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Recruiting advice that candidates may find useful - Part I

Posted by: Ian Piper

With increased activity in the UK Recruitment marketplace, it is becoming all the more important that you hire the right candidate the first time around.

Whilst recruiting/interviewing can often be viewed as a game of chance, you can 100% identify the right individuals if you invest the time in the hiring process. 

Interviewing candidates is tough, especially as some candidates will demonstrate great interview skill and ability, but will then lack the subsequent motivation and enthusiasm once the role has been secured.

To get the core info you need about the candidates you interview, here's a simple but incredibly effective interview technique: Start from the beginning of the candidate's work history and work your way through each subsequent job. Move quickly, and don't ask for any detail. (At least not yet!)

Go back through each job and ask the same three questions. I’m going to answer to the first one today, but follow our blog to see the others!

1) How did you find out about the job?

Job boards, general postings, online listings, job fairs...most people find their first few jobs that way, so that's certainly not a red flag.

But a candidate who continues to find each successive job from general postings probably hasn't figured out what they want to do.

They are just looking for a job; often, any job. And that probably means they aren’t particularly eager to work for you. They just want a job. Yours will do, until something else comes along.

"Plus, by the time they get to job three, four, or five in their career, and they haven't been “pulled” into a job by someone they previously worked for, that's a red flag," - says Cerri Mac, Sales Director at Certus Recruitment Group. "That shows they didn't build relationships, develop trust, or show a level of competence that made someone go out of their way to bring them into their organisation." 

 Being “pulled in” acts as a great reference. (Minus the paperwork!)


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