News
People, Culture and Opportunity: 25 Years in Recruitment
This year CMA’s Commercial Director, Richard Dibden, celebrates an impressive 25 years with the business. We sat down with Richard to uncover how the industry and indeed the company has changed in that time, his highlights and importantly, what it is about the culture at CMA that keeps him here.
Investing in Women: Why It’s Crucial & How Businesses Are Making It Happen
In the dynamic landscape of modern business, the conversation around gender equality and diversity has never been more prominent. This article delves into the heart of this discussion, exploring why investing in women is no longer just a moral imperative but a strategic one.
What Questions Should You Ask at the End of An Interview?
Interviewer: "Do you have any questions for us?" This can be a tricky question that throws off many candidates. By this point of the interview you're tired - and it can feel like the interviewer has covered many of the bases! However, asking questions is essential as it shows your interest and helps reveal more about the company. If you get stuck for what to ask at the end of an interview then read on.
Embracing Neurodivergence in the Workplace
Embracing neurodiverse perspectives in the workplace creates an inclusive culture, ensuring everyone feels valued and is able to add value. Fostering an inclusive workplace helps you tap into the valuable talent available to you. In this article we explore the challenges for neurodiverse workers and offer practical tips for employers to nurture neurodiverse talent.
Cognitive Diversity and the Board
CMA’s Associate Director George Weston discusses the difference between diversity and cognitive diversity when it comes to hiring on the board – and warns of the risks of groupthink.
Unconscious Bias and How to Reduce it in Your Recruiting
Unconscious bias has a significant impact on the hiring process, leading to unfair outcomes and perpetuating inequalities, in turn creating a certain environment that forms the basis of a culture of an organisation. In this article, we explore discrimination and unconscious bias in the hiring process and explain how hiring managers can eradicate bias in their recruiting.