Category Archive Blogs

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.


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!

ByL J Doulton

Dealing with a Bad Boss

There is nothing worse than dealing with a bad boss. Having a conflicting relationship with your boss can leave you demotivated and frustrated. It’s not all about your work a bad boss will overlook or take credit for your good performances. If you have this problem, it’s safe to say they’re being a bad boss.

Just to confirm:

  • A boss that criticizes, shouts or publically humiliates employees is a bad boss.
  • If they bullies, intimidates, name-calls, or treats you as stupid, is a bad boss.
  • Someone who condones bad behaviour, and takes sides with friends, is a bad boss.

Everyone deserves a professional environment. Sometimes a bad boss generally doesn’t know they’re bad and it can be temperamental. There so many reasons it’s best not to judge. Being promoted too quickly with little training or personal issues or a lack of support from their Boss can all trigger this. Bosses who don’t understand or violate laws are more often signs of inexperience than anything else.

Before finding a new job, follow this advice:

  1. Politely talk to your boss, identifying you need support. Don’t call them a bad boss.
  2. Consult managers for advice to widen your opportunities internally where you can.
  3. Consult your boss’s manager or Human Resources for assistance and advice if stranded. Your boss will dislike this, so don’t down talk the boss and focus on the issues.
  4. Lastly, if your boss won’t change, propose a job transfer rather than quitting.
  5. If all fails, quietly search for new jobs. You deserve better.
    Keep your job to maintain your income and preventing any gaps, (although unfair it makes getting back into work more difficult) until a new position becomes available.

If you really can’t make it work with your boss its time for a career change, click here and we can help you find your next opportunity! 

ByL J Doulton

Why we need Empathic Recruitment℠

Empathic Recruitment focuses on personality and culture matching. Empathy can be the missing ingredient to a good employee or finding one in the first place. Without it, a “what’s in it for me” quick buck mentality can quickly develop. When missing empathy, it helps maintain an ideology where our perception of perfection measures one area; Academic ability, when there is a full spectrum of considerations needed to truly identify perfection.

Perfection is also dependent on what context it’s in

Someone might be perfect for a precise job or business but may not be for others. This could be the same role at a competitor but the internal staff structure and culture may not fit. We conclude suitability from a CV when shortlisting which is open to misinterpretation or manipulation. The way companies engage when using agencies, can create ulterior motives that break down trust and communication.

The truth is, being academic doesn’t mean someone knows how to apply it, or whether they’re motivated to do so. It’s the emotional part of the brain that dictates which option is preferable/suitable or profitable. It’s what tells us when to stop comparing features, costs, risks or benefits of different options available to us and deciding what’s best. You simply cannot express these abilities from a CV.

As if this wasn’t important enough, emotions also alert us to factors that our conscious, rational awareness can miss. That’s despite their critical importance to us in the future. ‘Gut feelings’ or ‘intuition’ can inform us when something is not quite right about a person, a situation or a business deal even when they look good on paper.

There’s an example of this in an office scenario most employers could probably relate too.

You hire a new junior with limited experience within an office of experts. The rapport between this person and the team is there immediately. They consequently absorb information and the knowledge they need from colleagues quickly. You then employ someone who’s already an expert in the industry. They do it differently and doesn’t agree with the rest of them. The internal communication shrinks and productivity of that office shrink with it.

They say knowledge is power, and the more people you know, the more knowledge you have access to which I agree with. When someone works within a company, they retain significant information that could be useful to the rest of the team. That knowledge can be lost if staff don’t get along or have conflicting goals or morals to each other. That’s why it’s key to consider this when recruiting. The collaboration of like-minded professionals within businesses would make a huge difference to the company’s output.

I guess the big question is, How do you resolve these problems in the recruitment process?

Firstly, we use artificially intelligent semantic searching software with job boards and social media allowing us to identify the best candidates based on online information such as CV’s. This gathers a pool of candidates who seem to have the skills. We let them know about the role in case it’s of interest. We include an Interactive Video Platform (IVP) tool in our shortlisting process allowing candidates to submit video responses to automated questions within the applications. It gives employees a snapshot of someone’s personality delivering an emotional and social competency matching mechanism. It also saves a significant amount of time for both whiles increasing the value of the shortlisting data tremendously. Employers will know who they are interviewing before they’ve met them and conduct live interviews to where convenient. We call this approach Empathic Recruitment ℠.

ByL J Doulton

10 Most Common Interview Questions and How to Tackle Them

It’s always worth being prepared for traditional interview questions hiring managers are known to ask, so here are some tips along with ten of the most commonly asked questions and hows best to answer them.

It’s important that you don’t memorise your answers word for word, just the concept as you don’t want to sound rehearsed, it needs to be natural. Would you rehearse a conversation and write it down if it was a mate? This precise mindset also creates so much pressure and room technically for an error you won’t come across as your normal self and it is a promoter of nervousness. Be polite, shake their hand, show confidence by being yourself!

Most Common Interview Questions and Answers

What is your greatest strength?

Very popular interview question. Discuss what you feel your strengths are but tie them into as many examples of recent roles, projects or work experience you have gained that’s still relevant to what you’re interviewing for. This works really well and is ultimately what the manager needs to know to assess your suitability properly.

What is your greatest weakness?

Everyone has a weakness, so identify one with a positive attitude towards it. Depending on who’s interviewing this could go either way. Theirs no point in hiding any weaknesses, everyone has something and if someone doesn’t want you for being honest unless this weakness makes incapable of doing the role, maybe they aren’t the right manager for you.

Tell me about yourself.

Don’t share too much, but give a decent insight and try and show some personality. Identify some interests which don’t relate directly to work.

Why should we hire you?

Explain why you feel you’re a solid match, highlighting as many areas you can relate to or by using anecdotes of previous similar successes and ultimately, identifying what you can offer the company.

What are your salary expectations?

Know beforehand what salary you expect from that role, otherwise, you may lowball yourself.

Why are you leaving or have left your previous job?

Be direct with the facts, providing a genuine reason. Be cautious not to down talk previous companies or managers, instead identify the differences in experiences to this new opportunity that made you feel their position was a better fit for you.

Why do you want this job?

Research the role and company beforehand. Explain what areas of the business interest you the most, identifying why the company appeals to you.

How do you handle stress and pressure?

Prepare an example of how you resolved a stressful situation in a previous job. It’ always a good one to have a few examples of because its also one of the questions people will often fail at, even though they have loads of example once the pressure has gone.

Describe a difficult work situation/project, and how you overcame it.

Again, give an example of how you resolved a stressful situation in a previous job. The interviewer wants to know how you tackle challenging situations.

What are your goals for the future?

The hiring manager recruits someone who will stay with the company. Identifying you wish to seek financial security and progression with this company supports this.

Do you have any questions?

They’ll often ask this as well. Prepare a list of questions you’d like answered in preparation for an interview but don’t ask questions just because you feel you should. If there’s nothing you genuinely want to find out about the business other than whats on a spec, it’s probably not the right company for you!