This weeks' HP Tip is around determining whether a candidate has a good work ethic when interviewing. You can't tell this from a CV!
Here's a summary of the points in the video :
Don't just ask for an example of when they went above and beyond, everyone can think of one!
Ask what traits/values they would look for in someone to work alongside them
Ask how would your boss or a colleague describe your work ethic?
Tell me about someone you have worked with who in your opinion did not have a good work ethic.
What was it about that person that made you think/feel like that?
I hope these tips help you determine whether your next candidate has a good work ethic.
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Minimising The Risk Of Having Your Offer Declined.
DON'T offer the job on the spot during in a 1st interview! It looks desperate and the candidate hasn't seen enough of your company yet!
DO casually ask "what other roles are they considering?" to assess competition and to see if the interviewee is certain about what they want.
DO move quickly to 2nd and final interviews within 5-7 days.
DON'T drag your heels with your final decision - make an offer within 48 hours.
DO keep your word - if you commit to a timeline and process, then stick to it!
DON'T go in at the minimum salary level if you can help it - and offer a guaranteed increase in X time as a sweetener.
DO make a big deal of why your new hire is a brilliant fit for your company when you offer, and resell the opportunity again.
DO Invite a conversation with members of the team to cement their decision as the right one. People buy into the people they will be working with!
Hopefully, this advice with help and you will be making those job offers and guaranteeing the best talent is joining your organisation and not off to your competitor!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Minimising The Risk Of Having Your Offer Declined.
DON'T offer the job on the spot during in a 1st interview! It looks desperate and the candidate hasn't seen enough of your company yet!
DO casually ask "what other roles are they considering?" to assess competition and to see if the interviewee is certain about what they want.
DO move quickly to 2nd and final interviews within 5-7 days.
DON'T drag your heels with your final decision - make an offer within 48 hours.
DO keep your word - if you commit to a timeline and process, then stick to it!
DON'T go in at the minimum salary level if you can help it - and offer a guaranteed increase in X time as a sweetener.
DO make a big deal of why your new hire is a brilliant fit for your company when you offer, and resell the opportunity again.
DO Invite a conversation with members of the team to cement their decision as the right one. People buy into the people they will be working with!
Hopefully, this advice with help and you will be making those job offers and guaranteeing the best talent is joining your organisation and not off to your competitor!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
It’s no secret that candidates buy into people and company culture. I know that candidates will take a job that might offer less money if they have bought into the culture of the business.
How you are portrayed will be a deciding factor in their decision-making process and it's important to be prepared to describe your culture. Ask for team feedback on what it's like to work there, what makes them stay, and why they like it.
Think about these points:
Are you an employer that values diversity and inclusion?
How do you handle difficult situations internally?
What communications channels do you use to engage with your staff?
What are your values and how does the leadership team demonstrate these on a daily basis?
How are you seen to treat your staff?
Do you collect 360 feedback from your staff? and can you share examples of initiatives that have been implemented off the back of feedback you have received?
Another great tip is the involve an existing member of staff during the hiring process so the candidate can meet them. Candidates love this, they can speak to someone who is actually doing the job and ask them questions about what it's really like.
Include this as part of the interview process or,
set up a call to facilitate this
If a candidate is juggling a few options, apart from salary package and career progression, company culture is at the top of their list – being able to get them to buy into your people and company culture can be a deal-breaker.
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Company Culture
It’s no secret that candidates buy into people and company culture. I know that candidates will take a job that might offer less money if they have bought into the culture of the business.
How you are portrayed will be a deciding factor in their decision-making process and it's important to be prepared to describe your culture. Ask for team feedback on what it's like to work there, what makes them stay, and why they like it.
Think about these points:
Are you an employer that values diversity and inclusion?
How do you handle difficult situations internally?
What communications channels do you use to engage with your staff?
What are your values and how does the leadership team demonstrate these on a daily basis?
How are you seen to treat your staff?
Do you collect 360 feedback from your staff? and can you share examples of initiatives that have been implemented off the back of feedback you have received?
Another great tip is the involve an existing member of staff during the hiring process so the candidate can meet them. Candidates love this, they can speak to someone who is actually doing the job and ask them questions about what it's really like.
Include this as part of the interview process or,
set up a call to facilitate this
If a candidate is juggling a few options, apart from salary package and career progression, company culture is at the top of their list – being able to get them to buy into your people and company culture can be a deal-breaker.
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
What might the future might hold for someone joining your company!
In my experience, an interviewee will want to know, not only what they can do for your company, but what your company will do for them.
Be ready to discuss:
Explain how your company has reacted, adapted and dealt with challenges faced throughout the pandemic or Brexit for example.
Give reassurances;
What investments are you are making,
What is are long term security plans,
Are you part of a larger group
What are the company goals and objectives
Annual reviews and salary increases
Give examples of job progression, diversity within the role. Can you share a real example of a current employee?
What training and development do you offer your employees?
Share your company values and how you communicate them internally and externally.
If you want to be the 1st choice for the best candidates - make sure you discuss what the future holds!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
What might the future might hold for someone joining your company!
In my experience, an interviewee will want to know, not only what they can do for your company, but what your company will do for them.
Be ready to discuss:
Explain how your company has reacted, adapted and dealt with challenges faced throughout the pandemic or Brexit for example.
Give reassurances;
What investments are you are making,
What is are long term security plans,
Are you part of a larger group
What are the company goals and objectives
Annual reviews and salary increases
Give examples of job progression, diversity within the role. Can you share a real example of a current employee?
What training and development do you offer your employees?
Share your company values and how you communicate them internally and externally.
If you want to be the 1st choice for the best candidates - make sure you discuss what the future holds!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
If a candidate has a bad interview experience they won’t want to work for you
Think about how you will be perceived at interview stage and afterwards
Make sure interviews are two-way
Build a rapport
Be professional
Keep to time
Ensure a great experience from walking in the door to leaving the interview
Be prompt with feedback
Likeability factor & positive interview experience are important!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Interview Experience
Things to consider:
If a candidate has a bad interview experience they won’t want to work for you
Think about how you will be perceived at interview stage and afterwards
Make sure interviews are two-way
Build a rapport
Be professional
Keep to time
Ensure a great experience from walking in the door to leaving the interview
Be prompt with feedback
Likeability factor & positive interview experience are important!
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Today's HP Tips (Hiring Top Performers Tips) the 2nd in the series of interviews from the archives on the topic: Why would someone want to work for your Company?
Company Reputation!
What do people say about you as an employer? ( Glass door is a great place to see employee and interview reviews)
Have you checked your online presence lately to see what people post about your company -
When did you last look at your Facebook and Google Reviews?
Be under no illusions - just as you would check out an 'interviewee' online - I can guarantee they will have done the same for you.
Do:
1.Use social media to promote your EVP (employee value proposition) Here's how:
Publicly praise your people, celebrate individual and team successes- show that everyone matters
Posts/pictures/videos of training courses, events, and staff having fun at work or staff out and about showcasing their work
Welcome new starters and congratulate long service
2. Make sure your own and your company public social media profiles portray you in a professional light.
3..Don’t forget about your website!
This is a great place to showcase your company values, pictures of your people and why you are an employer of choice.
Advertise your latest vacancies
4. Make sure successful and unsuccessful candidates are treated professionally. Word travels fast!
Finally, If you’ve had a challenge with staff retention in the past, don’t ignore it, be open about what you are doing to change it.
Beware- of going out to lots of agencies with the same job - there is nothing more off-putting for a candidate, it’s like that house for sale with multiple For Sale signs outside- would you want to buy the house that everyone is trying to sell?
(as these videos are a blast from the past, there is no "tune in tomorrow" but watch out for the next in the series)
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Today's HP Tips (Hiring Top Performers Tips) the 2nd in the series of interviews from the archives on the topic: Why would someone want to work for your Company?
Company Reputation!
What do people say about you as an employer? ( Glass door is a great place to see employee and interview reviews)
Have you checked your online presence lately to see what people post about your company -
When did you last look at your Facebook and Google Reviews?
Be under no illusions - just as you would check out an 'interviewee' online - I can guarantee they will have done the same for you.
Do:
1.Use social media to promote your EVP (employee value proposition) Here's how:
Publicly praise your people, celebrate individual and team successes- show that everyone matters
Posts/pictures/videos of training courses, events, and staff having fun at work or staff out and about showcasing their work
Welcome new starters and congratulate long service
2. Make sure your own and your company public social media profiles portray you in a professional light.
3..Don’t forget about your website!
This is a great place to showcase your company values, pictures of your people and why you are an employer of choice.
Advertise your latest vacancies
4. Make sure successful and unsuccessful candidates are treated professionally. Word travels fast!
Finally, If you’ve had a challenge with staff retention in the past, don’t ignore it, be open about what you are doing to change it.
Beware- of going out to lots of agencies with the same job - there is nothing more off-putting for a candidate, it’s like that house for sale with multiple For Sale signs outside- would you want to buy the house that everyone is trying to sell?
(as these videos are a blast from the past, there is no "tune in tomorrow" but watch out for the next in the series)
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Today's HP Tips (Hiring Top Performers Tips) the 2nd in the series of interviews from the archives on the topic: Why would someone want to work for your Company?
Salaries & Benefits
Salaries have risen incredibly in the last 3 years and this applies to both basic salaries and commission. We hear from candidates all the time “it’s not about the basic, it’s all about the commission”.
Salespeople are driven by earning potential – it’s all about what they CAN earn.
But when you are competing against other employers with uncapped earnings too, you do still need to compete on a basic salary level with additional benefits.
In my experience and from feedback I have received from job seeking candidates every single day, the following things will make you stand out as an employer of choice when it comes to salary and benefits:
Car Allowance
A car allowance as a choice instead of or as well as a company car option could double the volume of candidates you will talk to.
Some candidates can’t consider a company car as they are already on a car allowance scheme and tied into a finance contract.
Increase your talent pool by offering a car allowance option.
Holiday Allowance
If you can offer 25 days holiday (plus bank holidays), you will be more appealing than the 20 days average. Trust me, this can make a huge amount of difference to a candidate looking for a new job.
Monthly Commission
Salespeople love commission and monthly commission is far more appealing than quarterly or annual. Allowing rollovers for the quarter, even better! How ever your commission works, make sure you take time to talk through what the overall earnings are and what the best people are taking home.
Healthcare and Contributory Pension
Healthcare and contributory pensions are not always offered so much these days, so if you include these, make sure you shout about it.
Uncapped Earnings
This is ideal for all salespeople.
Think about it. Why would you continue to sell if the commission stops?
Guaranteed Commission
If you are expecting someone to walk away from their sales and commission pipeline with their existing employer, a short-term guaranteed commission for the first few months is the way to attract that candidate to you.
Other things that appeal to candidates
Childcare vouchers,
Fuel cards and
Company credit cards
Buy and sell back holiday schemes
Are all seen as great perks. If you offer them, don’t hide it!
Let the candidates know – not everyone provides these.
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
Today's HP Tips (Hiring Top Performers Tips) the 2nd in the series of interviews from the archives on the topic: Why would someone want to work for your Company?
Salaries & Benefits
Salaries have risen incredibly in the last 3 years and this applies to both basic salaries and commission. We hear from candidates all the time “it’s not about the basic, it’s all about the commission”.
Salespeople are driven by earning potential – it’s all about what they CAN earn.
But when you are competing against other employers with uncapped earnings too, you do still need to compete on a basic salary level with additional benefits.
In my experience and from feedback I have received from job seeking candidates every single day, the following things will make you stand out as an employer of choice when it comes to salary and benefits:
Car Allowance
A car allowance as a choice instead of or as well as a company car option could double the volume of candidates you will talk to.
Some candidates can’t consider a company car as they are already on a car allowance scheme and tied into a finance contract.
Increase your talent pool by offering a car allowance option.
Holiday Allowance
If you can offer 25 days holiday (plus bank holidays), you will be more appealing than the 20 days average. Trust me, this can make a huge amount of difference to a candidate looking for a new job.
Monthly Commission
Salespeople love commission and monthly commission is far more appealing than quarterly or annual. Allowing rollovers for the quarter, even better! How ever your commission works, make sure you take time to talk through what the overall earnings are and what the best people are taking home.
Healthcare and Contributory Pension
Healthcare and contributory pensions are not always offered so much these days, so if you include these, make sure you shout about it.
Uncapped Earnings
This is ideal for all salespeople.
Think about it. Why would you continue to sell if the commission stops?
Guaranteed Commission
If you are expecting someone to walk away from their sales and commission pipeline with their existing employer, a short-term guaranteed commission for the first few months is the way to attract that candidate to you.
Other things that appeal to candidates
Childcare vouchers,
Fuel cards and
Company credit cards
Buy and sell back holiday schemes
Are all seen as great perks. If you offer them, don’t hide it!
Let the candidates know – not everyone provides these.
Contact us for more advice - www.louisafleet.co.uk | sales@louisafleet.co.uk | 01189 680830 AND don't forget to follow our channel for lots more vlogs coming up!
