Chrysalis Talent Development

Name: Chrysalis Talent Development
Address: Shefford, GB
Telephone: +447865789007

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Chrysalis Talent Development

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Organisations are built with people at the heart of them. At least until AI takes over the world! My expertise? Don’t just take my word for it! Drop me a DM.

Talent Management Consultant 🦋 | Leadership Coach | Empowering growth, unlocking potential | Chrysalis unleashes talent for career development and business growth With over 25 years of HR experience, I’m on a mission to help businesses harness the full potential of their greatest strength – their people. Crafting talent management strategies that ensure you’re not just filling roles but creating a powerhouse team that drives your business forward. I specialise in:

• 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝗰𝘆: Designing strategies that align your people with your business goals.
• 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴: Focusing on leadership development and career transitions that unlock potential. What sets me apart?

• 𝗧𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: No one-size-fits-all approaches here. We'll work together to create a plan that fits your unique needs and budget.
• 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Clear proposals, no hidden costs – just straightforward solutions to your talent challenges.
• 𝗥𝗲𝘀𝘂𝗹𝘁𝘀-𝗗𝗿𝗶𝘃𝗲𝗻: My work translates to confident leadership, engaged employees, and a workforce primed for success.
• 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲: See me as an extension to your existing teams, working together to achieve your business goals. Read my LinkedIn recommendations section to hear from others. Who am I outside of the day job? Authenticity is a deep-rooted value of mine, so you’ll meet the ‘real me’ anyway. But when I’m not working on transforming businesses, you’ll find me embracing family chaos with my husband, two young sons, and our puppy. Whether it’s assault courses in the garden, movie nights in homemade camps, or fiercely competitive game sessions (because life lessons start early!), I’m all in. And yes, I'm a proud child of the 80s and 90s. Expect the occasional nostalgic reference or throwback tune in my posts – consider it my personal brand of time travel! Ready to revolutionise your talent strategy or just want to debate the best 90s TV show? Let's chat about your business needs – or maybe which boyband reigned supreme. Either way, it's bound to be entertaining!

09/10/2026

How healthy is your organisation's approach to Talent Management?

You might have plenty of talent activity in place.

Recruitment. Onboarding. Leadership development. Performance conversations. Succession planning. Learning and development.

But having the individual pieces doesn't necessarily mean they're working together.

Effective Talent Management creates a golden thread between what your organisation is trying to achieve and the people, capability and potential it needs to get there.

That's why I've created the Chrysalis Talent Management Health Check.

In around 3 minutes, you'll answer 9 questions designed to give you a high-level view of how effectively your current approach is working together.

You'll receive one overall Talent Management Health Score, helping you understand whether your approach is currently fragmented, developing, or consistently embedded.

The Health Check is built on the principles of the Chrysalis Talent Management Maturity Framework™, which looks across the nine interconnected capabilities that enable organisations to attract, grow and retain the talent they need to succeed.

This isn't the full Maturity Assessment. It's deliberately a quick, high-level starting point designed to help you step back from individual initiatives and look at the health of your overall approach.

3 minutes. 9 questions. 1 overall score.

Take the free Talent Management Health Check here 👇
https://lnkd.in/erugrsgv

Because good Talent Management isn't about doing more things.

It's about making sure the right things are connected.

01/10/2026

Today is my 27th HR birthday! 🎂

Which means I started my HR career in the last millennium.

THE LAST MILLENNIUM 🤣

On 1 October 1999, I started my first role in what wasn't even really called HR then.
It was Personnel.

That's how long I've been doing this. 😂

Somehow, 27 years have passed since then. The profession has changed enormously, I've changed enormously, and my career has taken me through pretty much every corner of HR before leading me to the bit that really captured me: Talent Management.

Then, after almost 25 years working in-house, I stepped out and created Chrysalis.

But when I think about what those 27 years have given me, it isn't just the experience.

It's the people. ❤️

I've worked with some brilliant people over the years, both within HR teams and right across the businesses I've been part of. People I've learned from, laughed with, been challenged by, supported and been supported by.

And many of those relationships have lasted long after we've stopped working together.

I've learned an enormous amount about what works, what doesn't, and what looks fabulous on paper but falls apart when it meets real organisations and real people.

I'm still learning. I'm still changing my mind about things. And I'm still ridiculously passionate about what I do.

But apparently I can say I've worked in HR across two millennia.

Which sounds considerably more impressive than 27 years, so I think I'll be using that from now on. 🤣

Happy HR birthday to me 🥳

04/09/2026

𝗛𝗼𝘄 𝗺𝘂𝗰𝗵 𝗱𝗼𝗲𝘀 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗮𝗯𝗼𝘂𝘁 𝗵𝗼𝘄 𝗶𝘁 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝘀?

Not the candidate records.

The 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴.

We recruit someone.

They join.

We move on.

Then another vacancy appears and, all too often, we simply start the recruitment process again.

But imagine if every recruitment campaign made the next one better.

Perhaps you learn that one source consistently produces stronger candidates.

That something you thought mattered at interview turns out not to matter much at all.

That new starters repeatedly arrive with a skill gap you hadn't anticipated.

That your onboarding needs to address something earlier.

Or that the people who thrive in the role have something in common that you weren't originally assessing for.

That’s the bit I think organisations can miss.

𝗘𝘃𝗲𝗿𝘆 𝗵𝗶𝗿𝗲 𝗴𝗶𝘃𝗲𝘀 𝘆𝗼𝘂 𝗻𝗲𝘄 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻.

And that information should feed back into what you do next. 🔄

Recruitment → Onboarding → Review → Learning → Better recruitment.

Not a series of individual vacancies.

A learning loop.

Because the goal isn't simply to fill the next vacancy.

It's to become better at recognising, selecting and developing the talent your organisation needs.

04/09/2026

𝗧𝗵𝗶𝗻𝗸 𝗮𝗯𝗼𝘂𝘁 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘆𝗼𝘂’𝘃𝗲 𝗵𝗶𝗿𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗮𝘀𝘁 𝟭𝟮 𝗺𝗼𝗻𝘁𝗵𝘀.

𝗪𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲 𝘁𝗵𝗲𝗺 𝗮𝗴𝗮𝗶𝗻? 👀

That question might tell you more about the success of your recruitment than how quickly you filled the vacancies.

Recruitment teams often track things like:

⏱️ Time to hire
💰 Cost of hire
📋 Vacancy fill rate

All useful.

But there’s another question I’d love to see organisations asking much more often:

𝗗𝗶𝗱 𝘄𝗲 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲 𝗮 𝗴𝗼𝗼𝗱 𝗵𝗶𝗿𝗲?

Fast doesn’t necessarily mean good.

Cheap doesn’t necessarily mean successful.

A few months down the line...

⭐ Are they performing well?
😊 Are they engaged?
🌱 Are they growing into the role?
🙌 Are they still there?
🔁 Knowing what you know now, would you choose them again?

Of course, recruitment is only part of that story.

Great people can be let down by poor onboarding, weak leadership or a bad employee experience.

But if we never look back at the hiring decisions we’ve made, how do we ever get better at making them?

Recruitment success shouldn’t just be measured when someone signs the contract.

Sometimes you need to look back months later and ask:

𝗗𝗶𝗱 𝘄𝗲 𝗴𝗲𝘁 𝗶𝘁 𝗿𝗶𝗴𝗵𝘁?

03/09/2026

𝗕𝗲 𝗵𝗼𝗻𝗲𝘀𝘁... 𝗵𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝗿𝗲𝗮𝗱 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲’𝘀 𝗖𝗩 𝗳𝗶𝘃𝗲 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄? 😬

No judgement. I know how it happens.

Your diary is packed.

You’ve got six interviews back-to-back.

Something urgent crops up.

And suddenly you’re speed-reading a CV while waiting for the candidate to arrive.

But here’s the thing...

𝗧𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘀𝘁𝗮𝗿𝘁𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗱𝗼𝗲𝘀.

Even ten minutes of proper preparation can completely change the conversation.

Before an interview, I’d want a hiring manager to know:

🎯 What does success actually look like in this role?

🧩 What competencies am I assessing?

📄 What have I noticed in their CV or application that I want to explore?

❓ What evidence do I need to gather?

👋 How am I going to introduce the role, team and organisation?

💭 And what impression do I want this person to leave with, whether they get the job or not?

Because good interviewing isn’t about having a clever list of questions in front of you.

It’s about being prepared enough to actually 𝗹𝗶𝘀𝘁𝗲𝗻 to the answers.

The best interviewers don’t wing it.

They do the work before the candidate walks through the door. 🚪

03/09/2026

𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁.

𝗢𝗿 𝗮𝗿𝗿𝗼𝗴𝗮𝗻𝘁?

Same candidate. Same behaviour. Two completely different conclusions. 👀

I’ve trained assessors for assessment centres over the years and one thing has always fascinated me...

Give several people exactly the same evidence and they can interpret it very differently.

One manager sees confidence.

Another sees arrogance.

One sees someone who “really knows their stuff”.

Another sees someone who “talks too much”.

Neither is necessarily deliberately wrong.

We’re human. We all view people through our own lens.

And that’s exactly why hiring can’t just come down to:

💭 “I really liked them.”

💭 “They felt like a good fit.”

💭 “I’ve got a good feeling about this one.”

Good hiring needs structure.

🎯 Clarity about what success in the role actually looks like
🔎 Questions that uncover real evidence
⚖️ Consistent ways of assessing that evidence
🧠 Awareness of the biases we all bring with us

And, ideally, no interview questions that should have been left firmly in the last millennium! 😂

Because interviewing is a skill.

But 𝗵𝗶𝗿𝗶𝗻𝗴 is a capability.

And when you consider the impact one hiring decision can have for years afterwards, it’s a capability worth getting right.

02/09/2026

𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗻𝗲𝗮𝗿𝗹𝘆 𝟮𝟬 𝘆𝗲𝗮𝗿𝘀 𝗹𝗮𝘁𝗲𝗿. 😳

A few weeks ago, I bumped into someone in a coffee shop who I hadn’t worked with for almost twenty years.

Years earlier, he’d sent me a lovely message about the interview when I hired him.

So after seeing him again, I asked if he’d mind me sharing it.

He said:

💬 “I still remember the interview. You had a totally relaxed, humorous and professional way of conducting things. It didn’t feel like an interview, more like a chat in a café.”

Which feels particularly appropriate given where we bumped into each other! ☕😂

It made me smile.

But it also made me think.

Nearly 20 years later, he didn’t remember the questions I asked.

He didn’t remember the interview structure.

He remembered 𝗵𝗼𝘄 𝗶𝘁 𝗳𝗲𝗹𝘁.

And I think there’s something really important in that.

Candidate experience isn’t only about having a good recruitment process.

It’s also about whether people feel:

❤️ Welcomed
🤝 Respected
👂 Listened to
😊 Comfortable enough to be themselves

Because recruitment conversations are easily forgotten.

𝗛𝗼𝘄 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗿𝗮𝗿𝗲𝗹𝘆 𝗶𝘀.

And apparently, sometimes they remember it for twenty years. 🥰

02/09/2026

𝗗𝗼 𝘆𝗼𝘂 𝗿𝗲𝗮𝗹𝗹𝘆 𝗻𝗲𝗲𝗱 𝘁𝗵𝗮𝘁 𝗳𝗼𝘂𝗿𝘁𝗵 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄? 👀

Or that lengthy assessment?

Or the presentation exercise that bears very little resemblance to the actual job?

A rigorous recruitment process isn’t necessarily a bad thing.

Some roles absolutely need one.

But I think there’s a simple rule every stage should have to pass:

👉 𝗜𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗲𝗮𝗿𝗻 𝗶𝘁𝘀 𝗽𝗹𝗮𝗰𝗲.

If you can’t clearly explain what an interview, assessment or exercise is helping you understand, is it really adding value?

Because candidate experience isn’t just about replying quickly and giving feedback.

It’s about whether the whole experience feels purposeful, fair and respectful.

I’ve pulled together 6 stages to help you put your own recruitment process to the test.

👉 Swipe through and see how yours stacks up.

And be honest... is there a stage you’d happily get rid of tomorrow? 😬

01/09/2026

𝗬𝗼𝘂 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗱 𝗳𝗶𝘃𝗲 𝗽𝗲𝗼𝗽𝗹𝗲.

𝗢𝗻𝗹𝘆 𝗼𝗻𝗲 𝗴𝗼𝘁 𝘁𝗵𝗲 𝗷𝗼𝗯.

What would the other four say about you? 👀

We talk a lot about candidates making a good first impression.

But recruitment is a two-way street.

While you’re deciding whether someone is right for your organisation, they’re deciding whether your organisation is right for them.

And these days, they have plenty of ways to find out.

🔎 Company reviews
💬 Interview feedback
📱 Social media
👥 Friends and professional networks

Research from Glassdoor found that 83% of job seekers look at company reviews and ratings, reading an average of six reviews before forming an opinion.

So every interaction matters.

Did you acknowledge their application?

Did the interview start on time?

Were you honest about the role?

Did you keep them informed?

And, if they didn’t get the job, did you actually tell them? 😬

Years ago, a poor candidate experience might have been shared with a couple of friends over coffee.

Now it can become part of the story hundreds of future candidates hear about you.

Which is why candidate experience isn’t just an HR issue.

𝗜𝘁’𝘀 𝗮 𝗿𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝘀𝘂𝗲.

So perhaps one of the best measures of your recruitment process isn’t simply who accepted the job.

It’s what the people who 𝗱𝗶𝗱𝗻’𝘁 get the job would say about you afterwards.

Would you be happy with the story they told? 🤔

01/09/2026

𝗜𝗳 𝘄𝗲 𝘄𝗼𝘂𝗹𝗱𝗻’𝘁 𝘁𝗿𝗲𝗮𝘁 𝗮 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝘁𝗵𝗮𝘁 𝘄𝗮𝘆… 𝘄𝗵𝘆 𝘄𝗼𝘂𝗹𝗱 𝘄𝗲 𝘁𝗿𝗲𝗮𝘁 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘁𝗵𝗮𝘁 𝘄𝗮𝘆? 👀

Businesses spend a lot of time thinking about the customer journey.

Every touchpoint matters.

✨ What’s their first impression?
🤝 How easy is it to engage with us?
😬 Where might they get frustrated?
❤️ What makes them want to choose us?

So why don’t we always think the same way about recruitment?

Because while you’re assessing a candidate...

𝗧𝗵𝗲𝘆’𝗿𝗲 𝗮𝘀𝘀𝗲𝘀𝘀𝗶𝗻𝗴 𝘆𝗼𝘂 𝘁𝗼𝗼.

The job advert.

The application.

The interview invitation.

How they’re welcomed.

Whether you keep them updated.

How you give feedback.

What happens once they say yes.

Every single interaction tells them something about what it might be like to work for you.

Does it feel organised?

Respectful?

Human?

Does it actually reflect the values on your website?

I often encourage organisations to map their recruitment journey through the candidate’s eyes. 🔎

It can be incredibly revealing.

Because recruitment isn’t just about choosing the right person.

It’s about giving the right person a reason to choose you too.

𝗜𝗳 𝘆𝗼𝘂 𝘄𝗲𝗿𝗲 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻, 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗵𝗲 𝗷𝗼𝗯? 🤔

Address

Shefford

Telephone

+447865789007

Website

http://www.chrysalistalent.uk/, https://talentmanagementhealthcheck.scoreapp.com/, https://www.business-buzz.org/hertfor

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