Blog

Writing Successful Job Adverts

  • 16/06/2016
  • Dave Rigby
  • Tips For Successful Recruiting

Job adverts can be written in many different ways, though there are some key elements that all recruiters need to include in order to attract the right and suitably qualified candidates. 

A great job title

You need a job title which, whilst relevant to the job, is also familiar to those in the industry who might apply.  Candidates search online by job title, and therefore a 'Transparency Enhancement Facilitator' won't do you any favours, whilst 'Window Cleaner' would be ok …

Recruiting? How to advertise to get the best results...

  • 16/06/2016
  • Dave Rigby
  • Tips For Successful Recruiting

Times have changed when it comes to advertising jobs.  Gone are the days when we all waited for 'Jobs Day' in the local paper, and it's clear now that the jobs pages have shrunk beyond belief for a substantial number of papers.  Our advice when it comes to searching for your staff, on a limited budget, is to source a mix of channels which help you reach the right number and quality of candidates for your job. 

Our top tips are: 

  1. Pick at least one job board to …

Can you tell if your Candidate is Lying at Interview?

  • 16/06/2016
  • Dave Rigby
  • Tips For Successful Recruiting

Many of us know the costs we can face if we find that the person we've recruited doesn't have the skills, experience or attitude they said they have when we interviewed them. Once you've dismissed that employee, having to advertise, interview, appoint and induct someone else can be a costly business, never mind the wasted salary of the person we shouldn't have hired, and the potential loss of business / productivity. 

Trying to work out if your candidate isn't being honest at their …

How to spot a Poor Candidate at Interview

  • 07/06/2016
  • Dave Rigby
  • Making The Right Selection Decisions

There are some typical warning signs you need to watch out for at interviews – even if your candidate ticks all the boxes in terms of experience or qualifications, that doesn’t mean they’ll be your ideal next hire. Here are the main things we think you’ll need to look out for:

They are late!

Candidates who want to impress will be on time, and I expect at least a good 10 / 15 minutes early.  Being late can mean they are disorganised, don’t plan ahead and …

Ask the Team to select their new Manager

  • 07/06/2016
  • Dave Rigby
  • Making The Right Selection Decisions

Ever wondered how to recruit a manager who stands a good chance of fitting in well with the team? You can carry out all sorts of tests and challenges during the selection process, but we favour something which we know works well: let the team decide!

Now, we’re not saying the team should take charge of the whole recruitment exercise for their new boss, as you should always have the formal selection processes in place, but allowing the team some input into who could be their next leader …

Internal vs External Recruitment

  • 07/06/2016
  • Dave Rigby
  • Supporting Your Employees

Many employers make a point of advertising vacant jobs internally before they consider opening the floodgates to external candidates. It’s something we would always suggest employers consider before they place an external advert, particularly because:

  • Existing employees will feel they are being given a serious chance, and
  • It shows you value their skill set and are keen on seeing your staff progress

There will be times when you can’t restrict a vacancy to an …

Common Recruitment Mistakes

  • 07/06/2016
  • Dave Rigby
  • Finding The Best Candidates

There are some common mistakes employers make when recruiting – we thought we’d point out a few for you to have a think about:

  • Advertising in the same place – every time you recruit. For a few, it works, but others need to find ways of reaching a different and larger audience of potential candidates.  Online recruitment, on both job boards and across social media, has now become the most effective way of finding candidates for most employers, and gives recruiters …

Getting your Job Interview setting right

  • 26/05/2016
  • Dave Rigby
  • Aiming To Get The Best From Your Candidates

What ever job you are interviewing for, it’s crucial for success that the environment you are using for the interviews is the right one for the task in hand. When you think that the aim of a job interview is generally to allow you to get the best from your candidates, then you need to ensure that it’s a comfortable and appropriate setting for both interviewee and interviewer.

Some general principles to follow for your interview setting are:

  • It’s a private room, where …

3 Commons Reasons we recruit the wrong people.

  • 26/05/2016
  • Dave Rigby
  • Making Better Selection Decisions

We all have to be very careful when recruiting that we hire staff suitable for the job and the company. Sometimes, we make mistakes, and here are 3 of the common reasons why:

Recruiting in your own image

This can take so many forms – not necessarily that someone looks like you, but generally that the candidate shares many of your attributes such as your sense of humour, style, background, work ethic, qualifications and so on.  Having commonality can help you feel a certain …

Helping a Nervous Candidate through a Job Interview

  • 26/05/2016
  • Dave Rigby
  • Getting The Most From Your Candidates.

Taking into account that the purpose of a job interview is to test the suitability of a candidate for a job, and give them the chance to do well, you should make every effort to allow people to perform at their best. 

Sometimes though, we see candidates come through the door who appear to be a total nervous wreck. We've set out below a few ideas for strategies to deal with these situations which you can try next time you're faced with a flustered and terrified looking interviewee: