Unlike a(aaa)ll the other articles on how to be a good human resources recruiter, this time we weren't talking to experts in the field. Yes, we went to talk to the candidates/interviewees and asked them about what they least like about an HR professional. So if you work as an HR recruiter, this article is for you.

For a long time, companies saw their employees as a mere resource in the organisation. This meant Human Resources (HR) acted as a department whose functions should include adding value to the organisation's financial, intellectual and economic capital. In other words, as an interface between capital and work, two fields that are often opposite.

Knowing how to calculate your salary is essential for you to receive a fair and appropriate compensation for the role in question and to know how much you will actually get. In addition, it is also very useful for you to be able to discuss your salary and come out winning.

In recent months, a lot has been said about the phenomenon "The Great Resignation" and the way in which companies anticipate the growing need to increasingly meet the real - and personal - needs of their employees. But what is this phenomenon all about?

More than discussing who comes from Venus or Mars, at Coverflex we are interested in knowing how employees can be happy - or happier - at work. After all, what do they want and what does talent look for in a job and in a company?

The pandemic kept us all at home. And, when we say “all of us”, we mean “all of us”: children included! However, Covid-19 did not prevent parents from working as much (or even more) nor did it require them to be less productive. And it was far from facilitating the act of taking care of a child - quite the opposite, actually. If a one-year-old child needs constant surveillance, what about a 10-year-old child, with the demands of the virtual school?

"Finding a new job was, for me, the only way out”, begins Raquel Santos when telling us about her experience in one of the most important consulting and auditing companies in Portugal - and in the world. She still remembers the many days when she left work at eight and at ten in the evening ("so many times!”) - and even later -, when she would to the office during the weekend, or even when she ended up taking work home.

Mentioning compensation in a job description can often be a delicate and even complex task. And when you work with Coverflex, for example, where there are endless benefits, how can you highlight the most important ones? Or how can you quantify them? We also know that it's always a challenge having to communicate a concept that is still, for many, unknown, without dispersing. Also - and here we are on your side, HR recruiters - that is not the purpose of a job description.