Category Archive Blogs

ByL J Doulton

Contingency: Why it just Doesn’t Work in Recruitment…Anymore

Why Contingency in Recruitment Worked

When the recruitment industry boomed, the best model to ensure you get the best candidates was always a multi-agency and contingency-based approach. The more agencies you had on board, the more connections you could reach out to via these 3rd parties. Each recruiter had their personal networks, and that’s still true. I have a vast network of IT project managers in Bristol. However, times and technology have changed. When any of my contacts find themselves looking for work, they will contact me, but will also be available on social media or easy to find online through job boards.

The Problem with Modern Contingency Strategies

As soon as anyone applies for one job on any of the available boards, every recruiter with access to it can find you. Social Media is another platform that’s use has grown exponentially for recruiters. You can let anyone who stumbles across your profile by searching using key skills know that you are available. LinkedIn will actually market your profile if you click on the option saying you’re open to opportunities!

When you have multiple agencies working against each other is not a case of widening the net anymore. You create duplicated efforts raising the price of recruitment. If a recruiter fills one in five roles that they work, they have to charge a lot more for the positions they do end up filling. Exclusivity is a simple concept but contingency is so embedded as the way work with agencies. That’s because before the internet and its services were available, it was! The average fill rate for the biggest agencies all of which tend to work on a contingency-based model fills one in five of the roles they work on. I know, I’ve worked for them.

The Best Recruitment Model

The terms of businesses I’ve made work so the fee is directly in the proportion of how committed a client is. The way business should be! Based on this, I have technology that allows me to simultaneously search every job board and certain social media sites through my own portal. It collates and prioritises the results from each in order of suitability into my platform allowing quick online resourcing.  A consolidation of the entire online market in one search, and that’s nearly everyone nowadays!

It also worth mentioning this: If you were looking for opportunities, and there are two jobs of interest, one being advertised by four agencies, the other directly through one, which one would you be more interested in? The assumptions that can come with multiple agencies being on board are generally damaging to your companies profile. Its best to find a good recruiter, be loyal and save yourself some money for a better service. No duplication, no high costs, an absolute no-brainer!

ByL J Doulton

Recruiter & Client Failures and How to Fix Them

External Communication can be Tough

Whether you’re a Recruiter or a Hiring Manager using one, it’s all too common there can be issues in communication or understanding. Sometimes both can feel like one isn’t listening to the other. There’s a variety of factors that can cause this. A good example though is the way agencies pay consultants which can be seen as giving ulterior motives to exaggerate a candidates capabilities. This is an excellent example of how trust can quickly be lost before you’ve even started. More often than not, a recruiter will spend weeks to search, screen and select suitable candidates to fill positions within their clients business.

The expectation to get candidate profiles right can be from a conversation that went along the lines of “I need a Senior Systems Engineer, someone who has, X, Y, Z and I need them to start yesterday. You’ll receive a job description that pops up in your email, and you’re away. This can often be an old job description, with a list of qualities involved in every day working in the position. Many could be picked up very quickly in reality, but it’s something about paper that makes them essential!

Initially, the quicker approach seems to be the better. It’s also where the large and often expensive mistake happens; the unsuitable hire leaving a three-month gap further down the line. Not to mention the time wasted on getting them up to speed with their role.

As a recruiter, you are always left with questions after reading a job description. Why is the position available? Is there room to progress? What plans do the company have and what’s the working environment like? What I’m trying to say is, recruiters, perform better with a more extensive briefing.

How can we improve the involvement of Recruiters in the hiring process?

Because every role and the environment it’s in is forever changing, the only way to achieve maximum results is to start from scratch. Make a new job description together formed from a consultative conversation with an experienced recruiter. Create a collaborative set of questions to ask based on your newly formed job description. This doesn’t just make the most of every conversation, ensuring well-thought topics are all covered; it also creates a structure cutting out any unintentional bias.

You can speed up this process and screen a considerable number of candidates automatically giving a brief insight into the personality too. Video recruitment allows candidates to create video-based applications answering the set questions made for the role. Both Recruiter and Manager can review each application leaving comments including an overall rating. Candidates can instantly give a first personal impression without having to take time off and travel to interviews too.

Have you ever been in or conducted an interview you knew was a waste of time within the first 5 minutes? Not anymore!

ByL J Doulton

Biggest Recruitment Process Change in 2018

There’s a lot of speculation about the best recruitment process to attract and recognise talent in the recruitment industry. One of the most notable trends for 2018 though has been to incorporate video recruitment. It’s a big change but it helps businesses and candidates stand out from the crowd. Most importantly, it finds the right person for any particular role.

Every position with the same title will have variations in the skills required. 100% of these will involve different people and business cultures. Being able to distinguish these traits and match accordingly is essential for companies wanting to stay ahead.

Advantages of Video Recruitment

For me, the most significant advantage this technology brings is the ability to automate questioning within an application. Candidates can answer questions via the video platform during applying or in their own time. This extra information gives you a snapshot of their character and social capabilities. It also helps to envisage whether they would fit into the team, not a just a job description. Hiring Managers don’t get the same information with paper-based applications and second guess who they interview. When you are shortlisting and have five equally good CV’s but only have three interview slots available, this prevents wasted interviews. It also makes choosing who to interview a whole lot easier.

All of this may sound a bit one-sided from a candidates perspective, but the truth is it works both ways and makes life easier for both parties. If you’re the candidate and get invited for an interview, getting the time off work, the travelling required, finding parking and all the other inconveniences feel huge when you arrive and either they don’t like you or vice versa (you usually know in the first 5 minutes). Wouldn’t it be easier to find out in 5 minutes in the comfort of your own home? It’s a welcomed change in the recruitment process for me!

ByL J Doulton

Hire without Bias using Video Recruitment

How Does the Current Recruitment Model Promote Biased Selection?

When Employers or Recruiters shortlist applications, they can sometimes be unintentionally biased or unfair. Assumptions made when reading someone’s CV can often be the cause of this. The problem is we can all be unintentionally biased, especially when hiring as it’s a part of human nature.

The less information we have to make decisions, the more of these judgements we’re likely to make. Bias views happen subconsciously most of the time. We’re designed to respond to trends and can be affected by almost anything. This is how ‘stereotypes’ that you find in society are created. Many surveys done say that job seekers consider hiring processes biased for this exact reason. I’ve heard “They said I was over-qualified but they don’t know my situation” too many times.

Video Recruitment Benefits

Video recruitment used properly gives more information and is more transparent. It helps de-bias the opinions made when looking at the paper version of a candidate. It’s also a great way of reminding yourself of candidate’s responses. Video interviews can be replayed to multiple staff members giving you time to analyse along with as many professional opinions as you need. Integrating the team in the process will decrease the chance of any turbulent new hires.

Modern interviews can be unstructured, making candidates more likely to be subject to an unfair process. Candidates can use our automated video application,  where they’re asked the same questions in the same order, in the same environment. This creates an equal and accurate experience for everyone. You’re still going to meet these people too. It just gives you more information to decide on who to meet.

Video Recruitment combined and AI provides great ways to identify the best candidates.

We can use algorithms to assess human qualities bypassing assumptions we all fall victim to. The outcome is predicting the right person for each specific position in the business.

Click here to speak with us about our recruitment method.

We are all capable of being unconsciously biased in all areas of life. We make this mistake less often with more information we have though. Using technology can provide a more accurate and fair judgment as well as a better experience for candidates – are your hiring practices up to date?

ByL J Doulton

Why call it Empathic Recruitment℠?

People often ask me why I called it Empathic Recruitment℠ so I thought I’d share my answer. I named L J Doulton “the empathic recruitment consultancy” for two fundamental reasons. Firstly, I developed the service that we offer by empathising with employers. I thought ‘what sort of service would I want from a recruitment agency and what are the current issues?’

Secondly, I fully believe that all the candidate’s attributes that you get to see with this method are either a by-product of empathy or result from a lack of it. Someone helping a colleague is an act of kindness, but it’s normally because that person could relate to their situation. It is these characteristics you can observe using video application methods, that I believe are more important than what you see on paper. Ideas thrive when you cluster together likeminded team members and the collaborative IQ of a strong team will always exceed any individual

Let me give an example of where it makes a difference:

An example of this would be, If you are a fantastic programmer and know every language with all the qualifications, but don’t know how to empathise, you won’t be able to think of the scenarios your end-user is in, so you won’t be able to make such a useful product. Knowledge is irrelevant if you don’t know how to apply it and it’s empathy that drives the most significant achievements.

There is the third reason:  High performing teams rely on empathy to make them work smoothly. Empathy is the catalyst for turning a group of individuals into a team.. i.e. “we are all just cogs in the gearbox of life, and empathy is the oil”. Empathic teams produce better outputs and are the foundations of resilience and of long-term corporate prosperity.

To find out more about Empathic Recruitment℠ gives us a call.

ByL J Doulton

How to Boost Candidate Shortlisting Data

It can be hard shortlisting potential candidates when you are comparing the CV versions of people. Paper-based processing has its restrictions and is open to manipulation and equally, misinterpretation. Employers will only meet a small selection of candidates even though you can have 50 applications. How you filter these applications for the interview stage is crucial. It seems unnecessary to second guess when technology is forever growing more sophisticated making it possible to counter these problems.

That’s why amongst other emerging technologies, we include an Interactive Video Platform (IVP) tool in our shortlisting process. It allows candidates to submit video responses to automated questions within the original application. This offers employers a greater insight into the suitability of each candidate and can save a significant amount of time for both while increasing the value of the shortlisting data tremendously.

Our IVP is a quick and reliable tool that offers more insight into the ethics of a person, their social capabilities, their personality, their leadership and communication skills all of which are essential when hiring the best candidate for the team.

How to use this platform:

We still assess information on their CV and it’s often this exercise that inspires some of the further questioning asked in face to face interviews. What an IVP allows you do is quickly get a first impression of someone’s personality. If you have 3 equal CV’s and only one interview slot, this feature will make your life a lot easier!  You can also conduct live interviews online and compare these with other applicants and share them with other managers through our platform to ensure you hire the right person for the team, as well as for the job description.

Have you ever had a perfect application on paper only to be disappointed after conducting it? Not anymore!

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!