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Stacey Kerrigan

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Stacey Kerrigan

Consultant - Legal Interim

I have joined Pro-Legal to work within the interim offering supplying temporary and contract legal professionals in private practice law firms.  

I have over 5 years of recruitment experience specialising specifically in temporary/ interim solutions for organisations across the south of England. Most extensively within the legal sector.

I work closely with clients to ensure they are supplied with the right level of experienced temporary staffing to fulfil their needs. I do this by building talent pipelines and ensuring I am in touch with the top professionals in the industry.       
       
Outside of work I enjoy exploring London. I love the theatre and a good pub quiz! I relax at home reading comics. My favourite film is Demolition Man, no explanation needed!

 

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stacey's articles

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All I Want for Christmas Is a HR Interim Role

Posted by Stacey Kerrigan

Are you a Senior HR professional looking to secure a HR Interim role in the New Year? Why Wait? In the current market, we are increasingly seeing Senior HR Professionals move into the world of interim, new approaches to work-life balance, exploring personal interests, engaging in new challenges and a simple way of experiencing different industries are some of the many reasons. In this short article, I'll look at why it's a good idea to start looking for a HR Interim role before the new year really kicks off and what benefits an interim role can offer. Why Interim HR? Interims are viewed as being specialists in their chosen areas and can come in with a fresh outlook on projects and challenges making them invaluable to organisations. The benefits of working as an interim/senior temp in within HR are numerous, as mentioned above, work-life balance is high on the list along with having the opportunity to select the most interesting projects or the ones that you feel will give you that additional edge going forward. High-level HR interims tend to feel a greater sense of job satisfaction to permanent fixtures as they have more ability to control their working life and have an end goal which suits results-oriented project focused HR managers. Why Apply for HR Interim Roles Now? We are fast approaching the end of 2018 and it can be tempting to think ‘I’ll look in the new year’, this mindset could cause you to miss out on fantastic opportunities to join a new organisation, take on an interesting new project and hit the ground running in the new year, as opposed to joining the many other immediately available, qualified professionals in the race for the right new role in January. Historically January is a quiet time on the recruitment front, people returning from the festive break, settling back into their roles and picking back up on previous personnel requirements meaning the process can essentially start from scratch, if you are already in there, this won’t happen! Now, let’s talk Christmas, it costs a lot of money! There are the parties, the presents, the drinks, the lunches and the travel to organise. Securing yourself a great new interim HR role before the Christmas break means more Christmas spending money, less stress looking for work in the new year and something to look forward to! Interim HR professionals tend to work on the more niche, interesting and challenging roles and with this, comes a higher financial reward. Pro-HR works tirelessly over the holiday period ensuring our clients are fully stocked and ready to hit all their new year goals straight off the bat. Currently working on some great roles and with some amazing Senior Interims. Now would be a great time to get in touch, whether you are looking to explore the interim HR world, looking for your next interim HR role or just want an informal chat about the HR market and possibilities. For more information about this article, or to speak to Stacey about your recruiting needs or interim HR jobs in London or Nationwide, contact her on 02072696334 or stacey.kerrigan@pro-recruitment.co.uk

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What does it take to be a successful Senior HR Interim?

Posted by Stacey Kerrigan

Are you a HR Director or senior HR professional looking to make the switch from permanent to interim? Interim HR jobs may be a temporary provision of Human Resources but they are far from a stop gap for those working in HR. No, HR interim jobs are usually reserved for those HR heavyweights who have proven themselves time and again. Surviving and excelling as a successful Senior HR interim is a different ball game to being a successful permanent fixture. Interim HR jobs come with the benefits of flexibility, financial rewards and the opportunity to work alongside some very impressive and talented people while taking on challenging and interesting projects. However, it isn't a calling for everybody and this article attempts to help you determine whether you'd flourish or fail in an interim HR job. How does your CV hold up against all the other experienced interims on the market? As senior HR interims tend to earn a higher rate than their permanent counterparts they are expected to be the best in a competitive market. With this in mind, you've got be sure that you stand out. Think about what your key strengths are and how you can match these to a client's needs. Highlight these key skills on your CV and portfolio so that the client can easily pinpoint exactly how you can help them when reading your application. Are you financially independent? It would be great to live in an economy where HR interims are consistently going from contract to contract. Unfortunately, the reality is there are often gaps between assignments. Some of these gaps can even last for a few months so you need to ensure that you have a plan B if interim work slows down. Ask yourself, are you are able to survive if you were to go three months without work? What are your interview skills like? Interviews for interim HR jobs are a much shorter, competitive and urgent than a traditional permanent role interview. You may only have one chance to make a good impression and get people to buy into you and what you can offer their organisation. Would you be confident, mentally strong and physically able to constantly take on a new role and environment every few months? Interim contractors have short notice periods, which means you are quickly and easily replaced. You need to be willing to pull out all the stops and work at your highest possible level to ensure you stay at the top of your game and be seen as irreplaceable. Changing your working environment and the colleagues you surround yourself with regularly can be mentally taxing, all those names to remember! How strong is your network? Good interim roles need good people, the best interim roles you will find will be on platforms such as LinkedIn so make sure you are connected to the right people and consultants who can help you when you are in between contracts. We spoke with an Interim Senior Recruitment and Resourcing Specialist who has been working successfully as an interim for six years throughout charities, educational institutes and regulatory bodies. As a Recruitment Specialist, he works both angles, as a hiring manager and candidate. What advice would you give someone that is looking to start their interim HR career? To understand that it’s not a permanent role and doesn't have the security or benefits a perm would have. You need to be adaptable and flexible (stepping into new projects and quickly get up to speed). It’s a pressurized environment and things need to get done quick. You must be very proactive and not rely on others to give you the answers. Contractors are recruited for their expertise and are relied upon for advice and answers. Be clear about why you want to become an interim and what success would look like, research the market, talk to and listen to recruiters and experienced interims who know your market and the decision makers, understand the IR35 legislation and the tax issues around setting up your own limited company, set an achievable financial plan and most importantly clarify and articulate your USP - what are you selling and how will you differentiate yourself in a crowded market where you will be in competition for work with experienced interims who have a track record. Your first role is crucial to begin to build an interim CV so be prepared to compromise on the money, the role, the location, the sector, the organisation What would you say your biggest challenges are as an interim? The changing demands of the role and working on multiple projects. Currently, I'm working on 6 different projects. When I was starting out it was managing the breaks between contracts and accepting that this is a natural part of being an interim; now it's all about keeping in contact with my network and understanding a changing market in order to adapt my own proposition. Understanding IR35 in the public sector (and its potential impact from 2020 in the private sector) is crucial What do you look for when recruiting interims for your team? Their CV must show they have been contracting for a while. I personally would not recruit someone who has been permanent and now wants to move into a contracting role, unless its a low-level contract. A track record and the ability to remain an objective, independent third-party interim who is prepared to challenge the status quo while at the same time clearly shows an understanding, empathy and (short-term but absolute) commitment to the organisation and the team; also somebody who can articulate what success looked like in previous roles (i.e. outcomes) rather than just listing job description-type functions (i.e. outputs). Moving from role to role and organisation to organisation regularly means that relationship skills are incredibly important along with the ability build trust quickly at all levels you still interested in senior interim HR jobs? Whilst working as a Senior HR interim can throw up many challenges and takes nerves of steel it can be an incredibly rewarding career path for HR professionals. Having read the above, if you feel you have what it takes to make it in an interim HR job then please get in touch with Stacey on the details below. For more information about this article, or to speak to Stacey about your recruiting needs or interim HR jobs in London or Nationwide, contact her on 02072696334 or stacey.kerrigan@pro-recruitment.co.uk

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6 Staff Retention Tips To Improve Your Business

Posted by Stacey Kerrigan

Are you supporting a high growth business in the UK but also one who suffers from 15% or higher staff turnover rate? As recruitment specialists, we know that a key goal of yours it to keep your staff happy, so your business can flourish. According to Glassdoor, the average employer spends about £3,000 and 27.5 days to hire a new worker. We work with businesses who are working really hard to improve their staff retention. This speedy 2-minute read will give some insight about how you can improve your employee relations and your staff retention. 1. Certainty 2. Variety 3. Significance 4. Connection 5. Growth 6. Contribution 1. Certainty Job security is one of the key aspects that you need to promote within your company to improve staff retention. Whether you are a HR Director or a Tax Recruiter, all employees need to have confidence in the security of their job. Doubts over the company's success will have a big impact on performance and your bottom line. If employees feel stressed, their work will suffer and this will have a knock-on effect on the team. How do you prevent uncertainty and negative gossip? Keep your staff informed on how the company is performing. Keeping your team in the know will build trust and develop strong employee relations. If your staff can see how well your company is performing then they'll feel more certain about their job security. Also, reassure your team of their value to you and the company. Employees like to feel wanted and needed. 2. Variety Variety is the spice of life! Talent and skill utilisation is another factor your key employees seek in your workplace. Often, when candidates register with us they want to try something new but are unable to do so in their current firm. Motivated employees want to contribute to work areas outside of their specific job description. Think about offering work that wouldn’t fit into their portfolio. How many people in your business would value from working in another team or on a different project? You need to know their skills, talent, and experience, and take the time to develop this to your advantage. 3. Significance Everyone loves to feel important! However, With 69% of workers polled saying their boss didn’t support their career goals, it seems as though this point is being overlooked by many. We like to think that our actions have an impact in the world and that we add real value. If someone is doing a good job, ensure that they know about it. Making sure that your team know that they are valued will go a long way in the company. Frequently saying ‘thank you’ goes a long way. As recruitment experts, we head from candidates looking to move and there is a common theme that people don’t feel valued. Your staff members must feel rewarded, recognised and appreciated. This can be reflected by pay rises, job titles or heaping praise on someone in front of others. No member of staff should be made to feel like an unnecessary cog in the machine. 4. Connection Team rapport is essential for any company to be successful. Team building activities, nights out and regular meetings are great ways to ensure staff bond. The change of scenery can only add to this positive feeling. This is something many companies miss out on and it does make a difference. We at Pro-Group pride ourselves on our family-feel office and this team-bonding time is essential in maintaining a happy workplace. The saying “You spend more time with the people you work with than you do with your friends and family” is very true. That's why creating a welcoming place where people enjoy their environment is imperative. Don’t get us wrong, employees are there to work but you must strike a healthy balance to create a conducive environment. 5. Growth People like to feel that they are growing/progressing in life. To achieve growth, they must be challenged, do not let someone stagnate! According to a survey by totaljobs, 68% of employees have changed jobs because of a lack of learning and development opportunities. Your best employees, those you want to keep, seek opportunities to learn and grow in their careers. Without the opportunity to train, attend seminars and courses employees feel they will stagnate. A career-orientated and valued employee must experience growth opportunities within your organisation. They also need to see a space that they can grow into; otherwise, they won’t grow. When was the last time you asked an employee if they felt they were developing or asked them what else you can do to help develop them? 6. Contribution This is tied in with several other points in this guide to staff retention. You need to remind your team of how they're contributing to the company and how well they are doing! There are a lot of points above that feel very obvious, I’m aware of a number of companies that don't install the simplest of these policies. Try to implement just one or two of the above suggestions to retain your best staff, or stop and ask yourself, do you do this for your staff already? Some of these suggestions cost you nothing but a little time and effort. The outcome - You will be more likely to keep your superstars with you for the long haul. It’s essential to take a step back sometimes and ask yourself - How happy are your staff?. Are you meeting all their needs? If not, why not!? If you’re struggling with retaining your staff and seeing your attrition rate creeping up, speak with one of our experienced recruitment experts who will give you an insight into the current candidate market. Pro-Recruitment is a recruitment agency in London and our consultants specialise in Tax, Finance, Legal and HR jobs and are able to offer expert advice on employee relations, generalist hr to talent acquisition. Contact us today on 02072696333 for a discussion on your recruiting and talent needs.

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10 Things You Didn't Know About: Tracy Madgwick, HR Consultant at Crafnant Consulting

Posted by Stacey Kerrigan

With a 28 year career in Human Resources, Tracy Madgwick has amassed a broad and deep experience of all aspects of HR. A former HR director, she has worked for both smaller businesses and large corporate organisations, including those in the private, public and not-for-profit sectors. What three traits define you? Enthusiasm, patience and getting things done. What’s the weirdest job you’ve ever had? The weirdest job I ever had has to be having to sign off a risk assessment to take some young people on an overseas trip that involved a visit to a crocodile farm. How do you define success? I'd have to say going to bed at night knowing you have done the best that you possibly could that day What would you do (for a career) if you weren’t doing this? If I wasn't in HR I think I'd like to be creating those way marked trails in National Trust properties What is your personal philosophy? It's a classic but it's got to be Carpe Diem – seize the day How do you start your day? I like to start the day with a bit of exercise, really helps get you in the right mindset and start the day off on a positive note. What’s your favourite thing about working for your current company? One of the benefits of working as a consultant is the flexibility. Being able to choose my schedule and clients is a fantastic perk of my work. What are the secrets to good leadership? Having a clear sense of direction; being willing to take feedback and admit you were wrong; as well as a genuine care for the people you lead. If you could meet anyone, living or dead, who would you meet? Martin Luther King – Because he had the ability to move people without the technology we have today. Who do you most admire in your industry? One person that I do admire within the industry has to be Ken Blanchard, his views on servant leadership are very challenging. For more information about this article, or to speak to Stacey about your recruiting needs, contact her on 02072696335 or stacey.kerrigan@pro-recruitment.co.uk

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