Monthly Archive August 2017

ByL J Doulton

How to Stand out in Job Applications and Ace an Interview

Many people can find job applications stressful, and sometimes it can be brutal. You’re either trying to guess what the best approach for an opportunity, or the ways of increasing your chances of getting through shortlisting. This is only half the battle and you need to ensure you’re on top form for a successful interview. There’s no clear way to go about it all so here are some words of advice:

Research the job and use this to write a covering letter

Researching the role before applying and customising a cover letter for each specific position is a great way to highlight your suitability. Be sure to point out the matching qualifications and experience you have to the job description. I would always include examples of similar work or projects you’ve done previously.

Sending this type of personalised cover letter is invaluable, but it’s worth preparing a template that you can alter to suit each prospect. It’s a great tool that can give a good first impression and showcase your story, skillset, and personality to increase chances of getting an interview.

Interview with confidence

Most of the time an interview goes wrong, it’s due to nervousness so your frame of mind while in an interview is key. It’s important to remember you may not be right for every position you interview for, but that job offer will happen. Best of all is when it does, you’ll look back and be glad you didn’t get those other positions. The best way to think of it is; for the employer, it’s a meeting to see if you would fit the team and the duties required, but it’s also for YOU to see whether you like the sound of the job and culture there too, interviews work both ways! Be yourself is the best advice anyone can give and it’s easier to do that when thinking in this way.

Companies also have different expectations, research the company before the interview (read their website) and make sure you know the basics of the business. Your readiness contributes to your confidence. Prepare any questions you think of while doing this to ask in the interview. Interviews get easier with preparation and practice and the confidence that comes with those is what produces successful interviews.

Interview Follow-up & Feedback

After an interview, Unless given a timescale to expect feedback, it’s reasonable to follow-up after 3 days if you’ve had no response. If you didn’t get the job, still try to get some feedback to help learn from any mistakes you might have made. Following up can also improve the chance of the manager considering your application. Remember, don’t be disheartened if you do not get the job. The hiring manager knows the company environment far better than you so if they feel there is someone better for the role, you probably wouldn’t have liked it there anyway!

Continue reading our blogs to learn more:

It’s worth mentioning a lot of these problems come from the recruitment process we are all used to in itself. This is something we are passionate about changing and we believe that it’s emotional and social competencies that are more important than simply where you worked previously. Yet that’s often the biggest influencing factor with paper-based shortlisting. There is a far more efficient and convenient way of showing what you’re really like within your application.  Here is a link explaining how it works in more detail, I welcome any comments.

Happy job hunting!

ByL J Doulton

Social Media | The Hiring & Hire Me Assistant

Social media platforms are becoming one of a recruiters or employer’s main weapons in finding talent. It’s important to understand how they’re used and how your profile affects your progress when looking for a job. Once you have an understanding though, you’ll know where to improve your online appearance. This can be the difference between getting the opportunities you want or being left behind.

Social media is a tool for candidates too: 

Job searching relies on a number of factors; a resume, your cover letter, specific form filling or background checks and an interview. But before all of this most Hiring managers will look you up online. A social media profile could affect whether you get a job. This isn’t a creepy or weird thing to do (I’ve had people say this), it’s good recruitment and makes perfect sense. That’s why it’s worth checking the following:

  • Search yourself online to see what results come back, and clean up any damaging finds.
  • Go through any images you’ve posted or are tagged in and remove any inappropriate images and comments that look unprofessional.
  • If you have no online presence at all, it could be assumed that you do not understand or engage in technology which is more embedded in businesses than ever so if you don’t have one, make one.
  • 64% of HR and Hiring managers use social media and Google to help screen candidates, do you show yourself in the best light online?

Some employers use screening tools to speed hire which can also promote discriminative shortlisting. Restrict personal social media accounts, instead focus on highlighting skills and expertise on your public profile.

Recruiters recruit smartly but only with the information they are given and judge how you portray yourself using this information, don’t let them use one bad comment made in anger to conclude what you’re really like!

ByL J Doulton

The Best Days and Times for Job Applications

Why does the time you post jobs affect job applications?

Posting job adverts at the right time can beat the competition or help reach the intended market maximising job applications. The times that people apply vary for different jobs.  This can be used to help predict the best times to advertise your vacancy. People looking for work spend approximately half an hour daily. This is done through various job boards so timing this right and in the right places, can be an efficient way of boosting your coverage.

One job board has 200 million visitors monthly handling 37.5 million resumes. A surprisingly large portion of which apply either midday or dinnertime from Monday through to Wednesday. These rarely get many on Fridays and weekends. This is the active and employed group. Employed people will have a tendency to apply in the evening and rarely in the day excluding lunch time. Unemployed candidates apply more frequently during the afternoon which makes sense. Although there’s a variety of different groups the times they apply spread the traffic out, Monday, Tuesdays and sometimes Wednesdays will typically win the race of the busiest times people look for jobs online.

In summary: If you recruit for a range of positions, Monday through to Wednesday are your busiest days online. The best times to post are normally between 10-2pm or after 6 pm.

However, there you can take this concept a lot further. Variations in who applies and what times they look online could have you better off posting on different days on occasion. A good example is, if you were hiring for a graduate position, statistics show that graduates tend to follow a similar pattern to people out of work. Most apply for jobs on Monday and Tuesday, stopping from midday, and resuming in the late evening. But the most popular day that graduates have been shown to apply is Sunday evenings from 7pm onwards. If you were looking for a Graduate, having the campaign start on Sunday evening puts you at the top of the job board when they’re likely to be looking.

ByL J Doulton

Will Robots take over our jobs in the future?

Will Robots Takeover?

Robots vacuum floors, automate machines, and restock fridges; it’s understandable people are starting to ask will robots take over? Continually improved automated software makes human workers redundant to a number of individual roles. Organizations and employees will need to adapt, learning how to respond and remain a thriving part of most working environments.

Does this mean they’re a threat?

Automation and AI isn’t a new concept, but its constant development has seen millions of people lose jobs to machines. It all sounds rather depressing! The truth, however, is they also create new opportunities to learn new skills. With more innovative systems and tools,  it allows us to create more efficient and exciting work. Fortunately, new technologies bring new jobs for people that work in conjunction with these new technologies. It becomes a new industry itself. There’s a good reason for the symmetry between these because that’s precisely what it provides.

You can see this has happened Historically

If you look at the industrial revolution for example which also involved new technology, but the most significant catalyst was the new, organised methodologies and well-planned manufacturing processes which swallowed millions of the public jobs overnight. People felt intimidated as technology aggressively retired their skills leaving the economy seemingly unpredictable. But in the 20th century, these improvements created new job opportunities like an automation worker, airline pilot or missile mechanic; the list goes on. My point is that previous generations would never have dreamed of these, so although you need to be aware and ready to react to how technology emerges, it’s not the end of the world. At worst we will have some short-term disruption, but with the ability to have even higher growth and productivity long term.

Don’t be afraid of new machines, robots or technology, use it to make your own work more productive and embrace innovation instead!

ByL J Doulton

Why Hiring Graduates Work

I’ve noticed a lot of companies are reluctant when hiring graduates. Young people leave university and are often looking for their first professional role. Yet most companies will often only accept candidates with experience. Graduates have so many long-term benefits as well as a lower initial salary and have more to prove. That isn’t always a bad thing! When I see Graduates struggling to get through the door it can be frustrating.

I’ve highlighted the five reasons they are always worth considering:

1. Graduates are enthusiastic

Getting a university degree is liberating, and now this person wants a professional career. Jobs are competitive, so graduates have gratitude when they’re employed, and tends to do well and commit for this reason. The fact they don’t have experience which can seem a disadvantage which also creates a more grateful applicant.

2. Graduates are adaptable

Previous jobs give us experience and skills for new jobs. Some people do not move on and learn new skills, whilst graduates are eager to learn and to improve and adapt your companies habits.

3. Graduates know technology

Graduates are familiar with the technology, hardware, and software, (99% of people aged 18 to 24 own a smartphone); this can be a useful consideration when filling a particular role.

4. Attaining diversity

Diversity is important and improves innovation and performance when cultures merge and graduates come from all backgrounds and walks of life.

5. Nurture long-term talent

Sometimes overlooking a lack of previous experience is good, focusing on a person’s potential and progression instead is the long-term business model. Recruiting people with particular qualities encourages growth, and you may find someone great to lead your company one day in the future.

Conclusion

There are risks hiring less experienced candidates of course, but there are actually different but comparable risks in hiring anyone and graduates provide technical aptitude and adaptability, as well as valuable characteristics. Its a way of recruiting tomorrow’s talent today and you may just find somebody great.

Empathic Recruitment ℠ allows you access to all of these areas that previously you wouldn’t see within the application process, throwing away talent without even knowing it.

ByL J Doulton

Applying for Jobs on Mobiles | What Employers Need to Know

Mobiles are the most used device when applying for jobs. Phones used to just make calls, then, became a portable Internet device with a camera. Now you can do pretty much do anything you could only previously do on your Computer, only with the convenience of fitting in a pocket too. Nearly 75% of adults (18+) now own a smartphone, influencing job boards, recruiter websites and other applications to be mobile friendly and stand out from the competition.

Applications for jobs through smartphone are now higher than on PC

Applying for jobs on mobile devices is common for all age groups although there is a stronger trend in the most recent generation so it’s crucial that you optimize your job listing and even your website for mobiles. Mobiles dominate the majority of job searches, especially from tech-savvy applicants. There is still evidence that shows Legal, Financial, Engineering and Mathematical jobs tend to be applied via a PC however.

80% of job searches in the UK originate from mobile devices and most job links are first viewed via mobile. (we don’t all walk around with our PC after all) so these statistics make sense. Even in most other countries, nearly half of people apply via mobile.

It’s a simple conclusion; Optimize your job and website for mobile-friendly use, or you’ll miss out on great talent.

ByL J Doulton

Find The best Technical Staff using Empathic Recruitment ℠

Companies are always looking for technical staff. Whether its software coders, engineers, data scientists, and web designers. It’s hard to find people with strong tech skills, and who also fits your business culture. Most hiring managers and recruiters found it challenging finding workers with tech skills as it is. To find someone who also has the personality and social competence for that particular team a challenge.

How an empathic approach works:

Having a lack of tech talent in your business can damage revenue without you knowing, and will always slow down development. Coders, software engineers, data scientists, and web designers are more needed in this “tech-bubble-society” than ever.

The technology field is broad and every company works differently, so finding an absolutely perfect match is unlikely. However, finding someone with the majority of skills but with strong social capabilities isn’t. Having a team fit leads to new recruits quickly inheriting the skills necessary from their colleagues.

Empathic Recruitment ℠ uses video recruitment software to gain information needed to make informed hiring decisions, gathering information on personality traits, work ethic and social suitability compared to paper-based data processing, allowing hiring managers to meticulously shortlist.

By seeing people directly, you automatically assess their personality and social skills and are more likely emphasise with their story as you’re more likely to know if it’s genuine. It a allows us to use our ‘gut instincts’ and intuition which can inform us when something isn’t ‘quite right’ about that person for this position.

By using Empathic Recruitment, employers can know who they’re interviewing before they’ve even met them.

ByL J Doulton

Technology in Recruitment is Great With a Human Touch

Why do you need a human touch?

Recruitment Technology is growing fast and can save a lot of time when used correctly. You do still need a human involved to get the most of technology. Automating recruitment completely is impossible, for now! Finding people with suitable skills for a role is one thing and AI allows us to automate that pretty well. Finding someone who fits a particular business is a lot more complicated.

With the recruitment process as it stands, matching these are often a complete lottery. It’s an especially important consideration when avoiding a low retention of staff. So why is phase one of shortlisting based purely on CV’s when you can’t see these traits on paper? It’s always worth establishing genuine connections with as many applicants as you can in order to find the right stuff which simply isn’t possible when looking at a CV.

Whoever you hire, will not only contribute to representing your company to your customers and other prospects, but they could potentially contribute to positive or negative change internally too. Negativity or unhappiness can be as contagious as a laugh or positivity in an office environment.

Video Recruitment Technology and AI

Video recruitment allows you to have a snapshot of every person that has shown an interest in your business. They don’t have to answer questions on the spot and can do so without travel. It allows you to compare candidates more easily. Boolean search is a Recruiters searching language of choice. There are huge developments in this now that allows searches to think for themselves.

Our objective is to change the paper-based recruitment practices into a process that focuses on human connection and emotional intelligence.  When a candidate’s individual skills and qualifications match your job, it doesn’t mean they will match your team, direct report or overall company culture. We called the methodology of focusing on this Empathic Recruitment ℠.

We use artificially intelligent searching software to make sure we reach out to as many suitable candidates as possible!