5 Types Of Job Aplicant You May Unjustly Ignore

Hiring for almost any position is difficult and time-consuming. The temptation to take shortcuts with the process can therefore be overwhelming, but this can also make it easy to dismiss a job applicant on the basis of just one or two factors. That, in turn, means you could be overlooking some genuinely great candidates.

Here are five types of applicant about whom you may ask: “are they necessarily so bad?”

1. The One With The Wild Social Media Profile

Yes, those boozy nightclub pictures or that slightly over-the-line sexual talk on their Facebook or Twitter page might not immediately strike you as very professional.

However, it could be argued that recruiters often overdo the social media stalking these days. The bottom line is that someone being a certain way in their personal life doesn’t mean they are necessarily that way in their professional life – indeed, they may otherwise be your dream candidate.

2. The One Who’s Not Good At Interviews

Remember that it isn’t a person’s flair in the interview room that you’ll need from them on a day-to-day basis in the office. So does it really matter so much that they might have been nervous or fluffed one or two peripheral interview questions?

3. The One Who Studied Online

Seeing that an applicant graduated from an online-based, non-brick-and-mortar institution might cause you to wonder whether they’re as good as they say. Is that first-class degree worth as much as the ones awarded to graduates at the red-brick or plate-glass university in your nearest major city?

That might be an understandable worry if the institution is an obscure one or the course the applicant studied seems to lack relevance to your position. But whatever you do, don’t reject the candidate simply on the basis that they studied an online degree.

4. The One Who’s Constantly Changing Jobs

Given that recent CIPD research found UK workers’ job satisfaction to have hit a two-year low, is it such a shock that more people are switching jobs a lot these days? It’s been a long time since the days of ‘jobs for life’ for most of us.

Job-hoppers shouldn’t necessarily be treated as undesirable – not when they have also long been associated with such positive and unique traits as ambition, adaptability and a willingness to take risks, as may serve your business well if you add such a candidate to your staff.

5. The One With The Employment Gap

The longer someone has been out of employment, the harder it will be for them to break back into the workplace. But are employers sometimes harsh in judging candidates for a few months or even years out of work?

After all, everyone has a reason for not having been in employment for a certain time period, and it may be a very valid one in the case of a candidate who could just be a brilliant asset to your team.

Would you like to minimise your likelihood of missing out on the best candidates – even those who may have a flaw or two? Give the Fusion In-House Recruitment Software from Webrecruit a try, as it really does cover all of the bases.

3 Reasons Why You Still Need To Write Job Descriptions

Many an employer would love to get rid of the humble job description. They see it as a burden to have to write such a thing every time a vacancy comes up at their company. Indeed, it may be hard for them to appreciate the job description’s continued relevance when they come to Recruit Staff.

We’re sure you’ll know what a job description is – it’s the document that outlines the responsibilities of the job, and for which the holder of the position will probably need to possess certain personal qualities, experiences and skills.

The job description may have been around seemingly since recruitment began, but it’s not going anywhere anytime soon – and here are the exact reasons why.

1. They Make Clear What The Role Involves

If your employee has a fuzzy idea of what their job fundamentally entails, how can you expect them to be a success at it? There needs to at least be a sense of the basic framework of the role – otherwise, there’s too much scope for the staffer to simply interpret the job in a way that leaves vital duties left unfulfilled.

Your employee needs and deserves a clear sense of what things they should spend their time on while in your employ, and which tasks are more important than others. That clarity as to what is expected from the worker is precisely what a job description can provide.

2. They Assist The Recruitment Process

Why would you want to recruit staff who you then have to let go – or who quit of their own accord – because they misunderstood what your job is really about?

Yes, job descriptions play a crucial role right from the beginning of the hiring process, by leaving the candidate in no doubt as to the responsibilities of the job and whether they have the right skills, experience and qualifications to fulfil them. It means that neither you nor the candidate waste time in applying for a job or processing an application when there is little chance of things working out.

3. They Are Helpful For Judging Performance

Many managers have difficulty with performance reviews, not least due to a belief that they can create conflict. However, there’s less scope for the worker to feel that you are being unfair to them if you have a clear job description and objectively assess their performance against what the job description outlines.

With job descriptions so instrumental in effective staff recruitment and employee management, even in the year 2017, you really can’t hope to avoid them – and nor should you. Have a chat with the Webrecruit team today about how we could help to drive greater value and better results from your hiring.

3 Characteristics That Make Someone A True ‘Team Player’

When you think of any of the obvious corporate success stories from down the years – from Microsoft to Apple – one of the things that should become clear to you straight away is the importance of the right team.

However, there’s a big difference between a great team, and simply a bunch of smart people. The aforementioned success stories were built on teams that had that seemingly indefinable, but definitely detectable ‘spark’ or ‘magic’.

The good news is that it’s possible to bottle such magic – well, sort of. You can do it by looking for each of the three following traits in your own company’s staff and job candidates.

  1. Hunger

Everyone needs hunger if they are to be a success in any field of life, and there’s no question that the strong drive and work ethic that characterises a hungry person can be a massive asset for a successful team.

These people don’t see mediocrity as ‘good enough’. They’re always looking for more, whether that’s learning, responsibility or action. They aren’t afraid of uncomfortable conflict, holding others accountable and thinking carefully about what’s next.

2. Humility

Contrary to the widespread perception of successful people being ‘full of ego’, great team players are necessarily humble – they know that the requirements and goals of the team must come above their own. They aren’t obsessed about their own status rather than the welfare of the team, the collective success of which is their greatest priority.

3. Social Smarts

That word ‘social’ is vital here – we aren’t simply talking about your team members who rack up the highest test scores.

We’re talking about your staffers who have the social skills to get all on with all kinds of people en route to a shared goal. They are the people who understand team dynamics and can disagree with other members of the team in a productive and tactful way.

An employee of yours who lacks any of the above three traits doesn’t stand much chance of becoming a great team player. However, if they do have at least one or two of these characteristics, there is scope for them to develop into real assets to your team, in turn inspiring other employees of yours to be the best that they can be.

How could making Webrecruit your choice of Recruitment Agency take much of the stress out of assembling the most effective team for your business? Simply get in touch with us today to find out more.

Sometimes Even Your Best People Need To Be Moved On

Yes, you read that right. Losing a great employee isn’t always a mortal blow – or even necessarily a blow at all. We aren’t just talking about those times when the worker may have got a better offer elsewhere. We’re also talking about you being proactive enough to drop even the best people on your payroll if it could benefit your company as a whole.

Yes, it does sound crazy – at first. But here are a few reasons why it could make perfect sense.

It Jolts Everyone Out Of Complacency

Even the most innovative and fastest-growing company can become uncompetitive if complacency is gradually allowed to creep in. That might turn out to be the case even if your workers are seemingly in continually challenging and stimulating jobs.

The fact is that sometimes, things can get a bit stale even for your best employees after years of working for the same boss, with the same team members, in the same office.

Plus, letting go of someone who may have once seemed irreplaceable can jolt your other workers out of any complacency of their own. All of a sudden, they might wonder how much at risk they are of being dropped themselves, which could be just the thing for boosting their performance.

It Makes Way For New Talent

Every company requires ‘fresh pairs of eyes’ from time to time. If your company has a low attrition rate from people leaving for pastures new of their own accord, it could help to let one or two great people go, so that you can bring in the fresh talent that could propel your firm to growth.

Oh, and there’s another thing: the departure of some of your most talented employees could even be good for them. Many people who leave an employer in such circumstances ‘bounce back’ by forming their own companies and becoming hugely successful leaders in their own right.

Could Losing A Great Employee Fuel Renewed Success For Your Firm?

The above aren’t the only good reasons why occasionally dropping a few of your best staff can be a useful part of your Managed Recruitment approach. However, it’s also vital not to do so in a way that causes a lot of disruption that then has adverse, rather than positive consequences for your business.

However, when you think things through, get your timing right and do it with the right intentions, you may be surprised by just how much of a positive impact such a change has on your team.

Why not talk to Webrecruit now about how our managed recruitment expertise could assist you in taking on more of the right talent?