We’re regularly asked by candidates and clients alike about the current ‘state of the market’ – and often that’s a hard question to answer! With another new year just around the corner, experience shows that a lot of people may take the opportunity for some reflection on their career aspirations during the festive break – and companies may be gearing up to start their candidate searches in the new year.

Whether you’re looking for a new job – or looking for new talent to join your team – here are our hints and tips to make sure the recruitment process (or job hunt!) goes smoothly:

1. ONLINE APPLICATIONS - FRIEND OF FOE?

For candidates
Bias alert! Despite our obvious bias – our recommendation would be to proceed with care. Whilst it is difficult to avoid these altogether, it can be hard to really get across your skills and experiences through automated systems – and sometimes one unsuccessful application can put you on an auto-reject pile for that company in future.

For hiring managers
Bias alert! It is tempting to avoid agency fees but responses from online adverts can be overwhelming, and unless you really have the time and resources to do a proper CV sift, you’re in danger of not giving the process the attention it deserves.

2. SHOULD I USE A RECRUITMENT AGENCY?

For candidates
Yes! You can sign-up with more than one recruitment agency and still do some direct applications. A good agency will be able to give you excellent advice on your CV, salary expectations and even a bit of a ‘behind the scenes’ glimpse of what each recruiting company might be like and whether they’re a good fit for you.

For hiring managers
Bias alert no. 2! Of course! Not only can we take the pain out of CV sifting, our ability to source a diverse range of candidates and pre-screen candidates for culture add as well as culture fit is where we can add real value. We’ve known most of our candidates for a while – not just in the context of your role. And that makes a real difference!

3. HOW TO GET THE BEST FROM RECRUITMENT AGENCIES

For candidates

• Be upfront about what you’re looking for – everything from the job role, to salary, hybrid working and sector preferences.

• If you’re not sure about a role – say so. We’re not the hiring client – and we can help you work out if this is the right role for you.

• Be prepared for interviews and on time – every time.

• When you’re in your new role – do keep in touch – so we can help you when you might need support building your team, providing an ‘external ear’ or assist you when it is time to move on.
  
  For hiring managers

• Create a clear role profile, highlighting key responsibilities, opportunities for progression, essential skills and identifying those which are ‘nice to have’.

• Stipulate the desired salary range – and any stretch that might be available. We’re not the candidate; we want to help you find the perfect candidate at the right cost.

• Keep the paths of communication open. Sometimes things change – that’s life! Help us to keep your candidates updated and your brand values supported.

4. USE YOUR NETWORK

For candidates
Like puppies – networks are not just for Christmas! Make sure you’re actively taking part in networking events, online discussion forums, and keeping directly in touch with those who you think will be able to support you in your career aspirations as your career progresses (former bosses, recruiters etc.) and those who you in turn can support.

For hiring managers
When you’re looking for quality candidates, make sure to have a think about those you’ve worked with in the past who might be a good fit for your current role, or could make a recommendation. You may well have created good relationships with recruiters when you were looking for a role – and they’ll be glad to hear from you now!

5. CVs

For candidates
CVs are such a personal item – and we’d recommend making yours as personal as you can!

• Include a profile of who you are and what you want to be doing.

• Focus on the detail – no typos!

• No more than 3 pages

• Focus on what you’ve delivered/value adds

For hiring managers
CVs can give you a good feel for someone’s experience, but getting the feel for someone’s passion and values is much harder. If you’re not using an agency (who could provide you with that background) ask for cover letters, or set 2 or 3 questions you’d like people to answer to help give you some insight.

6. ALL IN THE DETAIL

For candidates
No typos (cannot stress that enough! ) and make sure your CV speaks to the role you’re applying for. When you’re prepping for interviews, make sure you find out all you can about the role and the company, and think about questions you’re likely to be asked and how you might answer them.

For hiring managers
Look for evidence in CVs and through responses to well crafted interview questions that demonstrate clearly whether or not each candidate has the skills and experience you’re looking for. Utilising a scoring mechanism can be a really useful tool in helping you to short list all those applicants!

7. CORE SKILLS

For candidates
Your CV shouldn’t just mention your craft skills, it should demonstrate your excellent writing! Your profile is the place to show just how well you write. Hiring managers may well scan initially for key words – so make sure you explicitly mention your core skills that are pertinent to the role you’re applying for, throughout your CV.

For hiring managers
Whilst you might be looking for a strategist – if you need someone who can bang out content – check those craft skills. Asking for examples of previous work or setting a short test can help you find out about a candidate’s writing style.

8. INTERVIEWS

For candidates
Always be prepared, arrive early, and dress appropriately – whether it is online or face-to-face. Online interviews are relatively new – and we’ve created a guide on how to make sure you’re all set for a great online interview. Building rapport may seem daunting online – but look for visual clues, relax, smile and make time for pleasantries – just as you would in person.

For hiring managers
Be clear about the interview process and timescales at the outset. You may know this is a brilliant job but your candidates may be interviewing for more than one job – so make sure you show your role and your organisation to the best of its ability. Making candidates feel comfortable is so important. A relaxed candidate is much more likely to demonstrate their skills, and be honest about any gaps in their skills or experience.

9. REMOTE WORKING

For candidates and hiring managers
Be clear on what you’re looking for and whether or not there is any flexibility. Some people want to be remote, some not. Everyone likes clarity!

10. ROLE PROFILES

For candidates
Make sure to thoroughly read the role profile and understand if it is something you’d really like to do. What does the profile say about the role, the team and the environment? If you haven’t got 100% of the ‘desired’ experiences say so – but don’t necessarily rule it out. If the role profile doesn’t make you feel excited – recognise that. Don’t waste energy on roles that don’t excite you.

For hiring managers
Make sure the role profile really speaks to the essence of what you’re looking for. If you’re looking for a strategist who will still happily roll up their sleeves in delivery – say so – but don’t be tempted to add in things like managing email databases – or candidates may think you’re looking or a glorified assistant! Tell a story, focus on the purpose of the team, the role, and what a typical day might look like. Great role profiles include a little about the organisation’s ethos and the kind of person who’d love to work there. 

We’re always keen to hear from clients and candidates alike – old and new – and welcome the opportunity to help you navigate your way to the perfect partnership! If you think we might be able to help you – do get in touch.

Published by Nicky

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