After starting his working life as a lecturer in Psychology, Neil started a career in HR management in 1996. For the next 12 years he worked in a variety of specialist and generalist HR roles in FTSE100 companies, including Rentokil Initial and GUS (which latterly became Home Retail Group).
Neil joined the Random House Group in 2008 taking responsibility for strategic people issues across their publishing and distribution offices in the UK, APAC, India and South Africa. He was one of the main leads in helping to steer and finalise the global merger between Random House and Penguin – the most
significant merger in publishing history.
His remit encompassed commercial strategy, communications, creative responsibility and HR.
As of July 2017, Neil is HR Director at Severn Trent plc.
Neil has won numerous industry awards and is a regular commentator on workplace issues for a number of trade and generalist publications. He writes his own popular blog, Change-Effect and tweets as @neilmorrison.
In 2015, Neil was appointed as a non-executive director to the board of the Chartered Institute for Personnel and Development.
Every time you advertise a role, you have hundreds of applicants from some of the top schools and universities around. But how do you know that they’re the best applicants you could have? What if there are many more talented people out there that you’re simply not connecting with? And does best academic performance equal best job performance?