifecycle, and says businesses have a responsibility to address and control such bias if there’s any genuine chance of improving the diversity and inclusivity of our workplaces.

Diversity and inclusion rank high on the agenda of many employers, and rightly so. Not only is there an undisputed moral argument for diversity, there is also ample evidence proving the business case for diversity - more diverse businesses are more successful and profitable. The reasons for...

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Work Life Balance

Work Life Balance

The first series of the HR bite-size podcast is brought to you by Legal Island in association with Clarendon Executive.

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Change Management

Change Management

The first series of the HR bite-size podcast is brought to you by Legal Island in association with Clarendon Executive.

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The Business of Corporate Wellness

The Business of Corporate Wellness

‘Corporate Wellness’ has become big business in recent years – health and productivity being inextricably linked – but there is a changing emphasis away from the purely physical wellbeing of employees to also include their mental and financial health, as well as a greater appreciation of the strategic impact of wellness programmes on corporate brand and culture. Mairéad Regan from Clarendon Executive looks at how corporate or workplace wellness initiatives have evolved over time, why they are so important and how your organisation can ensure its programmes are fit for purpose.

The saying goes that “Health is Wealth” - this is of course not lost on businesses but as employee wellbeing rises higher up the corporate agenda, there has been a gradual shift in terms of both employees and employers increasing awareness of health as a contributor, not just to productivity...

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Making A Success of Succession Planning

Making A Success of Succession Planning

Succession planning is as important for risk mitigation as it is for talent development. Why then are so many businesses, large and small, ill-prepared when it comes to addressing their future leadership needs? Joanne McAuley from Clarendon Executive looks at some of the considerations for HR professionals in ensuring their organisations have an adequate succession framework in place and are fit for purpose as they grow, change and develop.

Often, and understandably, the succession planning process falls far down a company’s list of priorities, but all businesses need to be ready to respond to a departure of talent, both planned (i.e. retirements) and unplanned (e.g. career changes). No matter the size of your business, it’s...

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Harnessing the Power of AI in recruitment

Harnessing the Power of AI in recruitment

Artificial Intelligence has become the buzzword for modern day business and indeed life. We have all witnessed AI increasingly disrupt industries – bookshops replaced by Amazon, music stores replaced by Spotify and the transport sector transformed by Uber. As it becomes more accessible, AI has the potential to transform every business and if your industry hasn’t been affected yet, it most probably will be. Emma Kieran from Clarendon Executive examines what this might mean for the future of the recruitment industry.

Artificial intelligence (AI) isn’t the future. It’s the present. And contrary to popular belief, AI isn’t just about robots – it’s becoming a routine tool requiring a level of human intelligence. Just think of smartphones, which can use AI to unlock themselves by scanning and...

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Coaching vs Mentoring: What’s best for you and your business’ development?

Coaching vs Mentoring: What’s best for you and your business’ development?

Mentoring and coaching are terms that frequently overlap and are sometimes – confusingly - used interchangeably in a workplace context. Whilst similarities exist, with both development approaches delivering tangible organisational benefits, there are some important distinctions. Mairéad Regan from Clarendon Executive examines the differences between the two management techniques and advises how to choose which is most suitable to your business and employee requirements.

There was a time when workplace coaching and mentoring schemes were the preserve of senior management, a ‘nice to have’ or a ‘perk’ rather than a mainstay professional development tool. Times have moved on fortunately, with both coaching and mentoring now more widely available and indeed...

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Managing challenging behaviours at the top

Managing challenging behaviours at the top

Most of us will, at some point in our career, have come across at least one difficult colleague or co-worker, and it goes with the territory as HR professionals to be able to appropriately deal with any potential conflicts or tensions arising from the actions of such individuals. But what happens when problem employees are at a senior level within the organisation, in a position of both power and influence? Below Joanne McAuley, from Clarendon Executive, explores what might constitute ‘difficult’ or ‘challenging’ behaviour from those in senior or managerial roles, and what steps HR can and must take to effectively manage such behaviour and fulfil a duty of care to employees.

We’ve all been there. Be it work, school or family gatherings, we’ve all found ourselves in situations where we have been forced to interact with people we find ‘difficult’. In our personal lives we can to some extent minimise such interactions, however in the workplace – with its...

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Questions to ask your recruitment firm

Questions to ask your recruitment firm

The start of a new year is a natural time for candidates to consider a change of job and for many businesses, as the financial year-end approaches, to review their headcount requirements. Below Joanne McAuley from Clarendon Executive suggests some questions HR departments might ask, and areas to explore, when deciding on which search firm is right for your organisation.

1. What is the firm’s track record? What sectors, positions and level of seniority do they focus on? Do they have expertise in your field? If they have a focus on your industry then they will likely have more connections to work with. If a firm has lots of experience with junior level...

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