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"𝑫𝒐 𝒚𝒐𝒖 𝒉𝒂𝒗𝒆 𝒂𝒏𝒚 𝒒𝒖𝒆𝒔𝒕𝒊𝒐𝒏𝒔?" 😶 So you’re at the end of the job interview, and now it’s your turn to ask questions. 😉 Don’t miss this opportunity to shine! ✨ With 6 years in Recruitment, I can tell you that asking the right questions can set you apart from other candidates. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 5 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐚𝐬𝐤: 1️⃣ 𝐖𝐡𝐲 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐨𝐰? – Understand the company's growth or changes. 2️⃣ 𝐖𝐡𝐨 𝐢𝐬 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐭𝐞𝐚𝐦? – Get insights into your potential colleagues and team dynamics. 3️⃣ 𝐖𝐡𝐚𝐭 𝐭𝐨𝐨𝐥𝐬 𝐝𝐨 𝐲𝐨𝐮 𝐮𝐬𝐞? – Show your eagerness to align with their processes. 4️⃣ 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐚𝐜𝐢𝐧𝐠 𝐭𝐡𝐞 𝐭𝐞𝐚𝐦/𝐝𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰? – Demonstrate your problem-solving mindset. 5️⃣ 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐬𝐭𝐞𝐩𝐬, 𝐚𝐧𝐝 𝐰𝐡𝐞𝐧 𝐜𝐚𝐧 𝐈 𝐞𝐱𝐩𝐞𝐜𝐭 𝐭𝐨 𝐡𝐞𝐚𝐫 𝐛𝐚𝐜𝐤 𝐟𝐫𝐨𝐦 𝐲𝐨𝐮? – Clarify the process and timelines. 𝐁𝐨𝐧𝐮𝐬 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧: What is your favorite company value? – This shows you care about the company’s culture. 𝐏𝐫𝐨 𝐓𝐢𝐩: If you’re running out of time, ask if you can extend the discussion. If not, request to continue the conversation by email. 📧⏳ Remember, asking insightful questions shows your enthusiasm and helps you stand out. Good luck! 💪 #InterviewTips #JobHunt #CareerAdvice __ 𝘕𝘦𝘸 𝘩𝘦𝘳𝘦? 𝘐'𝘮 𝘕𝘰é𝘮𝘪𝘦, 𝘢 𝘴𝘦𝘢𝘴𝘰𝘯𝘦𝘥 𝘛𝘢𝘭𝘦𝘯𝘵 𝘈𝘤𝘲𝘶𝘪𝘴𝘪𝘵𝘪𝘰𝘯 𝘔𝘢𝘯𝘢𝘨𝘦𝘳 𝘱𝘢𝘴𝘴𝘪𝘰𝘯𝘢𝘵𝘦 𝘢𝘣𝘰𝘶𝘵 𝘨𝘶𝘪𝘥𝘪𝘯𝘨 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘴 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘩𝘦 𝘦𝘷𝘰𝘭𝘷𝘪𝘯𝘨 𝘭𝘢𝘯𝘥𝘴𝘤𝘢𝘱𝘦 𝘰𝘧 𝘫𝘰𝘣 𝘴𝘦𝘢𝘳𝘤𝘩 𝘢𝘯𝘥 𝘳𝘦𝘮𝘰𝘵𝘦 𝘸𝘰𝘳𝘬. 💛

Why Should We Hire You? 🤔 How Can You Ensure You are the Perfect Fit? 👉 Recognize the Question Variation: "Why do you want to work here?" and "Why should we hire you?" are similar. Both want to know if you fit the role and are excited about the company. 👉 When you are asked, "Why should we hire you?" in an interview, it is your chance to show why you are the best choice for the job. Instead of just saying, "I am a hard worker," explain how your skills, experience, and enthusiasm match what the company needs. Here is a simple way to answer. 👩💼 Understand the HR Manager's Perspective: The HR manager wants someone who has the right skills and fits in with the company’s culture. 🔍 Demonstrate Understanding of the Interviewer’s Goals and Challenges: Show that you know what the company is aiming for and what problems they might face. Explain how you can help solve these problems. Structure Your Answer 1. Start with Enthusiasm: 👉 I am excited about this opportunity because I really admire [Company Name]'s mission and values. Your focus on [specific aspect] is something I care about too. 2. Focus on Meeting the Job Requirements: 👉 I have [X years] of experience in [relevant field], which has taught me [specific skills]. 👉 My skills in [specific area] match what this role needs. 3. Speak on Leading the Team and Strategies: 👉 In my last job, I led a team of [number] people, and I introduced strategies that boosted productivity by [percentage]. 👉I like to create a team atmosphere where everyone feels important and motivated. 📣 Remember, it is not just about saying you are a hard worker. Show your excitement, highlight your skills, and explain how you can lead and strategize to help the team. Ready to make a difference? Let's talk. 🚀

Recently, we have been interviewing for various positions, from Marketing Assistants, Personal Assistants, Project Managers, Maintenance Workers, and everything in between, and it has left us perplexed. 🤔 We've had candidates share the darnest things and behave in unprofessional ways. As a result, we are wondering if you have had some challenging experiences lately with "unique" applicants, during interviews, or with new hires? 😜 And if so, what have you found yourself changing in your processes to combat hiring candidates that aren't the right fit for you and your organization? 🛠 #hiring #challenges #candidate #interview #rightfit #unique

Aspects of the recruiting process that make a HUGE impact... Part 1: writing an effective job description.  This may seem extremely obvious, but you’d be surprised how many poor job descriptions I still see every day. Put yourself in a prospective candidate’s shoes: you’re combing through so many listings, most of which can run together. Here’s how to make a job description more effective: 😎 Add some personality.  I feel like this is a direct correlation to the company’s culture. Throw in something about what makes your company awesome and why someone would want to work there.  🔍 Be specific.  What will this person be trying to accomplish?  Will they be responsible for building a team?  Will they be trying to build out a function from the ground up?  Will their goal be to make existing processes more efficient? 🥅 Attract a wide net of talent by adding in something like “If your experience isn’t 100% what we’re looking for, but you check the majority of the boxes, please consider applying.  We recognize potential and realize that skills are transferable.” The best job descriptions can lead to attracting top talent and a better company reputation!

Wondering why another job application has disappeared into the void? The job market has changed, and it’s more challenging than ever. • Applications seem to fall into a black hole • Rejections come without any explanation • Interviewers don’t give constructive feedback • Companies are hunting for unicorns • You don’t know if a human is even seeing your CV. It’s frustrating, demoralising and you don’t know what to do next. If that sounds familiar, you are not alone. That's why I've teamed up with Lucy Cairncross, MD of specialist communications executive search and recruitment firm VMA GROUP for this free ‘ask us anything’ session. Together, we're opening up the floor for a completely candid conversation about what it really takes to land your next role. What you can expect: • No corporate jargon or fluffy advice • Real talk about what recruiters are actually looking for • Practical strategies you can implement immediately • Inside knowledge about the current communications job market • Straight answers to your burning questions • A safe space to voice your frustrations and concerns (attend anonymously) • Techniques that actually work in today's market Bring your questions, we will provide practical answers. We're here to help you turn those rejections into your next big opportunity. Date: Thursday 14 November 2024 Time: 12.30pm to 1.30pm GMT Limited spots available – register for your free ticket here: bit.ly/job-search-SOS See you there? 📌 You might not be looking for a job but I bet you know someone who is. Please reshare this post so more comms professionals see it and can benefit from this ‘no holds barred’ event. Thank you.

“I respond to everyone. 100% of the time” Really? 🧐 Well, yes... The only caveat to that statement is that I need to have physically engaged with you to justify that statement. If I’ve reached out to you, spoken to you, secured you an interview, or you’ve been referred to me via somebody who I know, and trust, you will always have my ear. Simple. 🤗 I will always respond, and if there is a delay, it’s never intentional. A simple nudge will usually prompt an action from me within minutes. It’s one promise I can honestly say that, I am 100% resolute in adhering to. If I fail to do that, I have failed in my job. Both clients, and jobseekers, work hard in this market. Not knowing if they were successful, or if they have been shortlisted for interview sucks! We work in (and recruit for) the communications industry, however, sadly for many folks, communications seems to take a back seat in our day-to-day jobs. Now, there might be some of you out there saying “Hang on, I’ve sent you messages, and you’ve NEVER responded!“. And, that might be true. I simply can’t respond to everybody who messages me out of the blue. Those individuals who work in industries that are irrelevant to my sector, geographies that I simply don’t work in, write generic messages, or are sadly not meeting the calibre that my clients want are unlikely to get a response. If I spent my time responding to all of those individuals, I simply wouldn’t have the time to respond to those people I have interacted with, and invested time with me and are therefore priorities for me. Agree? 🇭🇰 🇸🇬 🇦🇪 🇸🇦 🇱🇰 #response #candidates #clients #approach #hiring #recruiting MCG Talent Justin McGuire Charlie Bowsher

Are your job descriptions attracting the bright talent your company deserves? If not, it's time to rethink your approach. Effective job descriptions go beyond listing tasks. They paint a vivid picture of the role, the impact it has, and the exciting opportunity it presents. Here's how: Clearly define the role and its desired outcomes. What is the problem this position solves? How will success be measured? Focus on key details. Highlight essential skills and experience, work environment (remote, hybrid, etc.), and timeline (starting date, application deadline). Engage potential candidates. Use relevant questions to help them self-assess and understand if they're a good fit. Showcase your company culture and values. Make it clear why someone would be excited to join your team. Remember, most qualified candidates are already employed. Your job description needs to convince them that your opportunity is worth pursuing. Leave "boring" behind and craft a compelling narrative that attracts top talent! Bonus: Ditch generic language and templates. Infuse your description with your company's voice and personality. ✨ Be clear, concise, and engaging. Let's spark conversations and fill those open positions with amazing people! Share your best job description tips in the comments below.

Important insights on a frustrating experience many candidates face: ghosting by recruiters. Recruitment Agency International (RAI) highlights the significance of communication in the hiring process and how they’re striving to make a difference. Check out their latest post for valuable perspectives on building trust and transparency in recruitment! 🌍💬 #Recruitment #CommunicationMatters"

Have you ever come across a job spec that reads like a wish list? In my time in recruitment, I've seen this quite a lot. Clients want someone with 15+ years’ experience in a technology that’s only been around for five! And they need to be a “team player” with flawless soft skills, but also thrive in a high-pressure, solo environment. Sound familiar? Here’s the reality: there’s no perfect candidate, and job specs like these can actually slow down your hiring process. Here’s what to think about when writing job specs: 🔸 Prioritise key skills – Stick to the must-haves instead of listing every possible qualification. Many skills can be learned on the job. 🔸 Potential > Perfection – Candidates who show adaptability and the ability to learn will often outgrow those who simply tick every box right now. 🔸 Be realistic with experience – Mix experienced hires with fresh talent. New ideas and innovation often come from diverse perspectives. 🔸 Culture add > Culture fit – Rather than searching for someone who blends in, look for someone who’ll bring fresh energy and new ideas to the team! Let’s get real about what’s possible in the talent market and stop writing descriptions for mythical creatures. 🦄 What’s your experience with job specs? Have you been guilty of writing one of these? #Recruitment #HiringTrends #TalentAcquisition #JobSpecs #RecruitmentTips #Hiring

**"Reflecting on My Job Search Experience"** As I navigate the job search journey, I’ve encountered a few challenges that left me questioning the hiring processes in some companies. Some key moments include: - Delayed responses from hiring managers that leave candidates in uncertainty. - Unprofessional attitudes during interviews or follow-ups, making the experience unnecessarily stressful. - Offering roles that differ entirely from what was applied for, disregarding candidates' skills and experience. - Issuing contracts and then months of silence, leaving candidates in limbo without clear communication. These experiences highlight how important it is for hiring managers to practice what their companies preach about customer service and professionalism. How can we expect a high level of service when the internal processes fail to respect and value the candidates? I hope these practices improve to foster a more respectful and transparent hiring experience for everyone involved.