How To Spring Clean Your CV

 

Much like your home or wardrobe, your CV needs a spring clean at least once a year. Whether you’re applying for a new job or just keeping on top of your progressing career, it’s important to stay on top of your resume and keep it neat. So, if you’ve not done so in a while, it’s time to dust off your CV and start decluttering!

 

Make it ‘skimmable’

 

Your CV needs to grab your potential employer’s attention from the moment they pick it up, so make sure you signpost your most important assets and your most relevant experience. This way, whoever is reading it can see almost immediately how well you fit the demands of the job description. You
may choose to use bold text to highlight skills, job titles or responsibilities – though keep this consistent and don’t go overboard, as you may end up making your CV look messy.

 

Declutter Your Content

 

Be selective. It can be tempting to mention every skill, certification and career milestone, but they may not all be relevant. Experience wise, employers are mainly interested in the past 10-15 years of your career. If you’re a young professional, don’t take up too much space fleshing out your content with experience from weekend jobs or irrelevant university or college pastimes. Employers are of course interested in your education and qualifications, and by all means mention any committees or societies you belonged to – but don’t focus on these or shoehorn them in to fit the job description.

 

Wash Away your Typos & Dated Terminology

 

Spelling and grammar mistakes are often a big, red flag for employers, as silly, avoidable mistakes imply that you lack attention to detail. Workplace and recruitment terminology is evolving almost constantly, be sure your resume reflects current trends – both generally and in your relevant sector. Alter and update so you don’t miss out!

 

Fill in the Gaps

 

When you’ve edited your existing content and the dust has settled, work out what’s missing. Are there any skills or career milestones that you’ve forgotten to mention. If there are any employment gaps on your resume, emphasise the things that you learnt during your time out of work. How did you spend your time? Did you undertake any activities that prepared you for returning to work? Don’t let gaps on your CV hold you back.

 

Especially this one…

 

One gap you absolutely should not leave in your CV is your contact details – your current ones! The biggest mistake you could make is not including a correct phone number and email address. If you’ve applied for a job and impressed with your CV, employers and recruiters need to be able to contact you. Failing to update your old phone number or your misspelt email address could cost you your dream job. Double check your details and make sure that employers are able to leave voicemails should they try and contact you when you are busy.

 

Tidy it up

 

You wouldn’t turn up to an interview in your lounge wear. Just like first impressions at interviews, as far as your CV is concerned, looks do count. Before anyone even begins reading your CV, they will register its appearance and format, so make sure it looks polished, clean and easy to read. Choose a medium-size, clear, black font. If you do choose to emphasise your skills or achievements with bold font, do so sparingly.

The Changing Face of Recruitment – Dovetail Group Recruitment turns 30!!

As we approach our 30th anniversary it’s a great time to reflect and share some of the key changes we have experienced and seen over the last three decades.

In many respects our ‘dream’ is still as relevant and important today as it has ever been;

  • Create long-term partnerships
  • Add real value to the recruitment process, through our expertise and personal approach.
  • Be the recruitment partner of choice for local businesses, facilities management providers and technical employers both in West Berkshire and Industry experts

Like many, we recognise that the recruitment market has changed significantly over the last 30 years and technology now influences every aspect of what we do, however the core principles of recruitment remain the same;

‘Our clients need the best candidates and our candidates need the best jobs’

With unemployment rates at an historic low, skills shortages affecting a number of key sectors and the introduction of new legislation, some of the most pronounced changes or challenges have occurred over the last 12 months.

Candidate attraction

Attracting and hiring the right talent has been and continues to be our biggest focus as we move into 2019. We have always prided ourselves on getting to know our clients inside and out and that is never more important than now as it becomes essential to really promote businesses to the right candidates.

Some of the most sought-after benefits for candidates are:

  • Employer brand and culture
  • Benefits and Remuneration
  • Flexible Working
  • Learning and Development
  • Career Progression

From our experience you are lucky to retain employees for more than 2 years unless you can tick the right boxes for them and there is never one answer, it is about offering flexible and relevant benefits that suit your team and your culture.

We are very fortunate here at Dovetail as our average employment length is 4.5 years which we accredit to our flexibility, culture, overall earning potential and family friendly way of working.

Do you know why you retain your staff? Sometimes they can be positive as well as negative.

General Data Protection Regulations (GDPR)

Any business that handles personal data will have been affected by the new GDPR which were implemented on 25 May 2018. Like many other companies, being responsible for storing personal data this created an opportunity to review and replace current processes and data handling to ensure compliance was being met to the required standard. Whilst it caused lots of headaches for many it can only be a good thing that everyone has to take responsibility for whose data they have, why they hold it and what they plan to do with it in the future.

If you are still sinking in the paperwork and processes of GDPR we would be happy to recommend professionals who can help or support you. It may be as simple as reviewing your contracts of employment or as in depth as creating a data retention policy. Either way we work with many organisations that can offer expertise in these areas.

Gender pay and diversity

The extent of pay differences between men and women in the UK workforce has now been officially exposed following the requirement for large firms to publish the salary details of their workforce. More than three-quarters of the organisations who published this information are, on average, paying male staff more than females. Furthermore, the data has shown us that all sectors have a pay gap that favours men. As a recruitment company we understand that we are intermediaries and we are in positions to influence and make a difference to pay disparity. It’s something that we are taking responsibility for by making a few small changes.

  • Encouragement – When sharing a job specification for a particular role it is also constructive to remind candidates to focus on the areas in which they have talent and skills rather than being overly concerned about areas where they feel they have less experience.
  • Reminding and encouraging our clients to focus on a candidate’s skills and competence rather than experience or time spent in similar roles (a practice that might put women at a disadvantage as they are more likely to take career breaks for family responsibilities).

Are you an organisation that demonstrates unconscious bias and naturally seems to employ the same type of person? Behaviour breeds behaviour so without realising it you will attract the similar people.

Recruitment Agencies can support your desire to change your approach and become more diverse by presenting a wide range of candidates due to the resources and expertise available to us.

The Power of Social Media

Social media is by no means a new tool for recruiters. With the rise in popularity of LinkedIn, Instagram, Twitter and Facebook in recent years, many recruiters still don’t use social media in the recruitment process and are potentially missing out on benefits such as:

  • Access to passive candidates

Social media is a great tool for tapping into that sought-after pool of potential candidates who aren’t actively seeking a new role but would be open to change if the right opportunity came along.

  • Showcase your company culture

Your company website and careers site are the ideal places to shout about your values and how great you are as an employer.

  • Target your audience

If utilised correctly you have a great deal of control over who sees you content and when.

  • Screen your candidates

Social media isn’t just a great tool for advertising your vacancies, it’s also a tool to use to screen candidates and get a picture of who they are

Does your current recruitment agency use Social Media to promote you, your job vacancies or just useful information to add credibility to what they do?

We recruited a dedicated digital marketer to kick start our social media campaigns and whilst we still have a lot to learn we are making great progress and see great successes from our social media channels

Take a look at our social pages by clicking the links at the top of the page.

What does the future hold for Recruitment?

As an independent business we pride ourselves in our ability to adapt and meet our customer’s needs.

We are continually seeking to improve our processes, approach and offering to ensure we:

  • Maintain our long-term partnerships
  • Continue to add real value to the recruitment process
  • Remain the recruitment partner of choice

Technology will continue to evolve, people will still need to work and businesses will always need talent.

Artificial Intelligence, systems and robots may create some automation of the recruitment process but we strongly believe that nothing will ever replace human contact; the phone call, the coffee and the empathy a real person can offer to very unique situations; so for that reason we will continue to do the great work that we do supporting businesses in their growth.

If you like the sound of our approach contact us today to arrange a coffee with a real person

Contact Us

Some of our trusted partners who can support you with some of the key areas we have highlighted can be found below:

HR Dept – Katie Aldridge https://www.hrdept.co.uk/licensees/newbury

RightCue – Yogesh Agarwal https://www.rightcue.com/data-privacy/

Pickle Marketing – Lisa Chaffey http://www.picklemarketing.co.uk/

What a no deal Brexit could mean for the UK’s recruitment industry

 

The UK voted to leave the European Union in June 2016 and since then, there has been great uncertainty on how this will impact the country’s economy.

 

Mark Carney, Governor of the Bank of England, recently commented that possibility of Britain leaving the EU without striking any deal with Brussels was “uncomfortably high.”

 

With less than 200 days to go, we take a look at what a no deal Brexit could mean for the UK’s recruitment industry.

 

The recruitment industry is dependent on the health of the economy and as a result, Brexit has many recruiters worried about what the outcome could mean for organisations and candidates.

 

New regulations

 

Businesses want clarity and certainty on what Brexit could mean before they commit to any big decisions or investments, such as hiring decisions. With EU regulations no longer in play, Britain could be guided by World Trade Organisation (WTO) rules. This means that tariffs and other terms governing its trade with the EU would be set under the WTO – which is not favoured by many organisations.

 

Brexit supporters argue that WTO rules would help Britain’s economy by making it easier for London to strike its own trade deals with faster-growing countries and regions beyond Europe. However, this would take years to achieve and Britain on its own might struggle to secure favourable terms from the likes of the United States and China.

 

So what does this mean? Organisations may choose to relocate, which in turn will result in a drop in the number of recruitment opportunities and jobs available. Earlier this year, Unilever, the UK’s third biggest company with a market value of £103 bn, decided to relocate it’s base to the Netherlands – taking 150+ jobs.

 

It seems other organisations also share the same apprehensions, as Airbus has revealed that it might abandon the UK entirely if it sees a bad deal when the country exits the European Union in March next year. For many organisations, the biggest concern is the risk of a no deal Brexit which could be catastrophic due to a lack of regulations.

 

While some believe there will be a shortage of jobs, others believe that there will be staffing shortages, with companies that once relied on EU citizens as core employees unable to fill their roles. This is because EU citizens in Britain and British citizens in the EU would risk losing residency and other rights.

or a fall in migration causes labour shortages.

 

The changing face of recruitment

 

The uncertain market and any changes that may arise could result in a change in the way that recruiters do business. If there is a hiring shortage, with nervous candidates who are reluctant to leave their jobs, they may face more of a challenge in sourcing new talent.

 

It is likely that recruitment professionals will play a  more informative role in the coming months, advising on potential actions amongst Brexit uncertainty. By giving people news, reassurance and keeping them up to date with what changing jobs might mean for their careers, recruiters will be better equipped to calm nerves, and convince people that making the leap to a new job might well still be a good idea.

 

It’s uncertain what will happen if there is no agreement reached when Britain leave the EU for good, with recent talks on the Chequers deal dividing parliament.

 

Here at Dovetail, we are seeing that opportunities are still available across the board, organisations are still recruiting and the economy is performing well. We will be ever positive and adaptive to the changing face of the recruitment industry.

 

If you want to hear more about our recruitment strategy or are looking for a position, please contact us on [email protected] or call 01635 43100.

New Starters at Dovetail

 

Dovetail are delighted to announce three new additions to the team! Karli, Andrew and Lizzy introduce themselves below:  

 

Karli Jones

Karli has joined the facilities management team as a Recruitment Consultant. Previously working at Calber Facilities Management as a Helpdesk Administrator, she comes from the sector and talks to us about why she wanted to get into recruitment.

 

Where are you originally from?

I grew up in South Wales and moved to Berkshire two years ago when I joined Calber. Prior to that, I worked in Sales for EE in Merthyr Tydfil.

 

What made you want to go into recruitment?

It seemed to combine the sales environment that I enjoyed at EE with the facilities management environment that I had found a passion for at Calber.

 

What are your hobbies?

Reading, socialising and going back to Wales. I am very close to my family and visit whenever I get the opportunity.

 

What was it about Dovetail that attracted you?

Dovetail seemed different to the other recruitment agencies I had come across. There was a lovely buzz about the office and it seemed like I could make the role my own and have some autonomy. It appears to be less salesy and more about the personal touch than my experience with other agencies.

 

Andrew Gibson

Andrew joins us as a brand-new Trainee Recruitment Consultant. He has  come from from Metro Bank where he worked as a Customer Service Cashier.

 

Andrew studied Mechanical Engineering at Coventry University until 2015. At university, Andrew was part of their Mountaineering Society. He previously attended Downs School in Compton. Andrew introduces himself and explains why he wanted to move into the recruitment industry.

 

Where are you originally from?

I’m from Aston Tirrold, a small village in south west Oxfordshire.

 

What are your hobbies?

I loved playing golf at University and is plan to renew my golf skills. I also enjoy cycling and walking my black lab, Colbie.

 

What made you want to go into recruitment?

I am a very people focussed individual and was keen to be more involved with local business owners and helping to fulfil their needs.

 

What was it about Dovetail that attracted?

I loved the fact that Dovetail is well established and has 30 years of history. John, the MD, had a real vision about the business and its nice to be a part of it. There is also a very welcoming and supportive team.

 

Lizzy Ball

Lizzy jonins us as Office Administrator from Vodafone where she worked as a Resource Manager. Lizzy lives in Lambourn and has a beautiful three year old son who keeps her busy outside of work. Discover more about her below.

 

Where are you originally from?

Reading, Berkshire.

 

What were you doing prior to this?

I originally worked for Bluefish at Vodafone as a Resource Assistant, supporting recruiters with all the back office requirements. I then moved on to be the Resource Manager at Vodafone working directly for IDPP & Ricoh.

 

What are your hobbies?

I love horse riding and have just recently got engaged, so wedding planning may be taking up some time over the coming months!

 

What is it that you enjoy about Recruitment?

I love the variety, no two days are the same. I also enjoy the customer service side of the role.

 

What is it about Dovetail that attracted you?

I was attracted by the fact that Dovetail is a small, independent company who offer a personal service. The team have been friendly and supportive from the moment I stepped into the business and the timing was perfect for me.

Facilities Management Golf Day

 

Earlier this month, we attended the annual golf day held by BIFM Home Counties and the South. We were delighted to sponsor the event, as we have been doing for the past couple of years.

 

The event was hosted at Basingstoke Golf Club and was a great opportunity for facilities management professionals to network and have a great day of golf all at the same time!

 

Dave Barrett has been running the event for 19 years – the day saw participants taking part in the 18-hole course across stunning landscape. Beautifully manicured fairways and smooth greens made for a great round of golf. We also received an excellent welcome and great hospitality, with terrific food and service.

 

 

‘Neil Baker from Dress and Sommer was the victorious and the team win also went to Dress and Summer. We would like to thank everyone who attended, it was a great day’

 

If you are interested in facilities management positions or are struggling to recruit the right people into your FM Team, please get in touch at [email protected].

The Changing Face of Facilities Management

 

From Artificial Intelligence and drones to changing politics, the facilities management (FM) sector is changing rapidly. In this fast-paced industry, it’s important to keep up with the changes and trends.

As FM recruitment specialists, we have put together our thoughts on the three key trends currently shaping the industry:

 

  • Robotics

 

As automation technologies continue to evolve, new devices are being used for a variety of functions within FM. This includes the use of robots for a range of ground maintenance tasks, where automated machines are used in ground maintenance to scrub floors and cut grass – as well as being used in security and safety services.

 

Scotland’s Forth Valley Royal Hospital is just one example where robotics systems have been implemented. Automated guided vehicles travel through underground tunnels on pre-programmed routes to transport a number of items such as patient meals and clinical waste. This has improved efficiency while promoting patient activity and reducing the risk of the spread of infection.

 

  • New generations

 

In today’s workforce, millennials and generation Z are taking a different approach to their career, with a keen interest in learning and developing their skills. Corporate career chasers appear to be a thing of the past as younger generations are looking for more freedom and flexible working.

 

Younger employees expect technology in order to work, collaborate and socialise and are passionate about organisational values.

 

As older FM professionals leave the industry, knowledge and experience is lost. But as the new generation takes the torch, full of enthusiasm – the opportunities they have are considerable and it is likely that this new workforce will shape the changing face of FM.

 

  • The internet of things

 

The internet of things (IoT) refers to devices that are connected to the internet. From your camera and your phone, to kettles and lights – the number of everyday appliances that use the internet are on the rise. These devices use the web to communicate with each other, access information, download data and send information to central collection centres.

 

IoT generates a very large amount of data which can be used in a variety of ways to boost performance, increase efficiency, reduce costs and create more streamlined working practices.

Facilities managers can now look at data that’s collected by appliances and sensors to see exactly how employees and customers are using buildings. This intelligence can go a long way to informing facilities management policy in analysing data and creating efficient solutions to everyday challenges.

 

  • Workplace


Workplace planning is becoming more and more important. Employers are becoming aware that the productivity of employees increases if their environment is optimised. For example the right chairs can reduce the risk of back problems and subsequent sick days.

 

Big tech companies such as Google and Facebook are the leaders in creating a workplace environment that employees do not want to leave. Google’s creative workplace provides areas for relaxation and napping as well as bowling alleys and free food – this has resulted in increased engagement within their workforce.

 

The International WELL Building Institute (IWBI) is leading the global movement to transform our buildings and communities in ways that will help people thrive. The IWBI delivers its own cutting-edge WELL building standards – the first to be focused exclusively on the ways that buildings, and everything in them, can improve our comfort, drive better choices, and generally enhance our health and wellness. With the recognition of workplace importance growing, we expect to see a lot happening with the IWBI and companies within the UK.Here at Dovetail, our FM team is growing!

 

If you are a candidate looking for your next role or a client searching for the perfect candidate, please get in touch on [email protected].

Recruiting Professionals in a Candidate-Short Market

 

The current recruitment landscape favours candidates. With a shortage of applicants with the key skills required, those who possess ‘what it takes’ have the power in their hands.

 

The 2017 jobs outlook survey conducted by the Recruitment & Employment Confederation (REC) revealed that 48% of UK employers expected to face a shortage of suitable candidates to fill the permanent job vacancies.

 

Former REC Chief Executive Kevin Green commented:

 

“Employers are raising the red flags over being unable to fill the jobs they have available. We urge the government to take this issue seriously when considering changes to immigration policy. Limiting access to skills and talent from abroad at a time of severe candidate shortages will risk future prosperity for all.”

 

The recruitment process can be a long and tedious one for applicants. To keep up with the fast-paced market and attract the best candidates before they’re gone, hiring managers need to move quickly within the recruitment process.

 

We take a look at four key steps to help improve the recruitment process and identification of the best fitting candidates:

 

  1. Be clear on what you’re looking for

As a hiring manager, you will be swamped with endless CVs. Because of this, it would make perfect sense to tailor your choice of ideal candidate, to make your job more manageable.

 

This stems right from the start of the process, beginning with the job advert going right through to the role itself. Make sure you are completely clear and precise with exactly what is needed. This will reduce time and allow the focus on ideal candidates. This can be achieved through a well-developed job advert, that explains the job role, key skills required and the necessary experience.

 

It’s also important to take time in developing the job role itself, looking at what is needed to support the organisation. This will then aid the search in finding the ideal candidate. The more information you give, the more likely you will find your ideal candidate!

 

  1. Offer more

With candidates facing multiple job offers, it’s important to attract them to your organisation with more than just a salary. Younger employees (millennials /generation Z) seek other incentives such as flexible working, pension schemes, financial incentives, training, technology and more!

 

In short, make your offer so attractive that they can’t say no to with a company culture to match.

 

  1. Use the technology

The digital world is now upon us – so get involved or face falling behind. With an ever increasing number of websites, platforms and email systems available, the possibilities for candidate attraction are endless!

 

Make sure to broaden your reach by targeting candidates in a number of different ways – such as job boards, social media posts and engaging content. Use the tools available to you, connect, stay relevant and succeed!

 

  1. Opportunities for progression

Career progression opportunities are key in attracting and retaining the best talent. Young professionals attach high importance to career progression and having something to aspire to and achieve is a major personal motivator for many!  Presenting clear routes to progression is just as important as any other aspect of a role.

 

By offering clear, rapid progression schemes for top achievers, you are likely to attract those hungry for success.

 

We hope you have found the above useful! To find out more or to discuss candidate attraction for your roles, please get in touch with us on [email protected].

Digestible GDPR for small to medium sized businesses

 

GDPR legislation comes into effect on the 25th of May and many organisations have been busy preparing.

 

From May onwards, it will be a legal requirement for all companies to adhere to the regulations in place, or face a heavy fine up to €20 million – or 4% of a company’s global annual income (whichever is the larger amount). So it’s safe to say, you don’t want to get this wrong!

 

To make the rules more digestible, GDPR can be broken down into six areas where data must be:

  • Processed lawfully, fairly and transparently
  • Collected for a specific purpose
  • Limited to only relevant processing
  • Accurate and kept up to date
  • Retained for no longer than necessary
  • Protected with adequate security measures

The Information Commissioner’s Office (ICO), who is responsible for upholding GDPR, has set up an advice helpline for small organisations. However, if you don’t feel like calling the ICO, this article should help explain GDPR and how it impacts small and medium organisations, with our four top tips.

 

  1. It applies to all businesses, even small ones

 

You may have heard that GDPR only applies to the big boys, as the EU wants to make an example of them. Sadly, this is not the case and GDPR applies to any and every organisation that handles data and personal information.

 

However, there are some differences in the types of records companies should keep, depending on their size. Companies with fewer than 250 employees are required to hold internal records of how data is processed or if it could risk an individual’s rights. For organisations with more than 250 employees, data retained needs to include much more detail such as transfers and security measures that are in place.

 

  1. Changes to consent

 

GDPR is much more than updating privacy policy documents. How consent is obtained is becoming more relevant and it’s imperative to be open and honest about how you will use and store data. Alongside this, information on who will be able to access the data and how long it will be stored for needs to be easily accessed by users.

 

You should review how you seek, record and manage consent and whether you need to make any changes. Refresh existing consents now if they don’t meet the GDPR standard.

 

  1. Train your employees

 

Small organisations are not likely to have a GDPR consultant and may be extremely busy in the build-up to GDPR implementation. However, as mentioned above, just because you are a small organisation it does not mean you are exempt.

 

It’s important to set some time aside to prepare for the new rules. Take time to read up and ensure all of the steps outlined above are implemented into your company’s strategy.

 

  1. Don’t panic

 

There have been a lot of scare stories on the topic of GDPR, with lines such as ‘delete your database and start again.’

 

This is probably one of the most debated topics for recruitment companies in the run up to GDPR coming into effect – but it’s not true.

 

Explicit consent is only required for processing sensitive personal data where only an actual ‘opt in’ will suffice. Unless you have super secret data like the MI5, the implied consent of your contacts will allow you to keep your database alive and in one piece.

 

Here at Dovetail Group Recruitment, we have updated our privacy policy to ensure that all data handling and recruitment processes are in in-line with the new regulations. To find out more, please email us on [email protected].

What is diversity and why should we all be pro-diversity in the workplace?

 

Diversity is all about inclusion – no matter what race, age, religion, gender or sexual orientation. As well as promoting respect and acceptance, it can also increase innovation in businesses, through everyone coming together to achieve a common goal. With this in mind, the results can be monumental.

 

The Diversity and Equality Act of 2010 protects people from discrimination in the workplace and wider society – however, it appears that more needs to be done to implement inclusion in the corporate world. Recently, a number of companies such as PwC and Tesco have joined a charter that tackles the shortfall of women in the technology sector, in order for it to become more diverse.

 

Here at Dovetail, we champion a diverse workforce and have come up with some main points for consideration…

 

Inclusion

 

Businesses can have their heart set on employing a diverse workforce, but if they fail to change their company culture to be completely inclusive of new talent, all efforts will go to waste. Time, money and effort will be lost, as employees who don’t feel included will leave within the first few months – and you’ll have to start the whole recruitment process again.

 

In order to create a more inclusive work environment, businesses can try mixing things up – for example, staff can adopt a hot desk approach where employees can work in different areas of the office. This will enable them to have interactions with people in the organisation – who they might not engage with normally. This could be beneficial in generating new ideas and insights.

 

Another way to enhance inclusion is to let different employees run business meetings. In many cases, the same people usually talk while others will always stay quiet. Rotating who runs the meetings will give everyone a chance to voice ideas and will build up confidence, as well as inspire valuable conversations.

 

Different people, different minds

 

A diverse workforce is beneficial in many ways. Arguably, one of the biggest advantages of diversity is the access to larger talent pools, allowing for differing viewpoints – where employees can draw on varied experiences and knowledge. More insights and opinions are better than one, especially if they can challenge the way we think and lead to increased creativity and productivity. Through listening to everyone in your team, you could make changes for the better of your business.

 

Everyone has something to give and as a business, you just need to tap into that knowledge. This can also help with your employee retention, as employees value working for a company that promotes equality and diversity.

 

Competitive advantage

 

In order to stay competitive in an increasingly difficult market, businesses should put time and effort into creating policies that offer equal opportunities. This will not only attract the best talent but give out a strong, positive message to customers. When diversity is managed correctly, employees feel validated regardless of cultural differences – this can greatly improve company morale and promote positivity.

Additionally, in this global marketplace, businesses need to understand their customers regardless of language or culture. Having a workforce who come from a number of backgrounds who can empathise with the target market will give you a competitive advantage.   

 

Implementation

 

However, with most things in life, employing a diverse workforce does have its challenges. Communication barriers will be the first obstacle to overcome. Without this, it could lead to misinterpretation of key objectives and lack of teamwork, which can affect business results and overall morale.

 

Another thing to look out for is resistance to change. As touched upon above, inclusion is key. If your workforce refuses to accept different ways of working, new employees will find it difficult to assimilate. Developing an implementation strategy will help a smooth transition process and aid company growth.

 

It seems like a no-brainer, employing a diverse workforce not only increases productivity and creates a higher performing work environment – but also elevates an organisation’s brand image. The only challenge standing in a business’s way is how they deliver and execute it!

 

If you are interested in recruiting a diverse workforce, please get in touch with us on [email protected] or call 01635 43100. Or, for the latest news and insights, visit our blog page.

 

How to Reflect Your Company Culture When Interviewing Candidates

It’s normal for candidates to be nervous before an interview, it’s very easy for them to feel under pressure while you assess their skills, experience – and character – to see if they are the employee you are looking for. However, it is important to remember that, even though you’re the interviewer, you are not the only one assessing the person sat across the table from you.

 

It benefits both employers and employees for new recruits to be a good fit for the workplace culture. Employers don’t want a cat among the pigeons any more than the newbie wants to stick out like a sore thumb. Take a look at our top tips for ensuring you use your interviews as an opportunity to show your candidates the type of company you are.

 

Reflect Your Business’ Personality With Your Interview Style

 

They say first impressions are everything! Whether you conduct your interview in a conference room, in the lunch break area, over Skype or over coffee, your interview sets the tone for your potential hire from the get-go, so make sure your company personality is reflected in your interview style.

 

Ask Open Questions

 

Though competency based questions are great for gaining an insight into your candidate’s previous experience and certain job roles require specific answers to specific questions, it is important to ask a few open questions in order to give your interviewee more free reign in their answers, letting their personality shine through more than strictly ability or experience based questions. Candidates can sometimes be reserved when asked ‘tell me about yourself’ – as they want to be the right fit for you. Leading by telling candidates a little about yourself should put them at more ease; talk briefly about what your job entails, how long you’ve worked for your company, etc. Not only will this reflect a friendly work culture, it’ll put your candidate at ease, allowing you to assess their character more accurately.

 

Don’t Let the CV Dictate Your Interviews

 

Undoubtedly, a candidate’s education, qualification, skills and experience are vital in successfully clinching the job. However, remember that their CV is why they are sitting in front of you, if their CV had given you all the information you need, you would have already made aa decision on whether or not they are a good cultural fit for your organisation. Put the resume to one side and have a real conversation with your potential employees, you will learn far more about them this way.

 

Invite Staff to Participate in the Interview Process

 

Why leave the hiring process solely to the HR department and line managers? Including your current staff in the employment process will not only help demonstrate your company values and workplace culture, but give them exposure to different departments and provide a good introduction to people they may work alongside. It will also give you more heads to consider which of your candidates is the best person to fill the vacancy. If you do get employees involved ensure they organise their questions between them as this will avoid the candidate being asked repetitive or similar questions.

 

Provide Timely and Constructive Feedback

 

Everyone who is looking for a new job welcomes constructive feedback, though many companies don’t provide their unsuccessful candidates with any feedback at all. On the occasions when you have candidates who are not suitable for your vacancies, offering personal, professional feedback reflects very well on the culture of your company and positions you as a desirable place to work. Your candidates will be appreciative of any feedback you provide and even though they have not have been chosen for interview on this occasion, wishing them well in the future can still provide a positive message.

 

A cultural fit works both ways; the chances are that, while your interviewee is working hard to provide great answers to your questions, they are also sussing out the nature and personality of your company.  With these tips, you’re bound to receive a resounding yes from the lucky candidate you offer the position to!

 

If you require assistance in seeking talented and bright candidates, contact Dovetail today.