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ByL J Doulton

Biggest Recruitment Process Changes in 2018

There’s a lot of speculation about the best way to attract and recognise talent in the recruitment industry, one of the most notable trends for 2018 being incorporating video to help stand out from the crowd but more importantly, find the right person.

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

For me, the most significant advantage this technology brings is the ability to automate a quick questionnaire that candidates can answer via the video platform during the shortlisting process. This extra piece of information gives you a snapshot of their character and social capabilities helping you to envisage whether they would fit into the team, not a just a job description. Hirers don’t get this information with paper-based shortlisting and are left to second guess. When you have shortlisting and have five equally good CV’s but only have three interview slots available, this will prevent any wasted interviews and make that decision 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?

ByL J Doulton

Hire without bias using video recruitment

Employers and Recruiters can sometimes be biased or potentially unfair, judging by diversity over talent. The problem with this is we can all be unintentionally biased, especially when hiring as it’s a part of human nature and the less information we have to make decisions, the more of these judgements we make.

Bias views happen subconsciously. Our brain is designed to respond to human identities and can be affected by almost anything which is how ‘stereotypes’ that you find in our society is formed. What backs this up is that many of the surveys done say that most job seekers consider hiring processes biased for this exact reason.

Video recruitment used properly gives more information and helps de-bias opinions made when looking at the paper version of an application on its own and assists in recalling a candidate’s response. Video interviews can be replayed to multiple staff members giving you time to analyse along with as many professional opinions as you need, decreasing the chance of any unintentional biases.

Modern interviews can be unstructured, making them more likely to be subject to bias. When using our video interviews, applicants are asked the same questions, in the same order, in the same environment, creating an equal and accurate experience for everyone.

Our AI can provide great ways to screen and identify the best candidates using algorithms to assess human qualities, bypassing assumptions we all fall victim to consequently predicting the right person for each specific role.

Click here to speak with us about our recruitment method.

We can all be unconsciously biased, but we shouldn’t dismiss talent because of it. 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 this question so I thought I’d share my answer. I named L J Doulton “the empathic recruitment consultancy” for two fundamental reasons. Firstly, I came up with the service that we offer by empathising with employers, thinking ‘what sort of service would I want from a recruitment agency?’

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. It is these characteristics you can observe that you previously wouldn’t when shortlisting, that I believe are often more important than what you see on paper.

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.

ByL J Doulton

How to Boost Candidate Shortlisting Data

It can be hard to shortlist 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. It also seems unnecessary as 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 allowing candidates to submit video responses to automated questions within the applications. 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.

We still assess information on their CV and it’s often this exercise that inspires some of the further questions asked in face to face interviews, but an IVP allows you to quickly get a first impression and help with the initial shortlisting. 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 hunting stressful, and sometimes it can be brutal. You’re either trying to guess what the best approach is for an opportunity or the best ways of increasing your chances of getting through shortlisting. Then you need to ensure you’re on top form for a successful interview 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 and include any 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 and 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, so it’s important to understand how it’s used and how your profile can affect your progress when looking for a new job. Once you have an understanding of how it works though, you’ll know where and how to improve your online appearance which 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 and your social media profiles could factor 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 doing or checking on 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, so 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

Posting job adverts at the right time can beat the competition and helps to reach out to more of the online market. More importantly, the times that people apply vary and can be used to help predict the best times to advertise you a vacancy. People looking for work spend approximately half an hour daily, searching through and applying for different jobs or various job boards so timing this right can be a very 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, but rarely at all on Fridays and weekends. Employed people have a tendency to apply in the evening and rarely in the day, and the unemployed apply frequently during the afternoon. Although the variety of different groups and the common times they apply spread the traffic out with reasonable equality day to day, Monday, Tuesdays and sometimes Wednesdays will typically win the race of the busiest times people look for jobs online.

In summary: Monday through to Wednesday is the busiest days, and the best times to post on these days will be between 10-2pm.

However, there are some variations in who tends to apply and at what times in the day so you may be 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 in work, mostly applying 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.

 

 

 

ByL J Doulton

Will Robots take over our jobs in the future?

Robots vacuum floors, automate machines, and restock fridges; it’s understandable people are starting to worry that they could lose their job to robots. 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 as they become unneeded which all sounds rather depressing. The truth, however, is they also create new opportunities to learn new skills with more innovative systems and tools, allowing more creative, efficient and exciting work— Fortunately, new technologies bring new job roles for people that work in conjunction with these new technologies like a creating a new industry would do. 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

Young people leave university and are finding their first professional role, but companies sometimes will only accept the experience. Graduates have so many long-term benefits as well as lower initial salary costs and much more so when I see this it can be frustrating.

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.

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

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.