Head Light retains ISO 27001 certification

    Head Light is pleased to announce that followed an audit we have once again passed and been awarded the ISO 27001 certification for Information Security Management. Achieving this internationally recognised certification is a clear demonstration of Head Light’s commitment to information security, data protection and continuous improvement.…

    Wishing you a Happy Christmas and a prosperous 2019

    The team at Head Light would like to wish all customers, partners and friends a very Happy Christmas and a Prosperous New Year. We've decided not to send Christmas cards this year - or reprint branded pads of paper, pens and USB sticks as 'giveaways' in 2019 - as we think this is adding to the waste in the world. Instead, we are donating the money we would have spent to The Plastic Ocean Foundation UK (Registered Charity number 1139843).…

    Head Light gains ISO 27001 certification

    Head Light is pleased to announce achievement of ISO 27001 certification for Information Security Management. Achieving this internationally recognised certification is a clear demonstration of Head Light’s commitment to information security, data protection and continuous improvement.…

    Expanding our Partner Network of talent management software

    We are delighted to announce that we are growing our network of Partners to promote, sell and deliver our customisable, cloud-based talent management software – Talent Cloud®.…

    Management bias can hold back employees

    HR teams need to use and interpret data more effectively if they want to overcome management bias and spot who really has talent and potential in their organisation, according to talent management software specialist Head Light. “Organisations rightly want to identify which employees have the capability and potential to add real value in the future, so they can nurture, engage and retain them,” said Debbie Hance, Head of Business Psychology at Head Light. “But many HR teams find it difficult to articulate what they mean by ‘potential’, so it’s often left to the opinions of managers or the views of an interview panel whether or not someone is deemed to be ‘talent’. The whole process is vulnerable to psychological bias and this could be holding back the progression of talent in today’s organisations.”…

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