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in Careers & Talent

Don’t move, improve

Don’t move, improve

“Should I move jobs?”, was a question that came up a lot when I was performing my duties as a mentor at a recent IPA event. Agency staff from across our industry wanted to know if they’d be better off in another workplace and were under the impression they could earn more elsewhere or get promoted more quickly by moving. Read more

Why diversity of thinking, ideas and people is what makes agencies a joy to work with

Why diversity of thinking, ideas and people is what makes agencies a joy to work with

At last week’s Members’ Lunch Sarah Ellis, Head of Marketing at Sainsbury’s, gave an address to the audience on her experiences and insights gained from chairing the judges for the IPA Gold CPD Accreditation. We thought her perspective as a client was an important read for our wider membership. To that end, here’s a specially edited version of that opening address. Read more

Talent Evening

Talent Evening

On Tuesday 8 September, senior management, L&D and HR Professionals gathered at an IPA drinks reception to hear from three speakers why and how we could protect and grow our biggest asset, our people. Read more

Six key take-outs from the IPA diversity strategy day

Six key take-outs from the IPA diversity strategy day

On Monday, 27th July over 50 undergraduate recruitment experts, agency leaders and talent directors attended a Briefing and Consultation on the IPA’s new Diversity strategy for top STEM and BAME candidates. We explored diversity in terms of skills and ethnicity to help agencies transform their undergraduate recruitment process in time for the 2015/16 recruitment cycle. Read more

Ask Liz: should I fire a popular employee?

Ask Liz: should I fire a popular employee?

Dear Liz, a few months ago we hired a great guy who, as we thought, has fitted into the team really well. He’s had a really positive impact on the office, and everyone gets on very well with him. Unfortunately we’ve come to realise he doesn’t hold the skills we thought he did and isn’t progressing well in his actual role. Other people we interviewed may have fit the bill skill-wise, but wouldn’t have gelled as well into our working environment. What would you recommend I do – keep him or let him go? Read more

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