Bullfinch Recruitment’s Post

If recruitment is a struggle for you, then you might need to rethink your approach. Some tips for successful recruitment are: ·      Remember it is a two way street and you need to sell your organisation to the candidate as a great place to work. ·      Make sure the candidate feels welcome and that you are prepared – read their CV and remember their name! (obvious, but sadly often overlooked). Make sure you know how to pronounce their name (ask them, if you need to). ·      Spell out the benefits (but don’t promise something you can’t live up to). ·      Explain the role accurately and clearly ·      Ask them about their needs and desires. If they only want to work remotely, or work around school run hours, then you need to know about that so you can work out how to achieve that for them. ·      Remember they are probably being interviewed elsewhere as well, so if they are a good fit, make the offer quickly. ·      If it is a “no”, then tell them so – and why – they have invested time and effort to apply, so the least they deserve is a straight and honest response ·      Even if you have made a verbal offer, get the paperwork out quickly. Otherwise, they may have started another job before they get the written details of your offer. ·      Don’t be frightened of missing out on a “better” candidate. In my experience, perfection is impossible to find and if someone is “good enough”, then snap them up. Otherwise, you risk losing out on employing them because you are looking for someone perfect, who probably does not exist. ·      Remember, recruitment is their choice too.

🌟 Navigating the Recruitment Lifecycle with Confidence 🌟 Embarking on a job search journey can be both exciting and daunting. From submitting your application to finally receiving that coveted offer letter, each step in the recruitment process presents unique challenges and opportunities. 💼✨ Here are 8 key insights to help you navigate the recruitment lifecycle with confidence: 1. Crafting Your Application: - Tailor your resume and cover letter to showcase your skills and experiences relevant to the role. Highlight achievements and quantify results where possible to stand out to recruiters. 📝💡 2. Preparing for Interviews: - Research the company and role extensively. Anticipate common interview questions and practice your responses. Showcase your enthusiasm for the position and demonstrate how your background aligns with the company's mission and values. 🤝🔍 3. Building Rapport: - Establish a genuine connection with recruiters and hiring managers during interviews. Ask thoughtful questions and actively listen to their responses. Engage in meaningful conversations that showcase your interest in the company and the role. 💬💼 4. Managing Follow-Ups: - Send personalized thank-you notes after interviews to express gratitude and reiterate your interest in the position. Follow up respectfully and professionally to inquire about the next steps in the hiring process. 📧📅 5. Negotiating Offers: - Understand your worth and be prepared to negotiate terms and compensation packages. Research industry standards and benchmarks to advocate for fair and competitive offers. 💰💼 6. Embracing Feedback: - Be open to constructive criticism and feedback throughout the recruitment process. Use feedback as an opportunity for growth and self-improvement. Reflect on areas for development and refine your approach accordingly. 🔄📈 7. Cultural Fit Assessment: - Evaluate the company's culture and values to determine if they align with your own. Consider factors such as work environment, team dynamics, and organizational values when assessing potential employers. 🌐💼 Tell us about your experiences with the recruitment process! Share your thoughts, tips, or questions in the comments below. Let's support each other on our job search journeys! 💬👇

Did you know, that 79 % of job seekers say a positive candidate experience is crucial in their decision to accept a job offer? (Source: Talent Board’s 2021 Candidate Experience Benchmark Research) Moreover, 82% of job seekers say they would consider leaving a job after a negative interview experience (Source: CareerArc) According to another 2023 report from Criteria Corp, 54% of candidates have walked away from a job due to poor communication.  In today's competitive job market, attracting high-quality talent goes beyond just job postings. It's about creating meaningful connections from the first interaction to the final hire. Our latest blog explores the impact of candidate engagement on recruitment success. Learn how to reduce applicant drop-off rates and build a talent pool that sets your organization apart. https://lnkd.in/eXsk6y-W #CandidateEngagement #RecruitmentSuccess #HRStrategy #StaffingSolutions  

According to careerplug, 52% of jobseekers have declined an offer due to poor candidate experience during the hiring process. In an unpredictable labor market, recruitment has become a two-way street, and a study by Morgan McKinley found that 65% of companies lost out on their best candidates because of lengthy hiring procedures! Here are few ways to improve the overall hiring process to deliver a better candidate experience: 1. Revamp the job description as it is often a candidate's first glimpse into the company. Use descriptive language that paints a picture of an average day in the position and avoid over-selling the role! 2. Make the application process simple and short as 60% of applicants report abandoning an application because it was too time-consuming! Also, make it mobile friendly! 3. 81% of the jobseekers say that receiving continuous status updates from employers on their applications would significantly improve the overall candidate experience. Do ensure that every candidate has one main point of contact and knows who this is. 4. Help the candidate prepare for the interview. Be clear about how the interview will be structured, roughly how long will it take to complete the interview. Share the names, titles, and possibly LinkedIn profiles of everyone who will be conducting the interview so candidates aren’t caught by surprise. 5. Humanize the recruitment process! You don’t need to do anything grand – small gestures are very effective. For example, after you have interviewed everyone, email each candidate that same day to say it was lovely meeting them, thank them for their time, and confirm when they can expect a decision. 6. Let all candidates know where they stand! Research by LinkedIn shows that 94% of candidates want to receive feedback after an interview, whether they get the job or not. 7. The candidate experience doesn’t stop once you’ve made a job offer. Onboarding is part of the experience and plays a significant role! Everyone loves free stuff, so prepare a “swag bag” for all your new hires. Mail it to them, or leave it on their desk waiting for them on their first day. You can also arrange a remote hangout with the team or have everyone send an email introducing themselves. 8. The final step is to take feedback from all the candidates and proactively take steps to improve the hiring process.

Empowering Candidates to Shape Their Recruitment Journey 🗣 Offer Personalized Feedback We make sure candidates feel like they’re in the driver’s seat of their job search. After each step, try to share as much insight as we can on their performance and discuss their career goals; whenever possible, we reach out to share any tips we may have regarding upcoming interviews. We also try to make it a collaborative experience. 2️⃣ Allow Candidates to Choose Their Interview Format This approach empowered candidates by giving them control over how they wanted to showcase their skills and compatibility with the role. For instance, one candidate, applying for a marketing position, chose to present a comprehensive marketing strategy for one of our products. This not only demonstrated her strategic thinking and creativity but also her understanding of our product and market. 3️⃣ Enhance with Real-Time Application Tracking  Empowering candidates to actively participate in and shape their recruitment journey is a crucial aspect of modern hiring practices. In our experience, one effective way to do this is through transparent and interactive communication throughout the recruitment process. We recommend this strategy to other businesses as it fosters a more candidate-centric recruitment experience, which can significantly enhance the quality of hire and bolster the company’s reputation as an employer of choice. 4️⃣ Provide Detailed Interview Feedback  We empower candidates by actively involving them in the recruitment process. For example, providing detailed feedback after interviews, allowing candidates to understand their performance and areas for improvement. This approach not only helps them in their current application but also aids their long-term career development, giving them a sense of control and participation in shaping their recruitment journey. 5️⃣ Foster Participation via Transparent Communication  Candidates are more likely to feel empowered when they are given the knowledge, transparency and chances to actively participate in and shape their own recruitment journey. For example, transparent communication and feedback are crucial in the hiring process. Clear job descriptions and a transparent recruitment process help candidates make informed decisions about the position, aligning with their skills and career goals. This transparency helps prepare candidates for interviews, assessments and other hiring steps. #SODI #recruitingagency #hiring #recruitingtips

How to Improve Job Candidate Experience: A Comprehensive Guide In today’s competitive job market, the candidate experience is more than just a part of the hiring process; it’s a crucial aspect of an organization’s reputation and employer brand. A positive candidate experience can attract top talent, enhance your brand perception, and even influence a candidate’s decision to accept a job offer. Conversely, a negative experience can deter potential hires and lead to unfavorable reviews. Here’s how you can ensure a positive journey for every job candidate. 1. Simplify the Application Process Ensure your application process is straightforward and user-friendly. A complex application can be a significant deterrent. Optimize for mobile users and limit the number of steps required to submit an application. 2. Maintain Clear and Consistent Communication Keep candidates informed throughout the process. Automated acknowledgments of application receipt, clear timelines, and regular updates can significantly enhance the candidate experience. 3. Respect Candidates’ Time Value the time and effort candidates put into their applications and interviews. Schedule meetings at their convenience and strive to avoid cancellations or unnecessary delays. 4. Provide Detailed Job Descriptions Offer clear, detailed job descriptions that accurately reflect the role’s responsibilities and requirements. Transparency helps candidates assess their fit and sets clear expectations from the outset. 5. Deliver Constructive Feedback Offering constructive feedback, especially after interviews, is invaluable to candidates. It contributes to their professional growth and leaves a positive impression, even if they’re not selected. 6. Personalize the Candidate Experience Tailor communications to demonstrate your appreciation for each candidate’s interest. Personal touches can make candidates feel valued and respected. 7. Ensure a Positive Interview Atmosphere Prepare interviewers to be welcoming and engaging. The interview should be a conversation, not an interrogation, allowing candidates to inquire about the role and company culture. 8. Leverage Technology Wisely Use technology to streamline scheduling, conduct video interviews, and track candidate progress. However, ensure the use of technology doesn’t replace the human aspect of the recruitment process. 9. Seek Candidate Feedback Post-process, solicit feedback from candidates regarding their experience. This can highlight strengths and areas for improvement, guiding future strategies. 10. Smooth Onboarding for New Hires For successful candidates, a welcoming and well-organized onboarding process is essential. It sets the tone for their tenure at the company and impacts their initial performance and long-term satisfaction. Improving the job candidate experience is an ongoing process, requiring attention to detail, empathy, and continuous evaluation.

In a busy recruitment market where job volumes remain high, as recruiters we focus on providing as efficient and positive candidate experiences, to increase chances of securing the role. During busy periods, one of the challenges we are faced with is obtaining constructive feedback post interview. Why is feedback post interview as a critical part within the job searching process? 💭Candidate Improvement: It helps them understand their strengths and weaknesses, enabling them to improve their interviewing skills for future opportunities. 💭 Transparency and Respect: Providing feedback demonstrates respect for the candidate's time and effort. It shows that the employer values the candidate's interest in the position and is willing to provide constructive input, even if they weren't selected. This transparency fosters a positive candidate experience, which can be crucial for employer branding and future talent acquisition efforts. 💭Continuous Improvement: Feedback also benefits the employer. It allows them to assess their interview process and the effectiveness of their evaluation criteria. 💭Mitigating Misunderstandings: Providing feedback can clarify such issues and prevent potential disputes or misconceptions. 💭Learning Opportunity: Offering feedback can be a learning opportunity for both the candidate and the interviewer. It encourages open and honest communication and can lead to productive discussions about the interview process, job requirements, and candidate expectations. When providing feedback post-interview, it's important to keep it constructive, specific, and professional. By doing so, employers can create a positive experience for candidates and enhance their own hiring processes. If you are an employer looking looking to increase candidate engagement, you can get in touch with CMA Recruitment Group for help!

Are you feeling lost in the world of recruitment, wishing for a guiding hand? I am Olivia, your Recruitment Fairy Godmother, here to support your hiring journey with enchantment and ease. With a solid background of seven years in healthcare, I not only understand the industry but also the hopes and aspirations of both clients and candidates. Check out my video below! 👑 For Clients: I bring a wealth of experience and expertise in the art of finding the ideal candidates for your vacancies. Here's why you should trust me with your hiring needs: Tailored Solutions: Just like Cinderella's glass slipper, I believe in finding the perfect fit. I'll work closely with you to understand your company culture, values, and requirements to ensure we find candidates who not only meet the job description but also align with your organisation. Sourcing Magic: With my magical powers (and a little help from cutting-edge recruitment tools), I'll search high and low to find hidden gems and top talents that perfectly match your job specifications. Streamlined Process: Say goodbye to the endless amounts of resumes! I'll streamline the entire recruitment process, presenting you with only the most qualified and suitable candidates, saving you time and resources. Ongoing Support: My commitment doesn't end with the hire. I'll continue to support you and your new recruits, ensuring a smooth onboarding process and providing guidance whenever needed. ✨ For Candidates: I understand the challenges and frustrations of the job search journey. Here's how I can your help you find the perfect job: Personalised Guidance: I'll provide you with personalised guidance, helping you uncover your strengths, polish your resume, and refine your interview skills. Confidence Boost: I'll be your cheerleader, boosting your confidence and reminding you of your worth every step of the way. Career Growth Support: Your journey doesn't end with landing a job; it's just the beginning. I'll continue to support you in your career growth, providing guidance on professional development. Whether you're a client seeking the perfect addition to your team or a candidate embarking on the search for your dream job, let me be your Recruitment Fairy Godmother and together, we'll turn your wishes into reality! ✨👑

A Five-Step Hiring Process for Optimal Candidate Experience Creating a streamlined hiring process not only enhances the candidate experience but also helps the hiring team find the best fit for the job. The ideal candidate might not always be the most talented or knowledgeable but could be the most motivated and the best fit for the team. Here are five simple steps to achieve an effective hiring process: 1. Preparation - Prepare the hiring team to understand and develop a clear idea of what the right person for the job looks like. This involves defining the job requirements, team fit, and the qualities needed for success. 2. Sourcing - Source candidates through various channels to ensure a diverse pool of applicants. Effective sourcing allows the hiring team to see candidates from different disciplines and backgrounds, increasing the chances of finding the best fit. 3. Screening - Approach screening as an introduction rather than an elimination process. Focus on finding reasons to include candidates rather than exclude them. This helps in identifying potential fits who might otherwise be overlooked. 4. Selection - Select the right candidates to interview and move forward in the process. Trust your candidates and provide them with the opportunity to showcase their motivation and fit for the job through thoughtful questions and evaluations. 5. Hiring - In the final stage, ensure clear communication of the terms and conditions of the offer. Understanding if the candidate is ready and willing to accept the offer is crucial. Experienced recruiters recommend making a verbal offer before sending a written one to confirm the candidate's commitment and clear up any questions. By following these steps, you can create a hiring process that not only finds the best fit for the job but also provides a positive experience for candidates and sets them up for success in your organization.

Mastering the Hiring Process: A Comprehensive Approach In today's competitive job market, mastering the hiring process is crucial for organizations seeking to attract and retain top talent. From initial screenings to extending job offers, each step plays a pivotal role in identifying the right candidates. Here's a concise guide on how to approach the hiring process effectively: Strategic Screening: Begin by carefully reviewing resumes or CVs to identify candidates whose skills and experiences align with the job requirements. Utilize applicant tracking systems (ATS) and screening criteria to streamline the process and identify top contenders efficiently. Personalized Initial Interviews: Conduct preliminary interviews, via phone or video call, to gauge candidates' communication skills, enthusiasm for the role, and cultural fit. Tailor questions to assess technical competencies and interpersonal qualities, ensuring a comprehensive evaluation. Technical Assessments: Administer relevant assessments or tests to evaluate candidates' technical proficiency and problem-solving abilities. These assessments provide insights beyond resumes, aiding in informed hiring decisions. In-depth In-person Interviews: Invite promising candidates for face-to-face interviews to delve deeper into their qualifications, assess their potential contributions, and evaluate cultural fit. Use behavioral questions to uncover experiences and decision-making processes. Thorough Reference Checks: Reach out to provided references to validate candidates' claims and gather insights into their work ethic, performance, and character. This step ensures alignment with organizational values and expectations. Seamless Offer Stage: Extend job offers promptly, providing clear details on compensation, benefits, and expectations. Maintain open communication during negotiations to facilitate a smooth transition. Comprehensive Onboarding: Support new hires during onboarding, offering guidance, training, and resources to help them acclimate to their roles. Establish clear objectives to ensure they feel valued and empowered from day one. By adopting a strategic and comprehensive approach to hiring, organizations can identify and secure top talent effectively. Each stage presents an opportunity to evaluate candidates' qualifications, assess cultural fit, and make informed decisions. With careful planning and communication, companies can build high-performing teams that drive success and innovation.