By Lucy Bryant, Client Services Coordinator at Mployable
We’re currently in a global period of uncertainty and so it’s natural for some of us to have spent lockdown taking a good long look at our career.
Some employers were reported to have not looked after their employees in response to the COVID-19 pandemic. Add to this, the unfortunate number of redundancies due to businesses having to pivot and adapt to weather the storm, there is currently a huge influx of talent to the recruitment market. Great news for employers, but not such great news if you are an employee looking to make a change.
In recent years, the employment market has been primarily candidate led and it was the employers who had to work hard to attract the right applicants. But in light of the pandemic, for the foreseeable, this is going to be a different picture as redundancies and unhappy members of staff will see people heading to the job pages quicker than we will be heading back to the pubs on the 4th July!
So how do you stand out from other job seekers? How do you make an impact that will get you through to an interview? Here are some DOs and DON’Ts to help you shine!
DO revise and revamp your current CV. If you are going to be looking for a change in your career, then it is important to update your employment history and skills base – if it has been a long time since you last updated your resumé, check out the Mployable website and watch this video to get some great hints and tips on how to create your best CV.
DO apply for jobs that match your experience. Look carefully at your skillset and apply those skills to the job description you are interested in. There is little point applying for a role as a PR Consultant if you have no experience in this area. Most job adverts now have a job description attached to them so you can have a look at the person specification and see where your skills match up.
DO research the company you are interested in. Check out their website and see if their work ethos matches yours. Get to know their history and their values, this is all important if you want to make a convincing first impression. Spend some time looking at videos or reading blogs/articles that have been written about what they do – you still need to make sure that this a company you want to be a part of and if it is, this kind of information will help you to align yourself with how you can help them to achieve some of their goals.
DO make sure you apply in the correct way – does the advert ask for you to send a CV to someone via email or do they ask that you complete an online application form? It can be a more laborious process to do the latter, but if you can’t follow simple instructions on how to apply, this will have a negative effect on your whole application.
DO write a covering letter! This is a really important step that so many candidates fail to complete and that’s like saying to the employer that you can’t be bothered to make the effort. A CV is a great tool for letting hirers know that you have the necessary experience, but it does not convey your personality. A cover letter is a chance for you to express your passion for this role and why you think you would be a good fit for the company. If a recruiter receives an unexpectedly high response to their advert (which is likely post pandemic), this can be a way to help eliminate applicants without even looking at their CV. I have even had people respond to my query as to why they did not include a covering letter, to say they don’t believe anyone looks at them anyway – I can assure you they do!
DO tap into your online and offline networks. In a client-led market, who you know is just as important as what you know. Be proactive about your searches, and don’t wait for opportunities to hit the job boards. Figure out who could connect you to key decision makers in the businesses you want to work for and introduce yourself. If you don’t have any of the right connections use social networks like LinkedIn to make it happen for you.
DON’T use a generic cover letter! I have read letters before that have had a different company name at the beginning or worse still a “x” where the company name should have been added. This is sloppy and to be honest, if you’re this apathetic about your application, its not a good first impression.
DON’T underestimate the power of spelling and good grammar. If you are applying for a job that has stated you must have a good “eye for detail”, then to have a spelling mistake on your CV or cover letter is a huge no-no.
DON’T miss out on this video for some tips on how to write a first class covering letter
And my number one piece of advice? Concentrate on the one standout role you are interested in and give it your all.
You only have one chance to make a first impression.
Especially if you have had to pivot or adapt throughout COVID-19 to get to this point.
A great talent strategy and effective organisational structure need to be relentlessly focused on supporting the company’s overarching business strategy – they must work in perfect harmony for the business to succeed.
Adopting a strategic approach to talent strategy and talent planning will enable you to align the efforts of your most valuable asset – your people – with your organisational objectives. But the talent strategy will only deliver if it ‘sticks’ and can demonstrate value. The cornerstones of an effective talent strategy are:
To support you in continuing to develop your talent strategy, attracting, and retaining the best people into your business.
Your organisational structure is also intricately linked to the operations of the business. If the people structure isn’t right or requires re-alignment, the business is unlikely to reach its goals. Organisational structure can be deployed within a business in many forms, but to develop it, you first will need to define the framework upon which your business operates.
These are the cornerstones of building a simple but effective organisational structure:
Investing in people may feel risky in the current climate. If you are planning to grow your business, mitigate that risk and plan your strategy.
Having the structure in place to run your recruitment virtually means you can begin to future-proof the growth of your business, and become confident in adapting your business to fit the ‘new normal’ we find ourselves in.
The reality is that not a lot has changed since Before COVID-19 (BC) in terms of how to manage the process – and the fact that you may be conducting interviews from the comfort of your home office or kitchen table shouldn’t impact the need for process, structure or clarity.
We’ve highlighted the key areas of the recruitment process which you’ll need to adapt to keep your recruitment moving throughout COVID-19 and beyond:
Ensure your advert is clear on the role, the type of candidate you’re hiring for and the culture of the business. It’s also never been more important to have a strong job description to use as a basis for your advert, steering clear of the copy and paste trap.
Keep it clear how candidates should apply, and signpost them to how they can contact a member of your team if they need to. Give them confidence from the get-go that your business is a great place to work.
Don’t get sucked into what recruitment blogger and commentator Mitch Sullivan would define as ‘Jobsplaining’. Telling a candidate what they do every day in “excruciating detail” isn’t helpful or engaging – because – they’re already doing it every day. The copy should be light, engaging and candidate centric – see our blog here on creating compelling adverts. Read it back – would you want the job you’ve just written about? If it’s not a resounding yes – candidates probably won’t be interested either.
If you’ve put together a brilliant advert and been clear about the expectations of the role, ideally at this point you’ll find yourself with a well curated pool of talented prospective candidates to pick from. No? Read on.
If you’ve been inundated with applications and don’t know where to start, refer to your job description and use this to create a scorecard, based on the essential qualifications, skills and experience required to the perform the role to use as a shortlisting tool.
You’re looking for candidates that, on paper, could do the job. Avoid reading any further into the CV and accompanying material at this stage, otherwise you’ll find yourself hunched over your laptop at 2am scrutinising CVs, creating back stories, side plots and future scenarios for each candidate, desperately wondering why they made the switch from marketing to HR in back in ‘09.
We always recommend a brief telephone interview with shortlisted candidates, and this shouldn’t change in a remote interview scenario.
A telephone interview is the perfect opportunity to establish the candidates’ interest in the role, sense check any areas that could be a future showstopper – for instance specific qualifications or essential experience and undertake what I call a housekeeping check. Check notice periods, salary expectations and start to talk about potential interview dates if appropriate. There’s nothing worse than getting to the end of a lengthy interview process only to offer your chosen candidate the job and end up negotiating down to the wire or find out they have a six month notice period.
Establish which platform you will use ahead of the call, and make sure your candidates have the links and passwords they will need at least a few days in advance. Advise the interviewees on dress code and who will be attending the call – sounds simple, but it’s the sort of thing people will agonise over. A well structured and informative invite to interview email template will cover the above and help put your candidates at ease ahead of the call.
Ensure you have a good Wi-Fi connection and a quiet place to interview the candidates – although an inquisitive toddler intruding on the call to ask for snacks or Peppa Pig will always make for a good ice breaker. We’ve all been there!
Start with you and any other colleagues joining remotely in the interview ‘room’ prior to the candidate and get clear on the structure of the interview before the candidate joins you. Being well prepared is key – and you can see our blog on interviewing remotely here.
Set aside a time within 24 hours of the interview where all internal team members can get together for a virtual post-interview debrief meeting, to keep the decision process and momentum moving.
Call all your candidates’ post interview to let them know the outcome of the interview – avoid sending a copy and paste email.
For your successful candidate, remember that leaving a job right now probably feels like a big leap of faith – so make them feel comfortable that they’ve made the right decision. Give them all the information they need for the next few weeks, what to expect next from you and keep in regular contact.
Your normal onboarding process probably starts with meetings, tours, one to ones’ and introductions to the team over the weekly stand up – none of which is happening right now.
The most important thing is making sure your recruit has everything they need to get going on day one and is clear on who they need to contact if they need anything.
Ensure any equipment they will need is prepared and sent to their home ahead of their start date. Confirm they’ve received everything and liaise with IT to get them set up ready for day one.
Meetings can still take place virtually, and you can cc them in on important team emails or communications in the week before your new team member starts. If you use a communication channel such as Slack, ensure they’re set up and recommend the threads and conversations they should follow. Regular, virtual communication is the key.
It is a strange time we find ourselves in – but if your business needs to keep recruiting throughout this pandemic and beyond, think about how you will adapt your process to keep up with the ‘new normal’.
During this challenging time, most businesses will likely find themselves falling into three camps:
Businesses who are in demand as they offer a key service, or supply into an essential supply chain.
Businesses who are almost remaining ‘business as usual’ – able to continue trading and working relatively normally, possibly with some adjustments.
Businesses who have been wiped out by the crisis. Order books at zero (or not far off) and facing the prospect of mothballing, hibernating or perhaps closing altogether to ride out this storm.
For that first group of businesses, recruitment will be very much front and centre of their entire business strategy. Most of the large supermarket retailers have created thousands of jobs over the last month, to service the current stock and service demands, and even the companies who are ‘business as usual’ may still be thinking about future growth.
Businesses who are intending to continue to recruit at this time may be faced with the prospect of interviewing candidates virtually, utilising platforms such as Zoom, Skype or one of the other many online video conferencing programmes available.
And this brings with it its own challenges. Many hirers rely on the mythical ‘gut feeling’ to decide whether a candidate could be the right fit for their business. But what kind of ‘gut feeling’ can you really get from a computer screen?
Here are our five top tips for conducting virtual recruitment interviews:
· Despite everything we are currently facing, don’t skimp on the clarity of the role. Before conducting the interview, ensure you have a robust and up to date job description, a copy of the candidates’ CV and any collateral you require to help support your decision making.
· Prepare for the interview. Use an interview question bank or script to guide the interview and give you the answers you need. Don’t just wing it or have a nice chat, you’ll really struggle to get what you need from that person without the preparation.
· Alongside the interview question bank or script, build a scorecard to remove your unconscious bias from the picture. Scoring on both capability and culture fit gives you the ability to remove your preferences and opinions from the equation and judge the candidate specifically on their capability to perform the role and fit in with your company culture.
· Build in some questions around outside interests. It’s even more challenging to get to know a candidate through a computer screen, so ask them about what they like to do in their spare time. How are they managing their time right now? What are they reading about or learning about? Avoid specific questions around family, and steer clear of anything that couldn’t be attributed to being of interest due to your company culture or the role.
· Consider utilising psychometric profiling as a part of your recruitment process. Controversial to some, but if it’s used responsibly and as a piece of the pie of the overall picture – it can be a powerful tool in guiding your decision around team fit.
Really consider how you can tailor the process – and take into consideration that the candidate may be a little uncomfortable in front of a screen. It may take more time and effort to prepare than a face to face interview – but this is an unusual and unprecedented situation we all find ourselves in – and all we can do is learn to adapt.
COVID-19 (Coronavirus) – our advice for business owners currently recruiting or thinking about recruiting.
Coronavirus is sweeping the globe at an exponential rate – and that includes us here in the UK. We’re all aware of the potential economic impact of the spread of the virus – and whilst the health of the nation, particularly the most vulnerable – remains of paramount importance, a thriving economy is part of an individual’s health and well-being too. Business owners should take this time to consider how we protect the future growth of our businesses.
The natural reaction may be to ‘batten down the hatches’, suspending growth and spending plans.
But let me ask you to consider the following. This will pass. It may not feel like it right now, with certain news channels and media delivering not only the facts, alongside a large dose of speculation and opinion – but we will see an end to this. This is a crucial period to ensure the survival of your business now and to invest in your future.
How should we tackle recruitment within different industries?
This will differ from industry to industry, with travel, hospitality, leisure and retail being among the most hard hit. For those who have started to wonder what you will do with any extra pairs of hands, and how you’ll manage the additional heads on payroll. It may be that the right response is to announce a temporary recruitment freeze. The important thing is to take a long term view on this, it may be your only option or it may not.
Right now, I understand that if suddenly business decreases exponentially and being a customer facing industry the prospect of working from home isn’t an option. A priority is keeping your current trained workforce loyal by supporting them and making sure that when business does improve, you have the perfect team ready to serve all your loyal customers again. Seek as much advice as you can from specialists in their field now and for when business picks up. It will ensure once recruitment does take precedent again, you can do so quickly with low costs.
How about the rest of us?
Those working in the B2B industries, we have never been more prepared. Technology is so advanced and the nation has already been thinking innovatively to promote flexible and remote working. Prospective customers may be telling you that they are pausing on making an order until the impact of the virus ceases – but not all of them. Providers are already creating new and innovative ways to continue business growth and development through the technological tools available to us.
Here’s our advice for the owners of scaling businesses, wanting to continue to grow, but are unsure about how Coronavirus will play out:
Ultimately the decision comes down to asking the following questions:
‘What is the potential impact of making the hire(s)?’
‘What is the potential impact of not making the hire(s)?’
Consider the short term and long-term implications of both responses.
Of course, this is a developing situation, changing by the hour – and we must react in the best interest of our business and our existing team. But if you have ambitious growth plans and are bursting at the seams to deliver your services, it may be worth considering the bigger picture, before implementing short term reactions.
Want to know why recruiters receive a bad reputation? Take a look at my previous blog: When did recruitment become a dirty word?
Recruitment's bad reputation
I wanted to start this discussion as a follow up on the blog mentioned above. I understand when you have 450 odd CV’s to work through you won’t spend large amounts of time consoling those candidates who didn’t make it to the top 10. Even getting to the top 10 requires some elements of being cut-throat. On the other hand, there are ways you can maintain the human approach and that is through
networking and building a solid, organised bank of CV’s that can be utilised for the right purpose. When you network, you want people to put their faith into your service, be it the employer or candidate. No one wants to be sent useless applicants which aren’t suited to the role. Just as candidates don’t want their inbox full of irrelevant positions. A great recruiter understands both the employer and employee needs. Instead of simply disregarding a CV – keep it in mind. You never know, an opportunity could come up in the future which they may be perfect for.
Bring back kindness
Is it that hard to send out a simple: “we don’t have any appropriate positions but have kept your details on file and if anything appropriate comes up, your CV will be considered.” Of course to keep this balanced, there should be equal effort on the candidate’s behalf to make it very clear about what they want, which kind of company they are suited to and their skillset to make those demands. If someone has simply listed their roles and duties, that’s not putting in the leg work and a recruiter isn’t about to waste energy on that. It’s okay to be proud of what you do – just do it well. You know your services are useful for both employer and candidate.
Don’t be afraid to put yourself out there. No one is going to find you if you hide behind sales calls or rely on your social media. Go out there and talk to the general public and those you wish to work with.
Remember, there is a difference between networking and selling your product. Good
networking creates strong relationships, more importantly, it creates trust. Networking is about showing an interest in their business and building a friendship with potential clients and those who may become potential candidates. Connect with them on a human level and leave your mark. This could improve your sales, as with sales it’s all about trust. Trust in your competence as a recruiter and trust in you as a person. Stop hiding behind your phones and grab a microphone! Okay, we’re not expecting a song and dance from you, but have you ever thought about
volunteering to speak at an event?
Mployable got to where we are by putting ourselves out there at speaking events, during networking and we are not afraid to tell you Why your recruitment isn’t working. Why employers and candidates are getting frustrated with your service.
Show your thought leadership and connect. Networking is your opportunity to create lasting friendships, working relationships and ultimately, trust.
If people value you as a friend, colleague or your thought leadership, you can build a great network of referrals to keep the work coming in steady. Confidence is key.
If you’re not confident about your services or skills how is anyone else supposed to be? This isn’t about creating a fake persona, it’s showing your authentic self. If there is something in your profession you don’t agree with and want to do differently, argue that point with evidence and reason. Mployable came with a purpose to shake up the recruitment industry, creating new services that improve the lives of employers, the candidates and even fellow recruiters.
Find out more here:
How to find networking opportunities
Eventbrite is a great tool – get searching in your area and I bet you will find plenty of free events.
Local business groups on Facebook. For example Jo Richings created The Small Business Network and it gets 40-50 new followers a week. Stay involved in their conversations though, as these Facebook groups are not the place to spam, they are for communicating.
For the last few weeks, roses have been everywhere, heart stickers and signs have been plastered all over the place and all the retailers were stacked high with valentines’ cards.
Valentines is a bit like marmite – you love it or hate it. It can either give you a warm fuzzy feeling in your gut or make you want to go full Bridget Jones. Some of us may have frantically run around the shops buying flowers and chocolates in our lunchbreak or scrambling to find a last-minute table at a restaurant as we’ve been too busy to think of what to do with our partners for valentines.
But should the love be kept for just one day? here’s a few ways you can bring a little happiness and love to the office every day!
Don’t make it a big deal
Bring in some tasty treats both sugary and healthy to say thank you to your team’s hard work. If you’re office always has freshly baked goods brought in by other staff members how about an extra 20 mins in their lunchbreak instead?
Allow some laughs, it’s Valentines after all!
Share your favourite cheesy pick-up lines and funniest valentines’ cards. Here are some great examples from Boredpanda to create some office laughs. Stick a nice or funny post-it note on your work colleague’s monitor to brighten their day. Some companies have been preparing for this day in advance, from messages in a bottle scheme from HR to the secret love letter stations by others. The end goal is to make this day a little different.
Show your employees some love more often
One of the main reasons some of us don’t engage with valentines’ day is because kindness shouldn’t be shown just one day of the year. Find ways to show some love to your employees throughout the year.
Keep them challenged, not overwhelmed
One major reason many employees decide to leave or change positions is when they are constantly being bombarded with tasks outside of their job description, too afraid to speak up when they don’t know how to complete such tasks. Give them tasks that stretches their abilities, not causes them panic. Check in with them before adding more things to their to-do list as some are leaving their positions because they don’t feel like they are being challenged enough anymore. Show them some love by having an honest chat and see if you need to ease or increase their workload.
Create a culture of openness
The more comfortable your employees are talking to their superiors the less likely you are to lose your recruits after 6 months. If you’re struggling to fill a senior position, an open culture could encourage in-house promotions.
Shut down the bullies
There is nothing worse than “office banter” being confused with just being plain rude. Some of your team could be feeling a little more vulnerable during this month, depending what is going on in their private lives. Keep an eye on what the office dynamics are and shut down bullies straight away.
If you had more hours in the day, how would you use them?
Now let us ask you this - if you had more time for your business how would you use it?
The truth is, we can always find more time, but often menial everyday tasks can take up a large chunk of that. This is when outsourcing could be your best option.
Outsourcing as a strategy to grow your business is used by many and the trend is only increasing in number.
The two main reasons companies are looking to outsource some tasks to specialists in the field are as follows;
· As a way to reduce costs
· For business transformation
We’re focusing on both the reduced costs and business transformation in the sense of growth. How outsourcing can help you achieve those things.
What are the signs you should consider outsourcing?
Think about it this way, why is your core business your core business?
It’s because your team are all experts in their field. It would be a waste of time trying to be an expert at everything. Focus that energy on why you started your company and do the best you can for your customers through the product you offer and leave some other business tasks to specialist small companies, freelancers or remote workers.
“Online freelancing platforms are transforming work, organisations and their business models.” Similarly, Accenture has identified online labour platforms as part of a major trend that it says will significantly transform existing organisational forms and management models by 2022”
What to consider when thinking about outsourcing.
See what requires a permanent new position and what is worth delegating. In some cases, you will need more employees to be there around the clock. For some tasks, such as recruitment, it may not require someone on a full time, permanent basis, but a flexible service that comes into it's own during periods of operational turnaround, transition or growth.
Look at your strengths and weaknesses. What are your employees' core skills and where are people being stretched too thin? For example, HR shouldn’t have to split their time trying to juggle recruitment as well as employee engagement and retention. Separating those tasks and entrusting the experts to dedicate all their time and with the right resources will ensure HR can focus on what’s most important to them. That is, looking after your employee’s wellbeing to ensure retention and minimise high staff turnover.
Look at your costs in terms of workspace. If you were to take on new hires to help HR with recruitment in-house, would that require more office space? Requiring a move, costing more throughout the year.
Automated processes aren’t perfect. As advanced as automated processes are, they still require people to manage them. By using say, automated processes in your hiring strategy, it could be ruling out viable candidates. The best solution is still a personal touch.
So, when deciding on which tasks should be outsourced, decide when these services are needed throughout the year. Weight your options to find the most cost-effective solution.
What are the signs you have found a good outsourced partner?
Their credentials. As obvious as this may seem, here we are referring to their testimonials and personal references from those within your professional network or that they have provided. Also, look at things like their social media. Are they up-to-date, involved in the trends and discussions of their sector? Professional development never stops and those who are always developing their knowledge are the ones, who like you, are thinking about the future.
They feel like an extension of your business. An outsourced partner should understand your company values, mission and vision. They should work alongside you with a clear understanding of what is expected of them. To reach this point, make good use of the preliminary stages. Spend time with them and their proposal and really work on looking at the results this new partnership will drive.
Trust. As with any relationship, there has to be trust. If you start to micro-manage your outsourced partner it will interfere with the time you have created to grow the business using your strengths and gets in the way of the outsourced partner focusing on what they are best at. If you’ve spent enough time at the beginning stages creating clear goals, it is up to the outsourced partner to deliver their promise.
Here at Mployable we have found a balanced model that allows us to be both a company for outsourcing as well as working on an in-house basis. Talk to us today and see what we can do for your business growth.
Transforming your recruitment process doesn’t have to give you a headache or cost you the earth.
In our current economy the opportunity for SME’s to grow at speed is immense. The sheer scale shown by the following statistics will give you an indicator of the potential your company or potential investments into a company available right now.
National Federation of Self Employed & Small Businesses Limited
That is one BIG bag of potential, especially for those of us living or wanting to invest in the South West.
Now, to get your company from SME to a large business will take a big operational turnaround. Don’t be discouraged by that. Spending the time to update and streamline your recruitment process will ensure the journey is smooth and painless.
Bring out your inner Sherlock Holmes – we’re going on a quest to discover the root cause of your growth problems and leaving no stone unturned.
Of course, unlike Sherlock, people skills are very much needed in this process. We’re here to help, not judge. Especially as it can be hard to admit you need help if you’re the leader of the business. We want to be able to do everything from the inside out. We remain neutral but the key word here is delegation, not defeat.
What kind of problems would we typically find in a discovery?
During discovery we look not only at the recruitment processes but also at the people you currently have in your team. Who is overworked and needs another person doing their job with them to spread the workload more realistically? Regardless of their rank, be realistic of how much one individual can do. Once you know that, you’ve taken your first step towards clearer recruitment needs.
Is someone in the wrong position? Are their skills better suited elsewhere in the company? In extreme cases, once a company’s brand has been established you will find they may be better suited in another company all together. Don’t be afraid to make big changes for the good of the growth of the business.
Was someone hired without enough experience and no one to train them? Here at Mployable, we love the word potential but we’re also aware there must be someone in the company who can give that individual some attention. There’s only so much you can figure out for yourself. The best ideas come when we work together.
This exchanging of fresh ideas leads to the innovation you need and crave to grow any business.
Time and money problems. Are you spending too much time finding candidates due to the failure to retain and attract? Is it costing you lots in cash and working hours?
Once we have a clear idea of that we can then move onto brand.
Why should you care about brand?
Your brand is what you project to the world, which in turn is what you project to potential candidates. Purpose comes from knowing you are exactly where you are meant to be. Purpose makes for productive and engaged employees. Those are the people you want on the bus to grow your business even further. So make that clear in the job advertisements and reinforce it in your interview process.
Watch our Director, Rosie Stevens at Disrupt HR to find out why we hate it when companies simply list responsibilities and ‘we’ all over their job advertisements.
Full video HERE
What characteristics and experiences are truly needed to become successful in your field?
Ensure you are giving real insights into what is would be like to work in this company. A thorough discovery process will reveal which interview techniques and questions aren’t working.
To encourage retention, you can’t be making false promises. We may be in a candidate driven market, but that doesn’t mean you can sugar coat the opportunities. Tell them the good stuff, the less interesting task and the challenges they will have to face. Tell them about your management style and office dynamic. Everyone has their individual working styles but at the core of it there is one team.
It clearly is broke, so fix it
“I had to reject the prescription and carve my own path”
David Cowan of Bessemer Venture Partners
You don’t end up failing to retain staff, attract the wrong people or not filling positions properly without having made some wrong decisions somewhere down the line.
Remember all those SME’s that could grow to become bigger companies or be your next investment opportunities? Growing or having the right team alongside you is the first step to success. If you’re at a loss and can’t see what needs to change, get a fresh pair of eyes on it.
Topgrading or Top Trumps? Why the Topgrading Interview process no longer serves as the primary recruitment method
TopTrumps was a popular 80s card game – but like the card game, with its listed attributes leading the decisions of who wins, Topgrading interviewing has also had its time.
Why does Topgrading exist?
Back in the 80s employment rates were at 65% in its lowest point. In the 90s the lowest point was 68% and now up until 2018 it is up to 75%. If the population is no longer struggling for work, they can be more decisive and how you sway them to work for you has to change.
In June 2019 unemployment was at 3.8% and in the southwest it was 2.9%. They aren’t waiting for your call. You have to attract and find them with more skill than ever.
Topgrading was set up to catch the liars – but there is another way to do this. You can catch a liar when they talk about their work history and by checking their references match their descriptions – If you’re looking for more details about work history that displayed on their CV – a simple form with timelines, managers and locations will suffice. Doesn’t need to be an over complicated document.
At the end of the day, you’re the recruiter – surely, that’s your job to check their references match what they say in the Interview and write on their CV.
I bet any recruiter at some point in their career has spotted a liar and they didn’t need the Topgrading method to do it. There are plenty of interview tricks to see if the candidate is lying or bluffing, that doesn’t involve this lengthy process.
Here’s the good news
49% say they would quit their jobs in the next two years – as previously mentioned, it’s no longer a career for life. People are willingly looking but also are in a good position already – so how can you show them you’re better?
Hello Talent Attraction? Anyone out there?
Nowhere in the Topgrading method does it mention attraction. This is because when it was first created, employers didn’t have to work hard at making their businesses look like attractive places to work. The current employment statistics suggest you must go out there and find candidates, even if they are already working somewhere else. In most sectors today you won’t have hundreds of CVs and interviews to get through any more.
Time to show off. Like a peacock the bigger and more detailed the display about what you can offer – the more likely you are to succeed. Especially if they are already employed. You have to be something special if they are willing to let their current employer know they are looking elsewhere.
If you’re an amazing company who have worked on their branding and ethos which is in-line with the generation you are trying to hire, as well as written a clearly detailed and enticing advert you won’t need to bend over backwards to get their attention.
We say this in our talks but I’ll repeat it again – listing responsibilities is as boring as watching paint dry!
You want someone in digital marketing. They know what the role entails so tell them about you as a company. Your goals, your voice and your work ethic. That’s what needs to match up – not the exact list of attributes on your top trump cards. Stop striving for perfection and take pride in developing existing skills of others to suit your purpose perfectly.
Are we nearly there yet?
Even reading through the 12 – step guide of top-grading is tiring.
What we do like from it – the interviewer feedback
To avoid being shamed on sites like glassdoor.com because you’ve made them jump through too many hoops and then just not given the job but not told them why - feedback is key.
It could be through the interview processes you see them flourishing in a different role. You can always highlight their strengths and tell them where that would be best suited. What you will do then, is create a positive relationship. One that will last, meaning if a role suited to them comes up, they will be more likely to choose you.
The future of recruitment isn’t making the process more complicated – rather it is about simplifying it with a clear focus on what you are looking for as well as what you are offering.