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David Reynolds

Professional Profile

David Reynolds FCA; MAICD

Current Position

Executive General Manager Consulting

Qualifications/Education

Degree in Accounting – Royal Melbourne Institute of Technology

Post Graduate Diploma Commercial Law- Monash University

Affiliations

Member – Association of Career Professionals International

Member – Australian Institute of Company Directors (MAICD)

Fellow – Institute of Chartered Accountants

Fellow Australian Institute of Management

Career Summary

David has had extensive experience in the chartered accounting, human resource consulting and management consulting professions as a senior executive and partner. He has also held senior financial and general management positions in Commerce.

His experience has covered a wide variety of industries including financial services, insurance, stock broking, property trusts, retailers, travel, tourism, mining and resources, technology, manufacturers, not for profit, professional services and education.

Experience has been gained at all levels within client companies involving strategic HR consulting, strategic planning, leadership development and assessment, performance management, succession planning, career management, outplacement, business and marketing planning, audit and accounting, liquidation and close down, human resources management and training.

Areas of Professional Competence

David has overall responsibility for a number of practice areas in his roles. Nationally he is responsible for HR Consulting, Psychometric Assessment Services, Proteus Career Solutions, CM Training Solutions, Online Inductions. He was previously General Manager Consulting for Hudson Global Resources and prior to that was GM Queensland for the Hudson Group. He has been offering clients a wide range of consulting services including Career Transition Management and Outplacement, Training and Development, Rewards Consulting, Change Management, Coaching & Mentoring, Performance Management and Strategic Planning since 1994.

 

 Articles by this Author

Employers can improve staff retention by conducting "stay interviews", which are far more valuable than traditional exit interviews, according to a senior recruitment executive.

Chandler Macleod Consulting executive gm David Reynolds said by the time an employer carried out an exit interview, it was already "too late", and annual satisfaction surveys didn't provide timely information.

Companies should be more proactive in monitoring staff satisfaction by undertaking a regular workplace health check and allowing employees to evaluate their performance as an employer, said Reynolds.

"While many businesses conduct exit interviews when staff resign, very few think to conduct a 'stay interview'. The main benefit of a stay interview is that you're able to identify issues and problems at an early stage, before they've reached crisis point and are causing high staff turnover," he said.

The concept of stay interviews was still relatively new to the Australian workplace, Reynolds told
Shortlist, but innovative employers, especially in the financial services sector, were beginning to trial the concept.

Reynolds suggested employers conduct stay interviews on a quarterly basis as this allowed managers to keep abreast of issues that could potentially lead to staff turnover, he said.

The interviews should be handled by an independent facilitator such as the HR department or an employee from a different area, rather than the employee's direct manager, he said.

To see David's biography, click on his name.