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See below for recruitment news as well as some useful tips and insights from the founder of The Job Guru, Steve Ackroyd and the team, an acknowledged industry expert and trusted advisor, which you will hopefully find useful.
Steve was recently invited to be interviewed by Angela Jones and Dave Harries on their podcast, The Communication Paradox.
You can listen here:
Herefordshire and Worcestershire Chamber Expo
We had a great time at the Chamber expo held at the 3 Counties Show Ground in Malvern. We met a range of local businesses and got to eat lots of tasty treats and chocolates! It's always good to get out and about letting SMEs know about our range of fixed price Recruitment Services, they are always suprised to find out there's an alternative to using Recruitment Agencies or trying to recruit new staff without any support.
Interviews are often the scariest part of the hiring process for both the candidate and the manager looking to hire a new member of staff.
It’s important to remember that you both have the same goal - the person being interviewed wants to get the job, if it’s right for them, and the person doing the interviewing wants to hire the candidate, if they are right for the job. If you are both comfortable then you will communicate better and find out much more about what each other needs and can offer, therefore you are able to make more informed decisions.
The first thing to do is to make sure you are prepared properly:
1. Know the job specification, you expect the candidate to know their CV, you should know your job spec just as well. How can you decide how well a candidate matches the job spec if you don’t know it?
2. Prepare standard questions in advance that you will ask every candidate, you will use these to help differentiate between them in a fair and consistent manner.
3. Prepare questions specific to the candidate’s CV based on gaps in their employment, education, or anything else that caught your eye when reviewing it.
4. Make sure that you have a quiet, private location to conduct the interview and that you won’t be interrupted. If necessary book a room in a nearby shared office, hotel or library.
5. If the interview is scheduled to last 1 hour make sure you allow an extra half an hour for over runs (you might find you have lots to talk about) and make sure your diary is clear for half an hour beforehand so you aren’t rushing to the interview.
6. Make sure you have all the paperwork (such as candidate’s CV), information and tools required for the interview in one place and ready in plenty of time so you’re not rushing around looking for them and getting stressed.
Now you are properly prepared it’s time to conduct the interview itself!
1. Start with introductions, make sure the candidate knows who everyone interviewing them is and what their role in the interview will be and explain the structure of the interview. This will help relax them and help them to open up in the interview.
2. Tell them a bit about the company, how the role fits into the organisational structure and how the role fits into the companies aims.
3. Start with simple questions aimed at putting the candidate at ease and starting to see their real character. Ask questions such as:
a. Tell me a bit about yourself
b. What do you like doing outside of work?
c. How was your journey to the office?
4. Now you are both in the swing, move on to more in depth questions to find out where their competencies lie. Use behavioural questions (how they dealt with real life scenarios) and situational questions (how they might deal with hypothetical scenarios). These questions are structured as:
a. Give me an example of when xxxxxx happened?
b. Give me an example of how you deal with ………….?
c. Tell me about a time you ………..?
d. What would you do if xxxxx happens?
e. Imagine that xxxx happens, what would you do?
5. Now you know a bit more about the candidate’s competencies and it’s time to find out a bit more about them and their ambitions:
a. Why are you looking for a new job?
b. What do you want from your new job?
c. What do you like about your current job?
d. What don’t you like doing?
6. Give them an opportunity to ask you questions and then answer those questions honestly, don’t avoid answering unless it would compromise client relationships, security or something similar.
7. Finish off by explaining the next stages and timescales for feedback, thank the candidate for their time and see them off. If this is a final stage interview and it’s gone well you might want to give them a little tour and let them meet other members of staff to see how they interact.
Making an offer
You’ve interviewed the candidates and one of them has really impressed you and you’d like to make them an offer but how do you go about it?
1. What salary will you offer?
When you wrote the job specification you should have looked at the market and benchmarked the salary for the position you are filling. Measuring this against any benefits that you offer above or below the norm should give you a fair figure.
Consider what the candidate has told you they want, in terms of salary and benefits, is your offer comparable? If it isn’t then you are likely to enter a difficult negotiation and look as if you don’t value them before they even start (if you are not turned down out right, it’s a candidate’s market nowadays).
2. What is the benefit to the candidate of accepting your offer?
The days of people being grateful for being offered any job have gone, there are more job vacancies than candidates at the moment, in Birmingham there are 2 vacancies for every jobseeker and in Swindon there are 25 vacancies per jobseeker! (Adzuna Job Market Report December 2019)
You need to be confident of why someone would want to accept your offer and come and work for you. This is not about salary and could be because of the career prospects, interesting work, working conditions, location/commute, benefits package.
3. Make the offer
Now you know what you are offering and why the candidate should accept the offer it’s time to put it to them. Always put the offer to them verbally and don’t send it in writing until you have told the candidate personally.
Start by briefly going back over the role and what they are being hired to do, remind them of anything they’ve said about what they are looking for and how the job delivers on that.
Once you have confirmed that the candidate is keen on the role and would be happy to accept subject to the correct offer you can tell them what you are offering. You don’t need to go into minute detail, just go over the salary, the benefits package and working hours. The candidate’s response should tell you all you need to know but make sure you ask directly, “Are you happy to accept the offer and join us?”. If you’ve prepared properly the answer should be yes and you can then thank them and let them know you’ll put it in writing and the next stages.
If they turn down the offer make sure you know exactly why and what you need to offer for them to accept. It needs to be black and white, there is no point negotiating if the candidate still can’t commit if you offered them what they ask for. It’s then up to you to decide if their request is something you can accede to, if you can only meet them half way or if you’ve already offered them everything you can and that’s it.