Interview tips for the hiring manager


There have been a tremendous number of articles written for job seekers about how succeed in an interview — appropriate dress, conducting background research on the company, questions to ask the interviewer, etc. — but an interview is a two-way conversation. A skilled interviewer who makes the candidate comfortable will gain valuable information about the person and present a positive image of their company, improving the odds of the best candidate being hired. We have put together a checklist of things to consider as the hiring manager when interviewing for a role. Before the process even starts you must really understand the position you are trying to fill… Skill set is very important but can often be taught by training and on-the-job shadowing. What cannot be taught is a fit with the position and/or the company at large. It is essential to consider this before taking the following steps.




  • Call on colleagues. Once you’ve established your potential candidates, assemble an interviewing team, including colleagues who will be working directly with the new hire, who can help you narrow down the choices into a shortlist for interviewing. Ask co-workers whose opinions you trust. They should be able to provide honest judgements on whether or not the applicant will be able to fulfil the duties of the position, while also being a good cultural fit with their existing team.
  • Ensure the same hiring manager conducts all the first round of interviews for consistency and comparison
  • Research the candidate. Take a good look at your candidates’ resumes, LinkedIn pages and continue your research from there. If appropriate this time frame also gives you a chance to look at their social media profiles to get a feel for their personality, which can help you understand how to conduct the conversation.
  • Create a Crib Sheet of questions. You may find it useful to prepare a list of questions before the interview. Going in blind and trying to wing it may cause you to lose your focus or draw a blank. Having a plan of attack front and centre can help you retain control and get the most out of the discussion. It also ensures an easy comparison if you are asking all candidates the same key questions.
  • Pre-screen telephone interview candidates you are not 100% sure of. Don’t rule them out, you may be overlooking a gem!!


The Interview


  • Don’t be late!! This may sound obvious, but first impressions really do count and work both ways.
  • Consider the interview environment. It ideally should be a quiet, informal environment where you will be uninterrupted.
  • Consider communicating the dress code prior to interview in order to put the candidate at ease and manage their expectations.
  • Sell the opportunity. With unemployment at a current low, good candidates may have many opportunities on the table. Be sure to highlight the benefits of your role to ensure that IF you decide this individual is your number one, the feelings mutual!!
  • Be conscious of body language Show you’re interested in the conversation by:

    Sitting up straight or leaning forward.
    Keep appropriate eye contact, don’t stare.
    Don’t cross your arms or legs, as it could show signs of boredom or apathy.
    Nod in agreement sometimes, not all the time. This is a sign of weakness.

  • Know the job description. Be prepared for questions and be honest if there is something you are not sure about.
  • Let the candidate know you are interested. While it’s fine to want to interview several different candidates, realistically you might interview the best candidate first and lose them by the time you make a hiring decision. The market is moving fast and you should too. It’s not essential to offer the position there and then but be honest with them if you feel they are a strong contender. Candidates are more likely to hold out for a company if they know that they’re wanted and feel good about the opportunity and the interview process.
  • Each question should have a purpose and use active listening skills. Don’t talk too much. You as the hiring manager should only be speaking for 30% of the time, the rest should be the candidate.
  • Ask appropriate questions. Asking about a candidate’s age, marital status, race or religion is illegal and can have serious repercussions for your company.
  • Know the recruitment process. The secret to keeping a candidate’s interest and commitment is to properly manage their expectations and outline the process. You should ideally end each interview by letting candidates know when they can expect to hear from you…and then be sure to follow up at that time or before!
  • Sell the company. First impressions count and even if this candidate is not successful you want them to go away with a great impression of your company, they may turn out to be a future employee or customer.

    At Dovetail Recruitment we continually strive to add real value to the recruitment process. We partner you with a dedicated and experienced point of contact, with the expertise to support even the most challenging of hires. Your dedicated consultant takes time to understand your requirements and culture then provides support, guidance and advice as needed throughout the full process.


    It’s no secret that employee selection in human resource management is critical to a company’s success. Let us maximise your chances of making the perfect hire. For a personal and efficient recruitment process that you don’t pay a penny for until we find the right person for your business contact Dovetail Recruitment today!!


Are you getting the applicants you deserve?

We understand that recruiting new employees can be a frustrating process when you don’t have the time, resources or experience available to your organisation. We know that employers recognise the value of top talent – those individuals that can drive their business forward and boost the bottom line but there are rarely guarantees that you will find those talented people when you can’t dedicate a resource to your recruitment projects. In a buoyant jobs market, where employers are competing with one another for ‘top talent’ the hiring process can be even more difficult.

Hiring the best is your most important task’ – Steve Jobs

Using Dovetail to support you in identifying and attracting talent can relieve a huge amount of pressure on both you and your internal teams. This approach helps find the people you need to move forward, bring them to interview, and secure them on time and within budget. The reason our clients work with us is due to the additional benefits we provide outside of the “standard” expectations linked to an external recruitment provider.

  • Access to the best candidates – Some candidates are hard to find. We have built up exceptional candidate networks over the last 30 years and have access to candidates that aren’t considering a new position. ‘85% of the global workforce would be open to discussing a new role but only 12% of them are actively looking’.
    By partnering with Dovetail Recruitment we can provide access to candidates that are beyond your current reach.
  • Increases your business efficiency – What is the value of YOUR time? We reduce the time and in-house resource that you need to dedicate to recruitment. This will lead to a quicker turnaround on filling your vacancies, which will increase efficiency of your organisation and teams.
  • Our guarantee to you – Unless you are working on a retained basis you don’t pay a penny until we find you the perfect candidate for your business. What do you have to lose? We do the hard work so you don’t have to.
  • Offer additional services – We make it our priority to understand legislation changes that will affect local businesses. We can offer insight and salary bench-marking to businesses specific to their sectors and regions and have the ability to carry out background checks, DBS checks and DISC Profiling to enhance the recruitment process where appropriate.
  • Sector Expertise – By partnering with Dovetail Recruitment who specialise in the industry sectors your business is in, you won’t have to explain jargon or describe the roles function in the business.
  • Access to multiple job boards – This can prove very costly to individual businesses and in most cases businesses would chose one of many sites available to advertise their roles but this will only provide access to the 12% of people that are actively looking for work. Without broad exposure and the time to search for candidates in the databases you won’t be tapping in to all of the talent which could you mean you are settling for second best.
  • Experienced Job Advert Writers – In the current candidate led market a compelling job ad is vital to attracting the right candidates for your business. Many companies just post a job description telling the audience what they want to about their company. What about what the candidate wants to hear? When was the last time you read an advert and thought “I’d apply for that?”
  • Referred business opportunities – We get to know your business inside and out and speak to individuals on a daily basis who could be your potential customers. We are a very underutilised resource and source of information about businesses in your sector or area.

Are you maximising your chances of making the perfect hire? For a personal and efficient recruitment process that you don’t pay a penny for until we find the right person for your business contact Dovetail Recruitment today!! ?

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

RightCue – Yogesh Agarwal

Pickle Marketing – Lisa Chaffey

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].