Welcome to Vinehouse Ltd

Hiring and Recruitment
SMART Objectives setting
Skills for work

At Vinehouse, we see proof every day that high-performing teams start with defining each role properly and hiring the right person for each role. Then set the right SMART Objectives, give feedback and carry out performance appraisals in the right way, and you’ll get the very best out of your people.

Nancy Slessenger and her team have the experience you can rely on to help you.


Vinehouse Hiring and Recruitment Service

“I didn’t even know you can hire people efficiently in a way that allows you to dial them into the culture of the company” James P Friel



We have just created a new product designed to help you do it yourself using our process.


Find Out More Now


Our proven hiring system starts with defining the purpose of the job. Then we work with you to define the job specification and the objectives so you know exactly what your new recruit will be doing.
After that we create a person specification. You can read more about the details of our Hiring and Recruitment Service here.

All the background work we do means that you don’t waste your time screening lots of applications or interviewing loads of unsuitable candidates. We do the filtering for you using our carefully defined process. You only get to meet the candidates who can actually do the job.
Read more about the Vinehouse Hiring and Recruitment Service.

If  you want to do it yourself using our process find out more here.


Find Out More Now


Objectives and Goals

Once you’ve hired your people, you want to get the best out of them. We’ve seen time and time again that the key to good performance management is good Objectives.
Whatever you call them, writing SMART objectives, SMART goals or SMART targets is far more difficult than most people think. But it doesn’t have to be; we can help.


You see…


People make many basic mistakes because they simply do not know the A to Z method, the principles that take away the struggle and avoid the errors we see many managers (even whole organisations!) making every day.







Writing SMART objectives

Getting your objectives right is crucial for any business or organisation. When you have your objectives right, everyone in the organization knows exactly what they need to do in order for your organization to achieve its goals.


Whether it’s writing your objectives from scratch or tidying up the ones you already have, all the activity in your organization should be pointing in the same direction.


After working with Vinehouse on their objectives clients tell us that they:


How many problems are you facing?


To help you…

We will write your objectives for you. We even have lots of materials that make it easy for you to write your own objectives.

And if you would like us to – we will walk you through the whole process.


Why trust us?


For over 20 years we have been working with people in every kind and size of organisation from big corporate international companies to small businesses and individuals. During that time we have written thousands of SMART objectives and SMART goals for thousands of people just like you.

We will identify why your objective-writing efforts are getting stalled, and how to get moving again and take your most important existing objectives and make them even clearer and more actionable. Get better results: more easily, more often.


How we can help



Personal help



What objectives are really for?


Objectives and targets are there so that everyone in your organisation knows exactly what they personally need to achieve in order for your organisation to achieve its goals.

If the objectives are not clear, it will be much more difficult for you to achieve your goals. So get the help you need right now.


Get help now


To get personal help, call us at (+44) 01483 811418 or contact us and we’ll help you.

We’ve been walking people just like you through the challenging process of setting clear objectives. It’s something we have years of experience in, and we’d love to help you with your situation.


Stop struggling right now and find the pain free way of dealing with objectives, goals and targets.

Grapevine – The Blog

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  Poor Performance Jim came on one of my Leadership Skills training courses. He came across as a lovely, kind manager. He had a difficult situation to deal with. He recounted a horror story to us of a feckless and … Continue reading

Posted in Behaviour, Difficult Situations, Leaderhip skills, Measuring performance, Performance Management | Comments Off on What should you do when you have a performance issue with a team member?

He’s the nicest person, but I wish we’d never hired him…

Some of the nicest people I’ve worked with have been useless at their jobs. Sad, but true. I’m sure you’ve known people like that too.   How does this happen? After all, you know you went through a tough selection … Continue reading

Posted in Happiness, Interviews, Person Specification, Recruitment | Comments Off on He’s the nicest person, but I wish we’d never hired him…

The Sad Death of a Great Teacher

  On Wednesday I was quoting my old Maths teacher, Mike Bullen (always known as Mr. Bullen to us while we were at school). “If you’d just get the easy questions right you’d all pass the exams.” When I got … Continue reading

Posted in Brain | Tagged , | 2 Comments

Hot Chocolate For Your Memory (yes really)

  How’s your memory? A while back, I touched on an issue that plagues a lot of people as they get older – memory loss and difficulty forming and keeping new memories.     A big part of memory difficulties … Continue reading

Posted in Brain, Grapevine, Memory | Tagged | 4 Comments

How do you use résumés and CVs in recruitment?

  How much should you rely on CVs and résumés? Are they any good at all?   I recently talked to a man from a recruitment agency who had stopped using them.       The recruitment basics   You … Continue reading

Posted in Recruitment | Tagged , , | Comments Off on How do you use résumés and CVs in recruitment?

How many years experience should a candidate have?

  Often our recruitment clients are very specific about how much experience they need candidates to have. They say they want 9 years of experience in one area 5 years of something else and more years of yet another area. … Continue reading

Posted in Recruitment | Tagged | Comments Off on How many years experience should a candidate have?

Is recruitment an art or a science?

  Here’s a question I needed to answer recently, along with what store you should set by résumés / CVs and how much experience you should be looking for or if experience even counts at all.   A few principles … Continue reading

Posted in Grapevine, Recruitment | Tagged | 2 Comments

How do you measure ‘soft’ skills?

    One of the things our recruitment clients often ask about is how to measure ‘soft’ skills.     Yes, they are more difficult to measure than some of the more technical skills. However, there are ways. Today I’m … Continue reading

Posted in Recruitment | Tagged | Comments Off on How do you measure ‘soft’ skills?

When poor performance is really poor management

    Imagine the scenario- you recruit a new person into your team and a couple of months later he or she is still not performing.     What do you do?     That was the situation faced by … Continue reading

Posted in Leaderhip skills, Leadership, SMART Objectives | Tagged , | 2 Comments

Is your memory going or are you just getting old?

    Last week I was at the Edinburgh Fringe Festival. I went to see a show based on one of my favourite TV shows from my childhood,  Noggin the Nog.     I loved it. It was staged very … Continue reading

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