Long-winded, time-consuming and hard work; if any of those words spring to mind when you hear the phrase ‘interview process’, you’ll be relieved to know that there is a better way.

An interview checklist streamlines the process – whether you’re hiring managerial or support staff, a clear process and list of requirements ensure you take on the best candidates for your business.

Because it’s not just how the candidate performs in the face-to-face interview that matters. HR Departments and recruiters need to prepare too. According to Leadership IQ, 46% of hires fail within the first eighteen months, with ‘poor interpersonal skills’ rather than technical ability being the main reason. It’s clear then that interviewers have a lot more than just qualifications to consider when interviewing potential employees.
From the very start of the process to the end, an interview checklist will prepare your company and recruiter, help you ask the right questions at interview and make the right decision. We’ve broken down the ‘interview process’ into three steps to success: preparation, the interview itself, and decision making.

Preliminaries/Preparation

Successfully hiring the right team member requires preparation. There are two prongs to this:

• Timings – Don’t try and rush the process as you will increase the risk of making a hasty decision. Ensure that the timings of the interviews work for all involved in the hiring process and leave enough time for note comparison and decision making.

• Communication – Make sure there is a good two-way flow of information with your recruiter, whether they are in-house or external. Establish how information about candidates will be passed to the business – and how often. Too infrequently and you may miss out on candidates, too regularly and it may be too piecemeal.

• Pareto Principle – The Pareto Principle is the idea that 80% of possible effects will come from 20% of the possible causes. Also known as the 80/20 rule, the Pareto Principle can be applied to interviewing, with the candidate speaking for 80% of the time and the interviewer for 20% of the time. This allows the candidate to answer questions fully, which helps give a better insight into suitability for the role.

The interview

An effective interview process will help those candidates that fit your criteria to shine and will reveal those that are not such a good match. However, it can only be effective if careful thought has been given beforehand to what’s required of the successful candidate. Think also about the interview format and additional requirements. For example, a business presentation is a popular requirement for candidates to prep for an interview. A word of warning – think about what these requirements are for and what they will reveal about potential staff, before getting bogged down in interview ‘extras’.

Decide what you’re assessing at the interview stage(s) ahead of time: hands-on skills and knowledge, fit, or potential for development if hiring someone in an apprenticeship or training capacity for instance.

Before the interview, look over the CV and note any areas you want to ask about. For example, gaps, achievements and why the candidate is moving. Notice how the candidate talks about their current employer; any unprofessional comments are likely to be a warning signal.

On the day, ask some initial questions to build rapport. This will paint a fuller impression of the individual than is provided by their CV. Enquire about their experience; the more demanding and senior the role, the more detailed the questions. Be clear amongst colleagues and recruiters what skills are ‘nice to have’ and what’s ‘need to have’ – check these off throughout the interview.

Competency-based interview questions give the candidate a chance to answer fully, helping to keep the interview in line with the Pareto Principle. Here are some example questions and responses:

“Tell me about your most difficult work experience? How did you approach it? What was the outcome?”

Listen out for positive action and problem solving – maybe the candidate enlisted help or used their experience to work around the issue. Even if the outcome was not successful, observe whether the candidate maintained a positive attitude or learnt anything.

“Give me an example of where you have had to handle a difficult situation? What was the background? What did you do? How did they react?”

A candidate that vents about the customer is a big red flag. When they are explaining the background look for clues that the candidate can see things from another’s perspective. Positive action and an ability to diffuse a situation are good signs.

“Give me an example of when you had to work to an important deadline? How did you ensure your deadline was met?”

This provides insight into how a candidate copes under pressure, as well as their organisation and time management skills. The reply ‘I was up until 4 a.m.’ might sound dedicated on the face of things but doesn’t suggest good organisational skills.

Finally, asking a candidate about their career aspirations and progression gives you an idea of how they see themselves in your business. An assured answer also demonstrates that the candidate has a clear vision for their own progression – and this clarity of vision could be beneficial to your company too.

The aftermath

Space for reflective thought is important, and it’s a good idea to take some time to compare notes with colleagues and your recruiter. Wait until you’ve seen all of the candidates before jumping to any conclusions – if interviewee number two impressed you and swung your vote, that’s great. But what if the last person on the list is even more suitable?

Finally, relaying the information to candidates – and being able to make a swift offer once the decision has been made – is the last piece of the puzzle. Decide what the process will be for feedback to unsuccessful candidates – and who will deliver it. And once you’ve reached the end of your checklist and are ready to say a resounding ‘yes’ to one lucky candidate, who is the best person to make the offer? Your recruiter will be able to help, although it may be more personable coming from the company.

Working through a process before, during and after will ensure the interview goes smoothly and provides the result you’re looking for. Our interview checklist is full of tips to help you add another effective team player to your business. Click here to contact us or call 01772 259 121 to request your free copy.

And if you enjoyed this blog, you may also like to read our blogs on ‘8 steps to successfully recruiting new staff’ and ‘How to shortlist candidates effectively and efficiently’. Don’t forget you can register a vacancy with us online or give us a call to see if we can assist.

Hiring new staff is no easy task. You need to consider any relevant qualifications, hands-on experience, area of specialism, salary, bonus; the list of things to think about is endless. Yet that doesn’t seem to stop companies from hiring; the latest figures from the Office of National Statistics indicate that employment rates are at 75.6% – the highest rate since 1971.

Despite economic pressures and doubt over the UK’s future relationship with Europe, businesses are still hiring employees in their droves. With all that recruitment activity going on it’s easy for the process to cause upheavals to the day-to-day running of your business. That’s why we’ve put together a guide to make your hiring process as efficient and effective as possible.

Tips for hiring the right candidate

Whether you’re taking on one person or a whole new team, follow these steps for a smooth and successful hiring process:

1. Act fast: When a candidate responds you must act quickly. The longer you wait to get back to someone who shows an interest in working for your company, the greater the risk of them being snapped up by the competition.
2. Project your brand: Treat your potential employees like you would your clients – show them what’s so great about working for you and demonstrate that your business is an attractive place to work. For a greater insight into employer branding our blog has everything you need to know.
3. Avoid mistakes when hiring: It is absolutely crucial to get the hiring process right, not just from a business perspective, but from a legal perspective. Ensure that the person handling your recruitment is experienced and has a sharp eye for detail so that you won’t be exposed to accusations of discrimination or lack of due diligence. This will avoid costly legal proceedings and a lot of embarrassment. Which takes us to our next point…
4. Dodge recruiting blunders: Ensure that your recruitment agency is experienced and won’t make costly errors. Having an external recruitment provider cause an issue is unlikely to be any less embarrassing or uncomfortable than if the mistake was made in-house.
5. Be clear on how you will go about recruiting: Will the process be in-house or outsourced? Will there be a single point of contact within the business, or will recruitment be handled by a group of people? Having a clear process in place ensures all parties know where they stand and will enable those responsible for hiring to respond quickly to candidates, giving you the best chance at hiring the right person.
6. Be transparent: If you’re going to attract the very best talent – and retain that talent – you need to be upfront and clear about everything: expectations, culture, the type of work available, salaries and bonuses. Any unexpected surprises could just put potential candidates off your business or see them jump ship shortly after joining you.
7. Have a plan for the interview stage: A clear process for assessing candidates is crucial to screening the most suitable talent. Again, it’s worth considering whether this is something that will be handled in-house or externally. If handled externally, ensure that your recruitment consultant has clear guidelines as to what you are looking for – they may be able to conduct a brief initial interview with candidates and narrow the focus of your search, so you can consider only the best.
8. Ensure the recruiter understands the job spec: Nobody knows your staff or the vacant position you need to fill like you do. That’s why it’s so important to give a clear, detailed and accurate job description to whoever is doing your recruitment – especially if you’re handing the task over to an external recruiter. Make sure they understand the job spec entirely, as being able to accurately represent your business to prospective employees stands you in good stead for finding the person with the skills and experience needed. It may be a good idea to enlist the help of a reliable recruitment specialist who has the experience of recruiting for your industry and is familiar with the intricacies of the sector.

Hiring the right person is tough for any organisation, and especially so in the competitive climate that many professions are party to. We hope these eight steps will make recruitment efficient and straightforward, so you can successfully appoint the right person to the post. Not only will a clear recruitment strategy and a trusted recruitment partner make the hiring process better, it’ll give your company the boost it needs to thrive in the long term.

You might also like to read our blog on How to handle a counter offer situation, and if you’re looking to recruit now, get in touch with us by calling 01772 259121 or Register a Vacancy directly online.

Commercial talent; often it feels as though there isn’t any! And it’s not just a feeling either; in January, the British Chamber of Commerce published findings that skills shortages in both service and manufacturing industries were reaching ‘critical levels’. The headlines make for sobering reading, although it’s not all doom and gloom. Businesses can take specific steps to give themselves a much better chance of attracting, and retaining, the very best talent: a strong employer brand and a reliable recruitment partner could make the difference your company needs.

Building a brand: need to know

If asked to name a famous brand, there’s probably half a dozen or more that you could name off the top of your head. We’ve all heard of consumer brands like Coca-Cola, but what about employer brands?

An employer brand should be to your potential employees what your market branding is to the people that buy your products and services. It should be appealing and should essentially portray your business as a desirable place to work – as it is, no doubt. An employer brand might showcase the following aspects of your company:

• Success stories – what kind of achievements have your staff made since working in your company?
• Culture – is it work hard, play hard, or do you encourage staff to pursue a healthy work/life balance?
• Quality of work – is the work varied, challenging and interesting?
• Training and development – what opportunities are there to enhance skills, and how might a candidate grow their career with you?
• Benefits – apart from salary and financial reward, what are the benefits of working for your business over and above another?

Reassurance

Post-recession and post-Brexit, those on the lookout for a new job want to know that the company they decide to work for is a solid investment of their professional time and skills. Businesses need to reassure potential candidates that their prospects are good and that the company offers a good fit in terms of values.

A strong employer brand shouldn’t just work to attract new talent, it should help to retain existing talent. In fact, one of the most effective ways to devise a strategy for creating an employer brand is to communicate with your existing staff. Find out what motivates them, what they would like to see more or less of, and how their experience could be improved upon and you’ll have a good idea of what potential employees are looking for.

Getting the right support for your employer brand

Having an employer brand is valuable and should pay dividends in the long term. A great employer brand, however, takes time to create, establish and maintain. And all the while the war for talent rages on. The very best talent work hard and it’s hard work to attract them to your company too!

A recruitment partner that works in the background while you concentrate on your own brand-building activity can be incredibly beneficial. An established recruitment agency will already have their own brand and a good reputation, which reflects well on your business and provides reassurance to the candidate. What’s more, a recruitment agency, especially one with a broad spectrum of commercial experience, will have their ear to the ground and be able to keep you informed of candidate feedback and motivations to be aware of when establishing and maintaining an employer brand.

Not just a helping hand

Clayton Recruitment’s regional analysis of recruitment trends in the North West found that vacancies are on the increase across all industries from commercial finance to logistics: it doesn’t appear that the skills shortage will be coming to an end any time soon. The benefit of working with a recruitment partner is that while you’re busy building up your employer brand, the agent can access their existing pool of talent to find you the best candidate.

An agency that understands and has plenty of experience in commercial recruitment is key too. They can use their extensive and wide-ranging sector knowledge to filter out the very best talent that matches up with your needs. And while the skills shortage isn’t likely to disappear overnight, it can take a weight off your shoulders knowing that a professional is handling your company’s recruitment.

If you’re thinking of creating an employer brand or think that your existing brand needs re-developing, then why not get in touch with Clayton Recruitment? We’d be happy to chat about employer branding or help with finding the best talent for your business.

If you’d like to find out more about building an Employer Brand, please download our guide here.

If you’d like to find out more about the benefits of using a specialised recruitment company, have a look at our blog on how to get the best out of your recruitment company.

You place an ad with a recruitment agency, excited to see who will apply and what the crop of candidates will bring. Your business has a great reputation, an attractive benefits package and you offer a generous salary, so why aren’t quality candidates queuing up for an interview?

It’s a familiar story. Plenty of undergraduates show an interest in degrees such as engineering, design, and media, to name but a few. And while the number of students applying for higher education courses are down by 5% according to UCAS, the figure still stands at over half a million. While the numbers appear healthy at first glance, the reality is that businesses in an array of industries are struggling to keep pace with changing demands, and to find the candidates to meet those demands.

What does a talent shortage mean for business?

A lack of talent can sometimes feel like something of a vicious circle for businesses. Training a new staff member or apprentice from scratch incurs costs: the cost of recruiting them in the first place, not to mention the time and money put into expanding their knowledge, skills and experience.

Then there’s the fear that the individual will leave, taking all of that know-how with them, and resulting in further costs as the recruitment and training cycle begins again. And yet if companies don’t have the people to do the job, they’re unable to meet client demands and their bottom line suffers. It’s a catch-22 situation which puts businesses under pressure to retain existing talent and attract new talent from a shrinking pool.

Businesses must take action to remain competitive

When it comes to attracting and retaining talent, investment and training are vital. Whatever sector you work in, technology offers new ways of doing things that simply didn’t exist five years ago: from health and social care to aerospace engineering, technology is playing an increasingly important role in the workplace. If companies don’t move forward by investing in new technologies, they risk alienating candidates that are keen to be at the forefront of developing new processes and innovation.

Alongside investment in best practice for the future, training is another key factor in offering a competitive edge to candidates. If there are no opportunities to grow and develop it’s unlikely that the top-quality candidates will be keen to invest their time in your business. Demonstrating that there are clear progression paths and supporting staff to find better ways of doing things shows that you’re forward thinking, client-centered and interested in being – and employing – the best.
A skills shortage puts businesses in a difficult situation, as industry-specific skills only come from working in industry. Of course, businesses will always want to attract those who already possess those skills, and it can be frustrating having to develop staff when you need them to have the skills now. As time moves on and client demands change so too must the skills offered by business: flexibility is key. It’s important for businesses not to fall into the trap of thinking that recruiting new staff will always solve their current problems; the responsibility also lies with the business itself to train and bring on the next wave of leaders and experts.

The most important factor for businesses

With ways of working changing faster than they have in decades and technological advances continuing apace, flexibility is the defining characteristic businesses in all industries need to display. Investing in better ways of doing things and training staff is all well and good, but it’s only relevant until circumstances and client demands change next week, next month, or next year. Companies need to have one eye on the future, one eye on the lay of the land, and adjust and readjust as times move on to be in with a fighting chance of attracting – and keeping – the very best candidates.

Contact us today to see how we can assist you with your recruitment needs, by calling us on 01772 259121 or Register a Vacancy directly.

There’s no doubt that recruitment today is very different than it was a decade or two ago. Companies have had to adapt to new hiring processes; online communities, digital meet-ups and candidate data all play a significant role in today’s recruitment.

And with so many different aspects now to consider, the lure of using a big recruitment agency is appealing; the legwork is done for you, the burden is taken away from HR, and in the past it’s proved an effective way to access large pools of available candidates.

Yet all this can come at a cost – aggressive third-party recruiters, increasing placement rates and commission fees, and dealing with recruiters that are only interested in fulfilling their activity quotas pose a potential risk when working with a large recruitment agency.

So, what if using a recruitment giant wasn’t the only option besides taking on the recruiting yourself? What if you could benefit from a more personal touch in the hiring process, enabling you to find and attract unique top talent that could really help your business excel?

Here’s why you don’t have to settle for using only the big recruitment firms:

• Jobs boards are universal – despite what you may hear, jobs boards are accessible for all, and there’s no reason why you need to rely on the biggest firms to advertise for you. Don’t forget that a cleverly written, engaging job description will help you stand out amongst hundreds of job vacancies advertised in exactly the same way.

• You can get the same level of candidate access elsewhere – don’t be fooled into thinking that it is only the biggest firms that have access to the greatest range of candidates. It’s not simply a case of volume, you need access to quality, talented candidates that are the right fit for your company – endless CVs aren’t the answer.

• Smaller firms give the personal touch – smaller recruitment agencies can put in the time, effort and legwork to build relationships over time – both with you the client, and with those all-important candidates.

• Speed takes priority – this isn’t always the case but big recruitment firms will often prioritise filling quotas, meeting targets and making commission over providing you with the service you’re looking for. Time is money as they say…but what if speed over quality costs you more in the long run?

• They come at a high price – as well as charging high fees for their services, you might also find costs mount up elsewhere too. Failed hires in particular are extremely expensive for businesses, highlighting the importance of investing wisely in your recruitment process from the start.

• Sophisticated data analytics aren’t just for the giants – increasingly data analytics are playing a bigger part in recruitment but you don’t have to be using a big recruitment agency in order to access them. Specialist firms will often have a better insight into the data that specifically concerns your business and industry.

• Thinking outside the box pays off – if you want to successfully reach out and recruit a range of candidates, you need to be thinking outside of the box. Not only are millennials more likely to jump ship, research shows that 90% of professionals are interested in hearing about new job opportunities…so it’s important you don’t overlook passive candidates, in search of only active ones.

Finding the right fit for your business is more important now than ever before and having the right recruiting process in place – with a focus on the personal touch as well as just ‘filling the role’ – is essential.

Of course, the most effective way to find, access and attract exceptional talent is by ensuring you’re working with a recruitment provider that understands your business and helps you to get the most out of your candidate search. To find out more about what a specialist firm can bring to the table, just get in touch with us here at Clayton Recruitment.

If you would like specialist advice from experts, get in touch today to find out how we can help you find the right talent.

For more advice from the team, check out our other posts.