Moments That Matter With Kehinde

Kehinde Akande-Akangbe
  • 0.0 (0)
  • Careers

Moments That Matter With Kehinde is a platform focused on real life, authentic conversations with job seekers, Hiring Managers, HR professionals, Employees and Business Owners with a view to bridging expectation gaps, fostering mutual understanding, improving employer brand and employee experience. Send your inquiries, questions, experiences, etc to mtmwithkehinde@gmail.com Kehinde Akande-Akangbe is a Human Resource Consultant with expertise in Employer Branding, Employee Engagement, Body Confidence Coaching and Sustainable Social Impact Advocacy Design &Implementation.

Episodes

  1. 08/07/2020

    Episode 6: TGIF Chilling

    Hi there. I am Kehinde. Thanks for joining me on this episode of Moments That Matter With Kehinde. This is the Fri-yah Chilling episode where we can relax and chill together (let's leave the serious talks till Monday☺). I know you have had a hectic week. So, it's time to let your hair down and let go of the worries. Grab a bottle of something chilled and let's unwind. I am going to be singing for you a favorite song of mine from a favorite Nigerian Artiste. Her name is Okal and the title of the Song is Cost A Thang. I hope you will enjoy listening as much as I enjoyed singing (don't mind my off key tone😁). Just accept it from my heart and go with the flow. It's Fri-yay!!! Remember, I am here to help you become that employer or talent of choice. I can be reached at mtmwithkehinde@gmail.com. Have a fab weekend and remain unstoppable. Bye for now🙂

  2. 08/03/2020

    Episode 5: Preparing & Signing The Offer Letter: 10 Keys Things To Look Out For

    Hello there, I am Kehinde. Thanks for joining me on another episode of Moments That Matter With Kehinde. By now, you know I am here to help you resolve those workplace related issues especially around expectation management just so you can become that employer or talent of choice. On this episode, I will be talking about Preparing and Signing the Offer Letters and 10 Key Things To Look Out For. These are: 1. Date, Time & Location. 2.Job Responsibility. 3.Salary. 4.Bonuses. 5.Benefits 6.Confidentiality/Non Disclosure Agreements 7.Non Compete Clause 8.Non Solicit Agreement 9.At Will Employment (Exit). 10.Arbitration Clauses. That's all I have for you today. I hope you have learnt a thing or two from what I have shared so far. Send me a mail at mtmwithkehinde@gmail.com if you have any career or people related issues that you'd like me to address on the program. Remember, if you want to become that employer or talent of choice, you need to be deliberate. I am Kehinde. Have a blessed week and remain unstoppable. Bye for now🙂

  3. 07/23/2020

    Episode 4: EVP & Talent Attraction Vs. CVP & Employer Attraction

    Hi there. I am Kehinde. Thanks for joining me on this episode of Moments That Matter With Kehinde. This is the program where we resolve issues around expectation management in the workplace just so you can become that employer or talent of choice. Last week, I spoke about 2 very critical processes within the Recruitment Function which were shortlisting and selection.This week, I want to talk about how you can use the selection process to promote your Employee Value Proposition(EVP) and Candidate Value Proposition (CVP) as an employer and job seeker respectively.EVP is the total value an employer offers their employees in return for their work. EVP is more than just a combination of compensation and benefits. A great EVP should strike a balance between tangible rewards(e.g compensation & benefit) and intangible rewards(such as interesting and meaningful work, great company culture, flexible work hours, etc).EVP is crucial for selection in the recruitment process. You have to be able to clearly define all the values you provide as an emoloyer. EVP is the compelling answer to the following candidate questions:Why should I join your organization? What's in it for me? How well you are able to pitch your organization in answering these questions will affect the candidate's decision. You can talk about your compensation and benefit, career advancement, work environment, and company culture.Remember to highlight EVP components that resonate with your candidate's persona when pitching. Let's quickly look at how you can promote your Candidate Value Proposition (CVP) as a job seeker during the selection process: *Check your personal brand. *Research the company. *Understand the market. *Have your questions ready. *Get to the venue on time. *Dress for success. *Be courteous *Hope for the best. Please note that following these steps won't guarantee a job offer, but they will help you present yourself in the best possible light.This is where I will drop the Mic on this episode. I hope you enjoy listening as much as I enjoyed sharing. Don't forget, Hope is not a strategy. You want to become the employer of choice? You need to be deliberate. You want to become the talent of choice? You need to be deliberate. Till I come your way again next week, I am Kehinde. Bye for now. PS: you can email me on mtmwithkehinde@gmail.com if you have any people or career related issues you'd like me to address on the program.

  4. 07/15/2020

    Episode 3:Effect of Selection (Shortlist & Assessment) on Talent Attraction & Successful Application

    Hello there.I am Kehinde.Thanks for joining me on this episode of Moments That Matter With Kehinde. This program is all about solving the problems around expectation management in the workplace just so you can become that employer or talent of choice.So this week,I will take it further by looking at another important process within the Recruitment.This process is the Selection process.Selecting candidates involves two main processes and these are Shortlisting and Assessment.Both are undertaken to decide who should be made an offer.When deciding who to shortlist, it is helpful to draw up a list of criteria using the Job and Person requirements.Each application that you receive can then be rated against these predetermined standards.As an employer who is serious about best practices,your shortlisting process should be seamless and objective. Hence,the need to conduct a Job Analysis before posting the job.To job seekers,please position yourself to be shortlisted.Ensure your CV or application is tailored to the role you are applying so you don’t give your potential employer headaches trying to determine your suitability for the position.By this,I am not saying you should copy everything in the job advert and paste in your CV verbatim.I am simply saying that your CV should be written in a manner that highlight your relevant experience,knowledge,skills and attributes for that particular role.The second critical process in Selection is Assessment.There are a range of methods that can be used to assess candidate including but not limited to General Interview,Role Play/Demonstration,Sample Presentation(for jobs that require presentation skills),etc.Please note that these methods vary in their reliability as predictors of successful job performance and their ease of administration.So,I will advice you look into your organization peculiarities and select the method that suit your needs.To make your selection free of conscious or unconscious bias,ensure that all selected candidates are taken through your selection processes at the same pace.E.g if you are using the interview method,ensure that all candidates are asked the same questions so that they will all have equal opportunity of being offered the job.Don’t ask questions that are not pertinent to the position you are interviewing for whether you are the interviewer or the job seeker.That’s why you should prepare your questions way ahead of the interview session. As a potential employer,it’s a sign of unseriousness when you are doing CV review for the first time when the candidate is already sitting right in front of you.That interview may end up producing a round peg in a square hole,simply because you did not do the needful.Remember that interview is a two-way assessment.Ensure you write down the responses of each candidate so that you when you are doing your comparison later,it will be easy to determine the responses that best suit your requirements.If you do not do this,it becomes hard to recall who said what later.Please respect the candidate’s time.Don’t fix interview time for 10.00am and santer in at 12.00pm without any notification or apology to the candidates.This behaviour is absolutely disrespectful in my opinion.Appreciate the time the candidates took out to come interview with your organization.To job seekers,please ensure you understand the role you are interviewing for.Be prepared to give the interview your best shot.Get all the necessary information you need to ace that interview.Next week,I will go into an indepth discussion on how you can use the Selection Process to promote your EVP as an employerand how you can position yourself as the preferred candidate during the selection process.That’s the bit I have for you on this episode of Moments That Matter With Kehinde.I hope you have learnt a thing or two from what I have shared so far.You can email me at mtmwithkehinde@gmail.com if you have any people or career related issues that you'd like me to address here.Bye🙂

  5. 07/08/2020

    Episode 2:Recruitment(Effect of Job Analysis, Job Description, and Job Posting on Talent Attraction)

    Hello there. I am Kehinde. Thanks for joining me on this episode of Moments That Matter With Kehinde. This is your one-stop program for everything related to becoming an employer or talent of choice. In other words, this podcast is all about solving the problem of expectations management in the workplace. From my experience as a Human Resource Professional, I have come to realize that most grievances or disappointment experienced by either emoloyers or emoloyees are usually results of one party thinking the other party is not meeting expectation or the party doesn't understand what is required to be done. So today, I will be talking about a critical aspect of Talent Attraction which is Recruitment. Within the Recruitment function, I will be focusing on Job Analysis, Job Description and Job Posting. So I will quickly move on to clarify the differences between these concepts and and their influence on your chances of getting that talent to become your employee if you are an employer or landing that job if you are a Job Seeker. The most important thing to start with in your recruitment process is doing a Job Analysis which enables you to know what you are hiring for. This will also help you to identify the competencies a successful candidate will need to possess in order to thrive and perform well in that position. Job description outlines the responsibilities, knowledge, skills, attributes required to successfully execute on that job. For example, if you are hiring a Customer Service person, there are certain knowledge, skills and attributes that you look out for in that person. Job Posting is essentially your sales pitch and your best shot at promoting your employer brand which should compel interested applicants to read and apply for your vacancy. For example, if your organization is big on Family, please feel free to put that in your job posting. If your organization has certain perks that come with being a part of your organization, please put them in your advert to attract the right talent to your organization. If your organization, for example, is big on inclusion & diversity or is an equal opportunity employer, and all of those positive things that differentiate your brand from other brands out there, please put them in your job posting. So there you have it. As an employer sourcing for talents, please be clear and concise about what you are looking for. Be clear about your job and person description so that you don't end up receiving applications that are not correct fit with what you are looking for. Don't get pissed if you keep receiving CVs that aren't fitting into what you are looking for because you didn't do your homework. And to you Job Seekers, please read that job description and person specification before sending that CV. Don't apply if you aren't a fit for that role. Don't wing it so you won't get into that organization, that is if you are able to wriggle your way in, and become a misfit. So this is where I will call it a day on this episode of Moments That Matter With Kehinde. Until next week when I come your way again, remember, hope is not a strategy. You want to attract the best talents in your industry or your market? you need to be deliberate. You want to be the best candidate or employee of choice? You need to be deliberate. Bye for now. Have a great week. PS:send me a mail at mtmwithkehinde@gmail.com if you have any people or career issue(s) you would like me to address on the program. I am here to help you become that employer or talent of choice.

  6. 07/01/2020

    Episode 1: Introduction to Moments That Matter With Kehinde

    Hello there. I am Kehinde Akande-Akangbe. I am a Human Resource, Branding and Social Impact Consultant. This is the introductory episode of my weekly podcast, Moments That Matter With Kehinde. Why did I chose that theme for this podcast, I am sure you are wondering. It's simply because there are so many moments that matter, and by that I meant significant touch points in the pre-employment and employment relationship between a brand and its potential and existing talents, starting from recruitment to selection, induction, training, performance management, compensation, exit and every other interactions in between. How an organization handle these 'Moments That Matter' will not only affect her ability to attract and retain talents, but also her ability to achieve the business objectives. So, I thought to myself, Kehinde why don't you create a platform where Job Seekers, Hiring Managers, Human Resource Professionala, Employees and Business Owners will be engaged in real time, authentic conversations that will about mutual understanding and a significant improvement in the employment experiences of these stakeholders? That was how I conceived and birthed 'Moments That Matter With Kehinde'. This program is definitely not for the faint-hearted as we will be going hardcore at those uncomfortable employment-related conversations. Of course, we will be doing some serious table-shaking in here. I hope you will come along on this journey with me so we can learn together and I also hope listening to this weekly podcast will be worthwhile. Thank you for listening to me. Have a great week!

  • 6 Episodes

About

Moments That Matter With Kehinde is a platform focused on real life, authentic conversations with job seekers, Hiring Managers, HR professionals, Employees and Business Owners with a view to bridging expectation gaps, fostering mutual understanding, improving employer brand and employee experience. Send your inquiries, questions, experiences, etc to mtmwithkehinde@gmail.com Kehinde Akande-Akangbe is a Human Resource Consultant with expertise in Employer Branding, Employee Engagement, Body Confidence Coaching and Sustainable Social Impact Advocacy Design &Implementation.

Information