RECRUITMENT TIPS
Well follow these easy prompts to assist recruiters & or hiring managers for identifying you.
Spelling and Grammar:
While this sounds too obvious to bother mentioning, we are constantly surprised at the amount of candidates who submit a CV riddled with basic spelling, punctuation and grammar errors. Don’t just rely on Spellcheck, proofread it yourself and ideally have someone else check it as well.
Reasons for leaving:
Whether you left your last role because you moved states, the business closed, the role was made redundant or you were headhunted for an opportunity too good to refuse, a brief explanation under each role listed on your CV is an under-used but appreciated touch.
This is advantageous if your experience is jumpy, as it gives rationale behind movements rather than what could be perceived as long term commitment issues.
Most recent job first listed:
In a period where everyone seems to be time poor, make your resume “time poor friendly“ to those viewing it by outlining your most recent jobs first, after all, these are the most relevant and analyzed positions by your next employer.
Up to date:
Please don't submit your CV if it isn’t up to date. While some candidates may be hesitant to show on their CV they are in between jobs.
This can actually be viewed as a positive as you are likely to be more engaged in the recruitment process and often can start roles immediately, as opposed to a candidate who may just be shopping around or likely has a long notice period.
Location:
You may not want to include your postal address on your CV, but by including your suburb or areas you are willing to work in you will gain more relevant approaches from recruiters. This will help increase your opportunities to find employment closer to home.
We hope this comes of assistance when you are next actively seeking new for new opportunities and don’t hesitate to get in contact if we can help further
Hiring during COVID-19 : Things to remember when interviewing virtually?
Recruitment in Australia has changed under COVID-19 and it has given us the opportunity to rethink and reinvent how we interview and onboard staff. Organisations in the US and Europe have been using online interviewing successfully for a number of years even prior to the current environment we are in. This article will explore the online interview in a little bit more detail with suggestions to help you get accustomed to (what may be) a new and different format to carry out your talent acquisition process seamlessly.
There is no denying that virtual interviews (and virtual calls for that matter) can be clumsy and awkward. I’m sure you’ve seen it all by now – a poor internet connection, unflattering camera angles, children walking in – the list of interruptions goes on. It is for these reasons that now, more than ever, it is so important to be candid and engaging to overcome these issues.
Be prepared
Perception is reality even in the online world. Just like if the candidate was coming into your office, be punctual, dress as you normally would if in the office environment and ensure your background is neat, tidy and professional.
Commence the call with some housekeeping:
Take the time to ask, “How’s the connection at your end? Can you hear me? Can you see me?”. This is a great opportunity to be upfront and honest - we recommend you use this time to tell the candidate to sit closer to the camera or speak louder or whatever it may be to ensure you can make the best assessment.
Outline the agenda:
Explain an overview of how you would like the call to run. For example you might want to start by telling them more detail about the company and position before getting them to talk through their background and answer questions. This will help to set the scene for the meeting and ensure conversation flows in the right direction from the beginning.
Get to know the candidate:
We often like to assess the key cultural fit component with all five senses but in remote interviews this is impossible. It is important to get to know the candidate outside of their technical skills and experience. To initiate this insight, ask questions such as “What are your interests and hobbies?” or “How do you like to spend your free time in a “pre” and “during” Covid world?”. Don’t be afraid to tell them a little about yourself to provide them with some more comfort and make them feel a bit more at ease. One thing many employers tend to forget, is that at uncertain times like these the candidate is interviewing you, just as much as you are interviewing them.
Wrap things up well:
hen finishing the call it is great to be as honest and transparent as possible and inform the candidate of what the next steps are in the process and ask them if they have any additional questions. This clear open communication will help things move forward. **Keep in mind that candidates who have been affected by Covid are most likely active in the market and other opportunities could move quickly and attract them, so transparency is key.
Next step options:
From the initial video interview there are numerous next steps you can take to progress with the candidate’s application. You could conduct a 2nd round interview, get them to meet with some key stakeholders of the business and meet the team – this is great for them to better understand the culture fit and perhaps ask some further questions that they don’t feel comfortable asking the hiring manager. You could also get them to complete a short assignment/presentation or conduct psychometric/personality testing both of which can assist you in better understanding the candidates capabilities.
These tips and tricks will assist you in executing video interviews and remote hiring a little bit easier and ultimately allow you to continue to bring on stellar talent during such a unique time. If you need anything at all, remember that MATCH Executive are here every step of the way to assist so please reach out to us at any time.
Match Executive Recruitment Blog
