Hiring Employees

Hiring employees isn’t as simple as finding people with the right skills and giving them the keys to your business. People aren’t robots, and skills alone don’t make a good employee-employer fit. While I believe there are plenty of things entrepreneurs shouldn’t waste money on, hiring and retaining great people is well worth the time and effort it takes. Here are six steps to help you do it:

 

1. Know What You Want

Nothing is more frustrating to both you and a prospective employee, than being wishy-washy about what you’re looking for in a candidate.
Before you even start asking around or advertising for staff, make a list of what you need from your new hire. Don’t just list skills, list personality requirements and desired details about the type of person who will best fit into the culture you’re trying to create. Identify the knowledge, skills, and traits that will make someone successful in your company, and hire based on that profile.

 

2. Carefully Structure Your Interviews

An interview is a conversation with a purpose, and in order to succeed it has to be carefully planned.
One way to conduct a good interview is to avoid questions that candidates have likely planned answers to. Instead of asking a candidate to list his or her greatest strengths and weaknesses, ask questions like “What did you learn from your last job?” or “Can you tell me about a time you failed and the lesson you learned?” These questions are less expected and will give you more insight into a particular candidate.
Hiring employees isn’t just about the interview process either…

 

3. Review Feedback

If you have other staff helping you with the interviews, make sure to take their opinions into account. Often, they can see concerns that you might have missed, especially when it comes to company culture and fit. While it’s up to you to make the final decision, outside input shouldn’t be ignored.

 

4. Choose Wisely

When you’re looking to make the offer, don’t just think about who has the best fit for the current position. Choose the qualified candidate that has the most upsides and that is most likely to grow within your company.
How can you tell which candidate offers this particular advantage? Evaluate things like their hunger to learn, whether the candidate actively keeps up with the industry, and an active commitment to professional growth. If you don’t see these characteristics, the candidate likely lacks the ability or desire to develop their role within your business.

 

5. Compete on Culture

Once you have a great employee in place, you want to keep them, and the best way to achieve retention is by developing a culture that’s the envy of your industry. Is your company worth of a “Best Places to Work” listing? If not, why not? Your company should be founded on solid vision and mission statements, so put these ideas to work within your culture. A great culture will help you to avoid the serious problems of disengagement and turnover.

 

6. Emphasize Professional Development

Of course, if you choose the candidates that are most motivated to grow within your company, you have to follow that up with a focus on professional development. Letting your staff know that their success matters to you and to the business is a great way to help retain top employees. Implement programs that develop your staff’s skills, and watch your business succeed as a result of your motivated, well-trained employees.

 

You might also like:

How to Avoid a Bad Hire


Working from home remote Working

Remote Working

Remote Working…

The traditional workplace is beginning to take a backseat as remote working becomes more and more popular among employers. Today’s tech allows us to stay connected around the clock and just about anywhere. So, is remote working the future for productivity?

Many employers previously had concerns about the lack of productivity of their staff when working from home and quite rightly so. However, a large majority of remote working employees report that they face more distractions when working in the traditional office environment than they would at home. By removing factors such as a stressful commute or menial office duties, a higher morale can be achieved and in turn, increase productivity.

From an employer’s point of view, there are, however, a few things that must be taken into consideration when hiring for a remote working role.

VIPersonnel wants to help employers recruit effectively for these remote vacancies, which is why we have put together some key tips on recruiting for remote workers. Points we have covered include; the key skills you should be looking for, how you should assess their abilities and what questions you should asking in your interviews.

What are the main qualities to look out for in a remote worker?

  • Must have a pro-active approach to work and generally self-motivated.
  • They should have a proven track record in remote working.
  • Problem solving – this is a skill every home worker will need at some stage.
  • Excellent communication skills – Being isolated away from every other employee and of course other external contacts, keeping everyone in the loop in key.
  • They must be equipped to work from home effectively – Do they have an office? Laptop/ computer? Sufficient phone and signal etc.?
  • A well organised person is essential for remote working. They need to be able to keep on top of their work load and know how to prioritise in order to meet deadlines.

 

Recruiting tactics for remote working

Gauge an idea – You can assess a candidates writing ability through email exchanges, text-based chats and writing exercises. Communication can be judged based on the interview or phone calls made.

Face-to-face interviews – If the applicant isn’t able to attend an in person interview due to their location, you can still hold a face to face interview with the use of Skype or similar apps. You are then able to assess body language, facial expressions, etc.

Propose a probationary or trial period – Like any other new starter, implementing a trial or probation period is a great wat to see how they work and adapt to a remote role. This can be anything from a week to 6 months long, depending on what you feel is required.

 

What should you ask in the interview?

What remote working experience do you have?

You want them to understand the pros and cons of working remotely.

What tools have you used to manage remote projects?

It’s important they know how to use file sharing, communication tools, etc.

How do you stay focused?

From this you can learn how they plan on fulfilling their responsibilities and deadlines. Depending on their answers, you should be able to decide if they are able to manage their time wisely.
What kind of hours do you work? Find out whether they plan on working normal office hours, so you can be sure they will be available when you need them.

How to manage a remote worker?

Schedule regular meetings to discuss projects and resolve any issues that arise before they can cause any damage.
Keep communication open so that you can provide them with the necessary feedback on their progress and they can contact you easily when they need to discuss something.
Set them up with all of the relevant tools and software that they need for the job, including tracking software, project management systems, etc.

For post like this one, make sure to check out…

How to Avoid a Bad Hire

Top 5 Interview Questions – V.I.Personnel


Recruitment Advice

Thinking of hiring and need some recruitment advice from the professionals? Get the best tips on how to successfully build and motivate your team right here at VIPersonnel. From help with your candidate search, to interviews and offer letters.

 

Preparing to recruit.

Before anything else, you need to ask yourself what you need this person to accomplish.

This should provide you with a focus on getting the right person, first time, every time.

 

Things to consider:

  • Is the role temporary or permanent, full time / part time?
  • Define your role requirements by identifying the key requirements you need for your business.
  • Have in mind three essential skills you must see in the candidates’ CV.
  • Work out a fair salary for the role which will be beneficial to both your business and the employee. (You could base this on comparable jobs in your industry if it’s a new role).
  • Future scope of the role, have a 5 year plan for the role.
  • What training will be offered or required.
  • Types of personality that will work well in order to gel with your current team.

 

Write a Job Specification.

Now you are prepared to recruit, you can begin the recruitment process. First things first, write a Job specification which articulates all of the above requirements you have set, something one of our dedicated consultants can help you with, it’s all part of the VIP service.

 

To find your ideal employee, you first need to identify your specific needs and wants.

Create a tailored description of the vacancy, including the responsibilities and objectives of the role.

Don’t be afraid to be too specific. Outlining the key duties and requirements of the role in detail will only rule out those who are not suitable, saving you time sifting through tonnes of irrelevant CV’s. 

The specifications you prepare will help you evaluate CVs speedily and ruthlessly too.

 

Make sure to include key information such as Salary, company benefits, hours of work and anything else you would expect to find if looking for your ideal role.

 

The Interviews.

Hopefully by now, your preparation and time has paid off and you have a selection of shortlisted candidates which you are prepared to interview. Based on experience, a good number of first stage interviews to hold is between 3 and 6.

The interview is the most important part of the recruitment process, both for you and the candidate. It’s your opportunity to see how this person would fit into your organisation and to see if they have the knowledge and expertise you need to improve your business. It is also an opportunity for the candidates to get an insight into your company and its environment. It is also to get an insight as to what you are like as an employer, so make extra effort to be welcoming and informative.

 

Things to consider before your interviews:

  • Lay out clear objectives for the interview.
  • Lay out a structure for your interviews.
  • Decide what is most important to your company and base your questions around that.
  • Ensure you have a clear agenda for your interviews.

 

During the interview:

  • Focus on getting to know your candidate.
  • Try to be consistent so each candidate gets a fair chance.
  • Be honest of the expectations of the candidates.

 

Once you have interviews between our recommended 3 – 6 candidates, you should by now have a good idea who was ticking boxes and who wasn’t. If you have not yet found any potentially suitable candidates from this round of recruitment, simply set yourself another couple and see how they fair.

 

If on the other hand you find yourself torn between maybe 2 or 3 of the candidates, arrange a second stage of interviews for those candidates.

 

A second stage interview will of course no longer require the intensity of the first. This may be a good chance to bring out the personality of the candidates to get an idea of team fit as opposed to just experience and ability. Maybe introduce them to the team or get them to shadow somebody that is already in the role.

 

 

Writing an offer letter

You’ve invested time and effort in finding the right person for the job, so secure their acceptance with a well-worded offer letter. A positive job offer, extended swiftly, can make the world of difference and the chances are higher that they will accept.

 

  • Avoid standard letters – Take time to write something original, or at least to amend your company’s standard letter so that the candidate maintains enthusiasm.
  • Be positive and personal, so the chances are higher that an acceptance will be forthcoming.
  • Act now – Once you’ve decided to make the offer, it’s best to write and dispatch the offer letter straight away.
  • Selling the offer – Emphasise the most appealing benefits in the package you’re offering.

 

We hope this recruitment advice is beneficial to you and your organisation, however if we can be of any assistance in any of the mentioned areas, we are of course happy to help.

 

Using VIPersonnel as your personal recruitment service.

We strive to provide our clients with a better quality selection of candidates thanks to our proactive recruitment process. We provide comprehensive 360° support to company’s looking to expand their permanent workforce.

Did you find this post helpful? You may also like:

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How to perfect your CV

Not sure how to perfect your CV? Read on!
Think the CV you wrote 4 years ago will still be worthy of an interview? Thinking a list of your recent Jobs will be enough? You’re wrong.
To give you the best chance of an interview, before anything else, you have to make sure your CV is attractive to your potential employer. Here are our top tip on how to perfect your CV.

Keep it real.

Usually a CV should be no more than two pages. Employers spend, on average, just 8 seconds looking at any one CV, and a safe way of landing yourself on the “no pile” is to send them your entire life story. Keep it punchy, to the point, and save those niggly little details for the interview. In brief, keep it factual, keep it short, keep it interesting….Keep it real.

Skimmability.

We all skim more than we read, so to reward that reading style: Write short paragraphs of three or four lines at most. (If you have more to say, create a paragraph plus a bullet list.) Also, add space in between paragraphs to provide “breathing room” and use headings and subheadings to segment and introduce information.

Avoid Cliché’s.

Nine times out of ten, CV’s will include an opening statement and will normally include a sentence like: “A great communicator who loves meeting new people”. This is all well and good, if you want your CV to read the same as the last persons. Instead, be more specific, stand out and say something like: “Contributed to a complex company project by communicating with all levels of the business and external partners”.

Adapt your content.

We’ve all done it, sent the same CV to multiple employers for different jobs. Think about it, every Job is different and require a different skill set. Don’t be afraid to tailor your CV to fit the job you’re applying for. For example: If you are reading their job description and they require someone with leadership qualities, you may think you have that covered. Simply saying: “Has experience training and developing staff” will not cut it. Instead, give a factual and relevant example of your work: “Increased sales by 25% through holding one-to-one training sessions with the sales team.”

Check for spelling mistakes.

Employers will make a conscious effort to find mistakes on your CV and if they do, it could be damaging to your application. As a recruiter, I am constantly correcting simple spelling mistakes. If you ask me, there should be no excuses for mistakes on a CV, especially as we all have the option to spell check and have it proof read by someone else before submitting it. One word which I am constantly correcting is “Liaised”. It is definitely up there on my pet hate list.

So, you’ve perfected your CV, next stop, Interview. Want to make a good impression?

Good Luck!


Stressed at Work?

To feel stressed at work is quite normal, it’s a feeling we can’t escape and at some point during your working week you will feel stressed due to one thing or another, it’s a fact. One thing you must not do is allow your stress levels to control you and let it affect your productivity or even worse, your physical or mental health.

You have to remember that you can’t control everything in your work environment, however the one thing that you will always have control of is yourself and your actions when difficult situations arise: it’s simply a case of reminding yourself this and not letting things get to you. How you deal with the situation could mean the difference between making things a lot worse or reducing your stress level.

Prevention is the best cure.

One of the most common causes of stress at work is lack of organisation. A tidy workplace is a tidy mind. To start thinking clearly you must have a clear vision of your cycle of events, schedule and responsibilities. Try to regularly consult your diary and make notes of important daily tasks, this will help you think a little more clearly. Pen tidy’s are good too!

All work and no play is a playground for stress. It’s important to find a balance between work and family life, social activities and private time, daily responsibilities and idle time. If you can find a balance between these things, your stress levels will automatically reduce.

Your brain has a way of naturally getting confused when you are faced with many different tasks at once, another cause of stress which can be prevented. Writing things down, making a list of tasks and even creating an order of importance will certainly prevent stress. To add to that, by getting the more unpleasant or important tasks out of the way first means that they won’t be on your mind all day, leaving you more time to think about other things – thus reducing stress.

It’s easy to become distracted with constant interruptions, by reducing the amount of interruptions you could be faced with is another good way of preventing stress. Turn off your phone, avoid social media or personal emails, these are all things that will still be there when you have finished the job in hand. There are some interruptions that you do not have control of but you can respond to them in one of three ways; accept the interruption, cut it off or work out its importance and work out a plan to deal with it.

Accept that you may not be able to do it all on your own. If someone else can do the task, why not let them take over? If you are the type of person who has the desire to control or oversee every little step in your office then try letting it go –you’ll be letting go of unnecessary stress in the process.

If all else fails

Take a step back, take a look in the mirror. Are you getting enough sleep? Exercising regularly? After all you’re physical health plays a big part in your mental performance. Drinking energy drinks alone will not make you feel fantastic or in any way enhance your performance, well at least not in the long run anyway. Release some of the stress physically, your body may just be craving a good old exercise. Fit regular breaks into your day – working long hours may make you seem like you are working hard, but it may have an adverse effect and you lose productivity.  Breaks can help you recharge and improve your productivity.

Try it and see the difference.

 

Stressed about something else? Perhaps an upcoming Job Interview? Maybe these handy tips might help…

 

Interview Preparation

How to take control of a Job Interview


Job Interview good impression

10 ways to make a good impression.

Got an interview lined up? Have the edge and be head and shoulders above the other candidates by using these 10 easy tips in our “10 ways to make a good impression”.

 

Look the part! The suit is the obvious choice for most but unless you are applying for a power position, it’s not compulsory. I’m not saying wear your sweats or look too casual but don’t be afraid to wear a smart shirt and trousers, after all it’s not a fashion parade, it’s an interview. Sometimes not wearing a suit can make you stand out, you will be remembered as “the one who didn’t wear a suit but was really good in the interview”.

 

Eye Contact Look your interviewer in the eye. Anybody who has studies psychology will know that this shows confidence and truthfulness.

 

Shake hands with a firm grip. No soggy handshakes! Other gestures similar to this will have a huge effect on how you are perceived. Crossing your arms, yawning, head in your lap or slouching are all classed as negative body language.

 

Go Prepared, Take with you a copy of your CV and cover letter so the employer has a souvenir of your visit.

 

Smile! It’s amazing how much a smile can change someone’s outlook or impression of you. Chances are, like most people – nerves will kick in, keep the nerves at bay with a smile and the interviewer will smile back, subsequently the situation won’t seem so overwhelming. Also it plants a positive seed in their head and are more likely to be remembered for the right reasons.

 

Don’t be afraid to disagree on certain things, overly agreeing with your interviewer could be perceived as being a pushover. Show them that you have your own thoughts and ideas.

 

Comment on something in the building or room that you are in, this will make you appear to have a warm personality and aware of your surroundings. Finding a common ground with them or having something in common has a similar effect.

 

Do your research on the company prior to the interview. How long have they been established? How many people work there? What is their turnover? If you can’t find out, don’t be afraid to ask.

 

Ask questions! You want to get to know their business! You are interested in their business! Refer back to your ‘Research’. The interview isn’t just about finding the right candidate, it’s also an opportunity for you to find the right company to work for.

 

Give yourself a break Don’t work yourself up. Stretch before going in to a job interview. Take some deep breaths. Do whatever it takes to calm yourself down. Your personality will suffer if you let your nerves take over.

 

– For more tips on this topic, don’t forget to check out…“How to take control of a Job Interview”


Interview Do's and Don'ts

Interview Do’s and Don’ts

We have tried to create a valuable list of Interview Do’s and Don’ts to help you achieve success at interview stage of the job hunting process. By taking note of these simple Interview Do’s and Don’ts, you WILL increase your chances of being hired.

 

Do:

  • Take a practice run to the location where you are having the interview before hand, or at least be 100% sure of where it is and how long it will take you to get there. Turning up late to an interview is as good as telling them that you don’t want the job. If you are going to be late, phone the company to advise them and hope that they understand.
  • Research and know the type of job interview you will encounter. Depending on the type of interview you have, tailor your approach. Be prepared – research interview questions they may ask (see our Interview tips for some commonly asked interview questions) but never over-rehearse your answers.
  • Dress to impress! Or at least appropriate for the job, the company and the industry.
  • You only get one chance to make a first impression. Greet the receptionist or assistant with courtesy and respect. This could be one of the most important things to remember and could also be the reason you have the edge over others. First impressions count.
  • In the likely event that you are presented with a job application or questionnaire, fill it out neatly, and accurately without leaving anything unanswered. This could just be a test of your attention to detail.
  • Take extra CV’s to the interview, or even better, a job-skills portfolio if you have one. This not only shows that you are prepared but also shows that you are proud of your achievements. Show enthusiasm to demonstrate your hard work.
  • Greet the interviewer(s) by title (Mrs, Mr, Dr) and last name if you are sure of the pronunciation. (If you’re not sure, do ask the receptionist about the pronunciation before going into the interview.
  • A good handshake says 1000 words. Shake hands firmly. Don’t have a limp or clammy handshake!
  • Wait until you are offered a chair before sitting. Remember body language and posture: sit upright and look alert and interested at all times.
  • Make good eye contact with your interviewer, a shy and cagey approach will put the interviewer right off you.
  • Make sure that your strengths and strong points come across clearly to the interviewer in a factual, sincere manner.
  • Show off the research you have done on the company and industry when responding to questions.
  • Show enthusiasm in the position and the company.
  • Close the interview by telling the interviewer that you want the job and asking about the next step in the process. Some experts even say you should close the interview by asking for the job.
  • Another good way to close is by replying to their last question which is normally, “Do you have any final questions?”, simply ask them “do you have any concerns or reservations about me?” This will reduce the chances of negative feedback at a later date and also gives you a chance to handle any objections there and then. By answering – “No, I think you have covered everything, shows lack of interest and hunger for information.

 

Don’t:

  • Don’t smoke prior to your interview, a bad smell is enough to put anyone off.
  • Don’t be over confident, walking in like you own the place will not work. Simply putting any nerves to one side and speaking clearly is enough confidence for an interview.
  • Don’t fidget or slouch.
  • Don’t use poor language, slang, and pause words (such as “like”, “uh”, and “erm”).
  • Don’t act as though you would take any job or are desperate for employment. You have to be more specific with your ambitions and aspirations.
  • Don’t say anything negative about former colleagues, supervisors, employers and of course yourself.
  • Don’t tell jokes during the interview. Understanding someone’s sense of humour can take weeks.
  • They are interviewing you – Not your CV. Don’t rely on your application or CV to do the selling for you. No matter how qualified you are for the position, you will need to sell yourself to the interviewer.
  • Don’t ever lie. Answer questions truthfully, frankly and succinctly.
  • Don’t chew gum during the interview.
  • Don’t answer questions with a simple “yes” or “no.” Try to answer each question with at least 2 or 3 sentences to showcase your skills, experience and ambition.
  • Don’t bring up or discuss personal issues or family problems.
  • Don’t respond to any questions, no matter how unexpected or irrelevant with an extended pause or by saying something like, “boy, that’s a good question.” A short pause is ok, or even repeating the question aloud should give you enough time to think of a suitable answer.
  • Don’t answer your mobile phone during the interview, turn it off (or set it to silent) before the interview.
  • Don’t inquire about salary, holiday entitlement, bonuses, retirement, or other benefits until after you’ve received an offer. Chances are they will tell you but asking about them makes it seem like you are only interested in what they can offer you.

 

If you found this useful and also want to read some tips on how to control the interview, Click here. 

Dropbox uses Jobify to find candidates across three continents—without breaking the bank.

Literacy and Numeracy Tests

Literacy and numeracy tests are often a requirement for the recruitment process in many industries. Here at Very Important Personnel, we feel that practicing such tests prior to an interview is a no-brainer. Practicing the tests will help to familiarise yourself with the look and feel of the tests. It will also provide an opportunity to revise the different content areas covered by the tests.

 

Based on previous experiences and feedback provided to us by clients and candidates, we have found that those candidates who spent 20 minutes completing practice tests online, proved a higher success rate compared to those who didn’t. Sometime even just a glimpse at similar questions can help you know what to expect as opposed to being surprised on the day.
Many of our clients require candidates to complete a literacy and or numeracy test at interview stage. We are providing candidates the chance to trial similar tests in order to prepare for the real thing. The tests that we provide are not necessarily exactly the same, nor can we recreate the test environment that you may be faced with, however we have tried to give you examples of similar questions to ones that you may be asked in typical Literacy and numeracy tests.

 

Often, tests will be timed. We are not adding a timer to our practice tests, however for an extra challenge, we recommend setting a 15 or 20 minute timer to the tests and see how you get on.

 

To make things simple, we have split the test into separate literacy and numeracy tests. This way, if practice is needed in a certain area such as numeracy, it is possible to answer just numeracy questions. We still recommend that both tests are revised as they are normally merged together in actual tests.

 

Below are our Literacy and Numeracy tests. So if you have a test coming up or simply just want to brush up on your Maths and English skills, click the links below to test yourself. We will send you your answers to the email address you provide.

 

Literacy test.
This section tests your ability to identify main points in a text and distinguish between facts and opinions. Some question may require you to identify correct grammar or even

 

Numeracy test.
This section tests your mental arithmetic ability. Questions may not always be difficult equations, but instead a passage of test in which you must find the answer. The questions are varied but normally include answers that relate to time; money; fractions, decimals and percentages; proportion and ratio measurements (eg distance, area); averages and so forth.

 


How to Avoid a Bad Hire

Here at V.I.Personnel, we want to make sure you know how to avoid a bad hire and how to acquire real talent. The hiring process can be a mine field, there are so many angles to cover to ensure that you recruit only the best employees.

Selecting the very best candidates is one of greatest challenges for hiring managers. Get it right and a new employee can have a positive and immediate impact to the business; get it wrong and the financial and reputational costs can be colossal. In the ever-changing employment scene what are the essential steps to creating a truly reliable recruitment process and what measures can be put in place to avoid a bad hire?

 

If You Think it’s Expensive to Hire a Professional, Wait Until You Hire an Amateur!

The truth is that a bad hiring decision can result in a number of painful and costly outcomes, and some of those can be much harder to put a price on than others. Some of the following could be a result of bad recruitment;

  • Damaged employee relations and morale
  • Public scandals and negative publicity
  • Attrition and wasted hiring budgets
  • Endangerment of employees, clients and business associates
  • Lost Productivity
  • Litigation

Although these may seem like extreme examples, they are all damaging to the company. To avoid this being the case, recruit right the first time.

According to the CIPD the average recruitment cost of filling a vacancy is £4,000, increasing to £6,125 when the associated labour turnover costs are included. For a senior manager role, these figures rise to £10,000 and £9,000, respectively, and if things fail to work out first time around you can expect to double these for the cost of rehiring once again.

 

How to avoid a bad Hire I hear you ask?

Here are a few tips that should help you cover all bases when hiring.

As an employer, the single most important thing to remember when recruiting is; if you don’t have the time to do it, don’t rush it. The recruitment process takes time and preparation, rushing it will only ever result in hiring the wrong candidate. After all, there is more to it than just conducting interviews. The selection process prior to interviews can take many hours in itself, shortlisting the hundreds of applications and sifting through CV’s looking for the right experience and qualities is a huge task, consider outsourcing this at all costs.

Understand the requirements of the role. Conduct a thorough job analysis to uncover the key competencies for the role. From this, create a detailed job description. This is normally the first thing an applicant will see. If the job description is too generic and lacks detail, you will attract more CV’s without doubt, however this also means you will have to take more time to sift through applications and many will not be suitable. Instead, create a detailed description that will attract only the most eager and experienced candidates, thus also narrowing your search.

What calibre of candidate are you looking for? Will “candidate A” be better at the job than “candidate B”? This is measured on experience and representation and is best spotted at interview stage.  Although an impressive CV can go a long way, I’ve found that there are many candidates with fantastic CV’s but fail to deliver in an interview.  On the flip side, I’ve interviewed candidates that flourish in an interview but fail to demonstrate their ability on their CV. The typical case of “Never judge a book by its cover”.

With concerns rising over a skills shortage in the UK it is even more important that your business stands out to qualified, talented candidates. Whether you’re launching a recruitment drive, hiring for a senior level position or looking for entry-level graduates you will want to attract top calibre candidates each and every time. You want them to be qualified for the role, with the right experience and the right soft skills for your business.

Show the realities of the job.  Give potential applicants an honest account of what the job will entail by using realistic job previews (RJPs). RJPs can take the form of videos, testimonials or short tests. Regardless of format, effective RJPs accurately foreshadow the culture that the candidate is signing up for. Subsequently, candidates are much less likely to leave during their employment.

Implement psychometric assessments. The benefit of this approach is that you can assess key competencies and hone in on a candidate’s behavioural tendencies in a more engaging and realistic way. These tests take 15-20 minutes to complete. They can be undertaken prior to any interview stage of the selection process and the results can be integrated with your applicant tracking system.

Provide a consistent, friendly and engaging candidate experience. It is important to provide candidates with a positive recruitment experience, regardless of whether or not you offer them a job. Your applicants could be current or potential customers.


Job Interview good impression

Top 5 Interview Questions – V.I.Personnel

Amber Rolfe, Author at Reed.co.uk, hit the nail on the head with these top 5 interview questions and providing examples of how to and how not to answer them. From our experience as a recruiter and speaking to countless candidates and employers, the 5 interview questions Amber picked out are among the most asked questions at an interview.

More questions like these can be found in James reed’s best-selling book (Why You?: 101 Interview Questions You’ll Never Fear Again) which is now available and makes a very interesting read but more importantly will help you secure your next job.

In no particular order, here are the Top 5 Interview Questions. 

Please describe the job you’ve applied for.

The difference between success and failure at an interview often comes down to whether a candidate knows when to stop talking.

This question is a perfect example. Your interviewee’s first reaction could be to say as much as they possibly can about the role, in the hope that a large amount of memorised facts will impress.

Or instead, they might take the chance to demonstrate their ability to summarise information. The best candidates will accurately be able to sum up the ‘essence’ of the job, rather than each individual duty it involves.

A short, succinct answer, which shows you that they’ve not only done their research, but they’ve also developed an understanding of the most important aspects of the role, is the perfect answer.

Good answer: “As an Airline Pilot, my job involves flying passengers safely, on time, in comfort, and at a profit to the employer”

Bad answer: “Why don’t you describe it for me? You’d probably be better at it.”

 

Why do you want to work at this company?

In other words, are they a genuine fan of your company, or have they just re-read your ‘About Us’ page 17 times directly before the interview?

Candidates that can demonstrate that they have a real interest in your business are the ones that’ll really impress. If they can show they’ve done their homework, and can provide relevant examples to back their reasons for wanting to work for your company, you’re probably onto a winner.

For extra points, the best candidates may even reference subjects such as recent news stories, press releases, and expansion plans on their site, as relevant areas for discussion in interview.

Steer clear of those who focus on what your company could do for them, and look for the candidates who can explain what they can do for you instead.

If they can prove how their contribution could add to your success, then you’re going in the right direction to finding the perfect fit for the job.

Good answer: “Aside from your company’s reputation as an industry-leader in your field, the thing that excites me most about working here is your expansion plans over the next two years. I’d love to work for such an ambitious business, and I think that my [quantifiable expertise] would be a beneficial addition to help it continue to succeed.”

Bad answer: “Two words: Employee. Discount.”

 

What is your dream job?

When candidates hear this question, they may automatically feel the need to refer back to some unobtainable childhood dream that has no relation to the job they’re applying for. Needless to say, this isn’t going to help you figure out their true career goals.

Look for candidates that bring it back to reality by opting for a real-world job, which results in a dream-like outcome. The top answers will involve candidates explaining how their job role would create the best impact possible, whilst relating back to their personal aspirations or the job title itself.

Just lookout for clichés. It’s highly doubtful that the job you’re advertising is exactly the same as the one they’ve dreamed about since they were five years old.

As nice as that would be for everyone involved…

Good answer:  “My dream job would be one where I communicate with customers, use my expertise to solve their problems and make everyone who meets me go home happy.”

Bad answer: “I’ve always wanted to own my own boat and just sail around the ocean for a while. I know it’s not technically a job, but I could fish for my food so I’d be a… Professional travelling fisherman?”

 

What motivates you?

Translation: are they here because they’re passionate about the position, or are they just in it for the paycheque?

A good candidate will be able to explain what kind of tasks they’re enthusiastic about, and link back them back to the job. They’ll also have a solid idea about what they want out of their next career move.

However, be wary of candidates who opt for more trivial motivations, such as an intense dislike for their current job. These answers are always unlikely to be offered by motivated workers.

And don’t be fooled by anyone who gets unnecessarily excited over every detail – they’re almost always faking it.

Good answer: “I went straight into IT after University, and my true motivation was realised when I got to work on a project that assessed software tools against our own needs. I found that I really loved translating people’s requirements into technical solutions. I felt I was helping to make people’s lives easier, and at the same time I got a sense of fulfilment from working out the answer to a puzzle. That’s what interests me about this role…”

Bad answer: “This job pays the most out of all of the ones I applied to. Which company is this again?”

 

Why do you want to leave your current job?

There are many reasons why a candidate might be leaving their current job, and chances are the reasoning won’t be massively positive.

This is understandable. But as long as the candidate is honest and doesn’t appear to be hiding something, in theory, they should be able to do well at answering this question.

And it’s not all about them. They need to accurately demonstrate that they can solve your problem – in this case, your job vacancy. Those that focus on this above their individual needs indicate that they realise the importance of task at hand; an ideal answer would be linked to the job they’re interviewing for and highlight what would be expected of them.

It’s also a good sign if candidates choose to use pros of the job they’re interviewing for as reasons to leave their current job. Positive comparisons indicate they’re able to look on the bright side, and are ready to move on in their career and leave any negativity behind.

Remember: the most desirable candidates are always running towards something – not running away.

Good answer: “You’re doing a lot of biotechnology investments here. I think biotechnology is the future, and I find it fun too. I do like what I’m doing now; but it’s not quite biotechnology, although it’s closely related. On a personal note, I’ve always thought it best to change roles before reaching a plateau. I’ve decided now feels like the right time for a move.”

Bad answer: “I probably shouldn’t talk about it. But basically, my boss had it in for me from the beginning…”

 

Post Courtesy of Amber Rolfe, Author at www.Reed.co.uk