Bullfinch Recruitment

Scheduled Fun vs. Spontaneous Chats It seems that every remote team in the universe has ventured into the scheduled fun territory, often with mixed results. On paper, these activities should work. They're engaging, supposedly fun, and different from the usual grind. Yet, when you log into what promises to be a “hilarious” costume party, you’re more likely to find Bob from accounting awkwardly adjusting his pirate hat, wondering if it’s too late to fake a poor internet connection. There’s something inherently paradoxical about trying to schedule spontaneity. It’s a bit like trying to plan a surprise party for yourself and then acting shocked. Fun, as we all know, is a wild creature that does not take kindly to being micromanaged. Why the Cringe? The truth is, these organized fun activities often fall flat because they feel forced. Participation feels less like a choice and more like a mandate from HR. Plus, there’s always that one person who didn’t get the memo or is staunchly anti-costume. As for movie nights on Zoom? Let's just say watching a film in tiny squares on your laptop, with everyone's audio echoing, is about as cinematic as listening to a movie soundtrack on a phone call. The Case for “No Agenda” On the flip side, some of the best video calls mimic the old watercooler chats. No pressure, no forced engagement. Just a bunch of people showing up, perhaps with a beverage of choice in hand, ready to talk about anything from the latest TV binges to existential dread (or both). These calls often meander through topics, leading to genuine laughter and deeper connections. It’s the virtual equivalent of a good old-fashioned hangout. Finding the Middle Ground Perhaps the best approach isn’t to swing entirely one way or the other but to find a happy medium. Here are a few tips to inject some authentic fun into your next virtual gathering: 1.     Keep it optional: Nothing kills fun faster than mandatory attendance. Make sure everyone knows it’s fine to skip if they’re not in the mood. 2.     Short and sweet: If you're organizing a themed event or game, keep it brief. A 20-minute trivia game is more digestible than a two-hour saga. 3.     Know your audience: Tailor the activity to the interests of the group. If everyone loves books, maybe a short reading from a favorite could spark joy. If your team is full of foodies, a quick recipe share might just be the perfect ingredient. 4.     Leave some room: Start with a planned activity but leave time for unscripted conversation. Sometimes, the best moments come from the unplanned chats that follow the structured part of the meeting. Ultimately, the success of fun on a Zoom (type) call boils down to understanding the group's dynamics and preferences. Sometimes, all you need is to see where the conversation takes you, with no agenda in sight. And remember, it's perfectly okay if the most exciting part of your Zoom call is logging off and going to make a sandwich. After all, isn't that a kind of joy ..

ℹ Valuable information provided by our friends over at Bullfinch Human Resources for those in the Isle of Man or thinking of recruiting in the IOM. ℹ

We asked our chosen AI tool to help us with an engaging post for Monday morning; this is it: Quiz Question: You have a candidate with impressive qualifications and experience, but during the interview, they reveal that they have an unusual hobby: competitive cheese rolling. How do you proceed? Options: A) Hire them immediately – anyone with that level of dedication to cheese deserves a chance! B) Ask for a cheese rolling demonstration to see their skills in action. C) Proceed with the interview as usual, focusing on their professional qualifications. D) Politely decline over concerns of absence levels associated with the dangers of cheese rolling

An interesting share today, some of the key insights from Willo's recently published e-book on the integration of AI in talent acquisition, featured in the Willo 2024 Hiring Trends Report. This e-book offers a detailed analysis supported by data and expert perspectives. Key Insights from the e-book: Adoption Rate: 79.4% of talent leaders are planning to implement AI into their recruitment strategies. Caution and Skepticism: With 19.2% of respondents advocating for limited AI use and another 45.2% recommending cautious application, the data reflects ongoing concerns regarding AI's ethical implications. Impact on Efficiency: AI is recognized as a critical trend influencing the future workforce, primarily through enhancements in operational efficiency. Candidate Expectations: Nearly half of the students surveyed expect that employers will permit the use of generative AI in job applications, and many would reconsider their employment options if AI use is restricted. Bias Considerations: Introducing AI into hiring processes brings forth significant challenges related to bias and fairness, necessitating careful management and thoughtful implementation. For organizations looking to understand the complexities of AI in recruitment and how to ethically harness its capabilities, this e-book provides a useful resource. This comprehensive guide is invaluable for those engaged in shaping future recruitment strategies and enhancing the efficacy of talent acquisition through technology.

🌟 Celebrate National Biscuit Day with us! 🍪 After some rigorous research, we've curated a shortlist of the top biscuits, and we need your help to choose the best one! Here's your chance to have a say: Custard Cream 👍  Garibaldi 👏 Bourbon ❤️ Hobnob 💡 Chocolate digestive 👉🏻 /❤️ (the support one) Golden Crunch 🤣 👉 Cast your vote now and help us crown the ultimate biscuit for National Biscuit Day! There are TOO many options for a poll, so you can just pop an answer in the comments or use the emoji as listed above. 🎉 #NationalBiscuitDay #BestBiscuit #VoteNow See full research below:

*Recorded Video Interviews Rated 33% Less Fair by Top Candidates, Says 2023 CandE Research* At the recent ERE Recruiting Conference in Austin, Texas, Kevin Grossman highlighted a significant finding from the 2023 CandE Benchmark Research: recorded video interviews are the least popular with candidates when it comes to perceptions of fairness. Despite the convenience and efficiency these interviews offer to employers, candidates consistently rate them lower in terms of fairness compared to other interview types. Grossman explained that candidates feel more valued and fairly treated when they have the opportunity to interact directly with interviewers, whether through in-person, phone, or virtual interviews. The impersonal nature of recorded video interviews leaves candidates feeling disconnected and less able to present themselves effectively. According to the research, professional candidates rated their fairness experience 33% lower for recorded video interviews than for in-person interviews in 2023, and this gap has widened in 2024. While tests and recorded interviews can be a great efficiency for companies, there are hidden risks associated with these methods, especially for critical roles. Top-tier candidates may be less inclined to participate in a process that feels impersonal and one-sided. They might eventually decline and favor opportunities with companies that offer more engaging and interactive recruitment processes. This could mean that companies risk losing out on the best talent by relying too heavily on these methods. To mitigate these risks, Grossman suggested that companies should consider reducing reliance on recorded video interviews and instead focus on methods that allow for more direct and interactive engagement with candidates. This approach not only respects the candidates' time and effort but also fosters a more positive and fair recruitment experience. This issue likely holds true for any part of the recruitment process where candidates are asked to invest significant time without a corresponding commitment from the company. Whether it’s long waits between interview stages, excessive interview rounds, or poor communication, these elements can signal a lack of respect for the candidate’s time and effort. By ensuring that the company's commitment matches the candidate's investment, businesses can create a fairer and more engaging recruitment process that leaves all candidates feeling respected and valued. This is particularly important for critical roles where engaging the best candidates is essential for success. You can read full article here:

Boosting Job Offer Acceptance: Tips for Hiring Managers In recruiting, the influence of a hiring manager is crucial in a candidate's decision-making process. Here’s how to enhance your approach and encourage candidates to enthusiastically accept job offers. Clarify the Role Precisely Clearly define the role with detailed responsibilities and expectations. Candidates should leave with a complete understanding of what the job entails, helping them see their potential success and fit. Cultivate a Personal Connection Turn the interview into a two-way conversation. Align discussions with the candidate’s goals, showing genuine interest in their professional growth to emphasize their potential contribution. Showcase Team Culture Emphasize your team’s unique culture with stories of promotions, new skills, and projects. These anecdotes demonstrate the growth and learning opportunities within your team. Engage in Mini Employee Branding Use real success stories and milestones to highlight your team's dynamics. This helps candidates envision themselves as part of your group. Collaborate Closely with Recruiters Work with your recruitment team to create a seamless and progressive journey for candidates. Ensure that every interaction builds upon the last, maintaining consistent messaging about the role and team. Tailor discussions to seamlessly address candidates' specific needs, using insights from recruiters about their career aspirations to guide these conversations. This approach helps transform the recruitment process into a cohesive and engaging experience for each candidate Be Actively Involved in the Offer Process Stay involved even if recruiters make the formal offer. Follow up with candidates to reiterate the role's exciting aspects and their valued place in the team, especially if they haven't immediately accepted. Conclusion Effective hiring involves more than filling a vacancy; it’s about engaging candidates so they’re eager to join your team. By maintaining clarity, connection, and consistency, and by actively participating in the recruitment process, you increase the likelihood of job offer acceptance. This proactive approach can save time and ensure long-term team stability.

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Reminder: this is happening today, it's very likely going to be very interesting, its not too late to grab a spot!

Quick on the heels of our update on non-competes, another legislation reflection—promise we'll bring up something a bit less dry soon! The EU Pay Transparency Directive, adopted in 2023 with full implementation by 2026, is making bold moves to tackle the gender pay gap. Companies with at least 100 employees will need to increase transparency by disclosing pay ranges in job ads and giving employees insights into their pay levels. Moreover, any company with a gender pay gap over 5% will have to report it and devise plans to mitigate this issue, underpinned by strict enforcement measures. This directive aligns with wider Diversity, Equity, and Inclusion (DE&I) and Environmental, Social, and Governance (ESG) initiatives, aiming to improve career transparency, enhance employee retention, and build trust through clear pay practices. Considering its comprehensive approach, it's realistic to expect that this directive could spur similar changes in other regions soon, potentially leading a global shift towards more pay transparency.