We all want to avoid the pain, frustration and time loss of having a job offer declined by your favourite candidate. Here are two very easy approaches you can take in your recruitment process that time and time again make a big difference in attracting your ideal candidate:
You’re waiting for your candidate to arrive, you’ve already looked through their CV and although you have a few individuals to interview today, this particular CV stands out, you think they have potential. You have your questions at the ready. They walk in, they appear to stumble over themselves, you notice their shirt tail is hanging out and they proceed to give you a nervous handshake. You as the interviewer may look at this candidate as clumsy, scruffy and lacking in confidence and in this early negative judgement, may write them off as unworthy of your role. But, what if the candidate isn’t clumsy and has a completely different view on what happened? They may blame the floor or the new shoes they bought for the occasion to make a lasting impression, the shirt tail came out as they tripped and their adrenaline kicked in causing the shaky handshake. Should you judge that candidate based on that one act?
As a recruitment company, we are always trying to find out the question of what it is that is driving individuals out of their current workplaces.
Today, we are going to be talking about why “knowing your experience” will make such a difference in your future interviews and how you can find and remember your experience prior to your interview.
Watch our video and read our blog below to find out more!
Hello, I guess I should start by introducing myself, my name is Hannah, and I am the newest member of the team at Middletons Assured Talent. It is hard to know what to say when somebody says “so tell me a little bit about yourself” so I’ll try and keep it short and sweet.
Most of us agree that hiring the right people is critical to the success of our businesses. The environment we create and the way we lead our employees are also important factors but we must start by making the right hires. Today’s blog presents 5 key steps on how to successfully do this.
You have identified that you need an IT contractor to quickly join your business to help you achieve a business objective. You have gone to market to find some potential candidates but now you need to be confident that you are engaging the best-suited contractor for your requirement. This how-to guide will help you identify and engage the right person for your business. It also includes interview template that you can download to make the process easy and straightforward.
You meet your new colleague, you find out he is a contractor, you also find out that he has just returned from his annual 3 month break traveling exotic shores. You look at your own holiday calendar and realise you have two days left until next year… hummmph… and you ask yourself, “How do I create that lifestyle?”
Here at Middletons Assured Talent, we help a number of our clients recruit interim and contract professionals. We appreciate that finding a contractor and then engaging with them is a process that some organisations have little or no experience of.
As a senior IT leader, you like to focus on the technology that will deliver the most impact. However, if your board doesn’t take these initiatives seriously you can be left scratching your head and wondering why. Nigel Stott shares with us his four steps to achieving respect and influence with the board.