How To Recruit The Best Talent for Your Vacant Position

If you want to recruit the best talent for your vacancy, here’s what you need to know.

Hiring can be risky – it’s a gamble knowing whether you’ve hired the right person. Maybe you hire someone and they were all talk in the interview, but they don’t quite cut the mustard on a practical level. Maybe they don’t gel well with the rest of your team. Today on the Blue Glove Jobs Blog, we are looking at how to avoid hiring the wrong person & how to recruit only the best talent for your vacancies.

Everyone has made a bad hire at least once. Just don’t let it happen again!

Hiring isn’t easy and anyone who has ever made a hire, has probably made a bad hire. In interviews, candidates can put on facades, tell lies, and over exaggerate.  Brief interviews aren’t necessarily the greatest way to determine someone’s personality either. You can’t fully get to know someone within a half hour time slot. Making a bad hire is simply a mistake, but not correcting that mistake when you go to hire new talent is also a mistake! Check out our top tips to make sure you’re reaching the right people for you and your team.

 

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Generate leads from your current talent.

Got a talented, hardworking and motivated team? Look to them for possible future employees. Birds of a feather flock together and all that! Chances are, the people working for you already, know people of a similar hardworking and motivated nature. If you are looking to recruit, speak to your team and get them to ask around. Sometimes the best talent is right in front of you. With this method, you can save a lot of time and money on the recruitment process too!

Who did you reject last time?

Remember who was close second to getting the job last time? Call them back. There is nothing embarrassing about reaching back out to your second choice. If anything, it will be a nice surprise for them and they will more than likely be grateful that you kept their name on file. And who knows? they might still be looking for a new job! Give your second chance a first refusal.

 

 

Make sure your job is appealing.

If you’re struggling to recruit the best talent, look at your job advert. If you can’t attract the right kind of talent, maybe you’re not putting out the right kind of job advert. Have you been specific enough? Or maybe you have been too specific and have limited the number of people who could apply. Are you offering the right kind of wage for the job you’re expecting to be done? To find out more about writing a job vacancy, check out these posts: Content Marketing & Recruitment  OR Attracting Suitable Candidates for Your Vacancy.

 

So there you have it! Our top tips for making sure you hire the best talent! If you’re in the dental industry and you need to hire a new member of staff, why not list your vacancy with us? Our basic listings are free! Click the banner below to list your vacancy.

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Complicated Recruitment Processes ‘Drive The Best Candidates Away’.

Is your recruitment process too complicated?

If it is, there’s a good chance that it’s driven the best candidates away. New studies have shown that job applicants don’t want a lengthy recruitment process and that even the most suited candidates will apply for roles elsewhere if the application process is too time consuming. Want to find out more? Keep on reading.

Whatever happened to the days where a CV was enough?

Remember the good old day’s when a CV was enough to be considered for a job? More and more companies are introducing lengthy application processes when it comes to recruitment. This can take shape in the form of surveys, personality testing, uploading a video about yourself – the list is endless! But introducing these aspects has its pros & cons:

Pros:

  • Employers get a better feel for the candidate before inviting shortlisted candidates to interview.
  • Employers can examine literacy, numeracy, and personality of each candidate.
  • It allows candidates to share information that doesn’t fit on the CV

Cons:

  • Lengthy application processes with surveys, testing and Q&A sections.
  • Content of application processes isn’t always worded correctly – this leads to candidates answering incorrectly.
  • Candidates don’t have time to sit and answer pages & pages of questions as well as writing a cover letter and perfecting their CV. This is especially annoying if they don’t end up getting the job.
  • If you know too much about a candidate before the interview, it gives you less to discuss.
  • The longer the application, the more information the employee has to sit and read through.

 

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Is there a happy medium to help streamline the recruitment process?

Keep it simple. A good CV will tell you almost enough about a candidate but leave you with a few questions to ask at an interview. If you desperately need to know specifics about a candidate (availability, levels of experience, current notice period etc.) ask them to write this into their cover letter. Doing this streamlines the application process and cuts down the time of the shortlisting process!

Going mobile is helpful too! Candidates often appreciate having the ability to apply for roles from their smartphones. An application process that is too long might not be mobile-friendly and rely too heavily on candidates needing to use a laptop or computer.

Hiring a dental professional?

If you’re hiring a dental professional, why not upload your vacancy on our website? Our basic listings are free!

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How To Manage Staff Turnover In Your Dental Practice?

How do you handle staff turnover in small businesses?

If you’re a dental professional, you’re probably used to working in a small team. But working in a small team doesn’t always have it’s perks! When someone leaves a small team, everyone feels the pressure. Today on the Blue Glove Jobs Blog, we’re looking at how to handle staff turnover in small businesses.

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Stop putting all of your eggs in the one basket in the first place.

If you rely too heavily on someone and they announce that they are leaving, it’s no surprise that you go into a bit of a panic. Who will you turn to? Who will take on all of the additional roles? That’s not the person’s who is leaving’s problem. It’s yours. It’s down to the manager to organise the change so that everything will continue to run smoothly, whether that be distributing the tasks among other members of staff or instantly hiring a replacement. Anyone could leave at any minute, so stop putting all of your eggs in one basket. Staff

Staff Turnover needn’t be a problem – Be organised and have a plan.

People become ill and leave organisations, people get headhunted and find new opportunities elsewhere all of the time. If your best member of staff became ill and left or found a better opportunity elsewhere, what would you do? Do you have a back up plan?  The more time you spend worrying about your staff leaving, the less time you have to focus on continuing to run your business smoothly. Keep calm and carry on! Have a basic job vacancy template stored away on your computer just in case. Make sure your other staff are able to cope with extra workloads before passing the extra tasks on to them, you don’t want them to become overwhelmed either! Start re-recruiting at your earliest convenience.

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Don’t get angry with the member of staff who is leaving.

There’s probably a reason as to why they left. Staff are not obliged to stick around. The nicer you are about them leaving, the harder they’ll work during their notice period. If you give them the cold shoulder, don’t be surprised if they are slacking off during their notice period. It can be easy to feel upset, especially in a small business but don’t go burning bridges because you hoped they’d stay around forever. It’s important to remember that everyone is replaceable!

Find out why they are leaving, but don’t beg for information.

This isn’t to be nosy. It’s generally a good idea to find out why your member of staff is leaving. If it’s because of something in the workplace, use the knowledge to your advantage to improve the working environment for your other members of staff so that you don’t find yourself in a similar scenario again.

If you need to hire to fill a vacancy for your dental practice, you can do so by clicking the banner below. It takes two minutes to upload your job to Blue Glove Jobs and all of our basic job listings are completely free of charge – what’s not to love?

 

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How Can You Attract Candidates To A Vacancy?

Struggling to find someone for your vacancy?

Don’t worry, most people do find it challenging to attract people to their vacancy.

You might have put out what you thought was a sparkling job advert, describing the role and the person/people required perfectly. So why are you getting no candidates through, or getting candidates who don’t fit the bill? Today on the blog, we’re looking at how you can attract more, quality applicants to your job vacancy.

Mountains of Job Vacancies Make Your Job of Recruiting Much Harder.

The number of job vacancies in the UK continues to climb. More and more recruitment websites are popping up, and we can now even post job vacancies on Facebook! It is making it exceedingly difficult to pin down the perfect potential candidates. Securing talent is now harder than ever. So how can you make your job advert stand out to attract the correct candidates?

 

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Make Sure To Cover All of The Basics.

Be sure to highlight all of the basics – the job title, the location, the role, the contract type and working hours. Outline your ideal candidate profile. Give an idea of the duties the candidate will be expected to undertake. You may also want to give a salary guide, and note any opportunities for progression.

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Is your job application on brand?

We don’t mean you need to go and get your job advert professionally designed. A logo, a company tagline if applicable, should all appear somewhere in your job vacancy. Take a look at the tone of voice too, does it match your brand guidelines and replicate the feel of your company? If not, it’s probably time to get re-wording. Job adverts that are branded up well are 13 times more likely to receive quality applicants, as it allows them to understand the business and what they are looking for beforehand.

Don’t be afraid to highlight candidates you won’t accept.

If your vacancy requires certain qualifications or a certain amount of practical experience, highlight that. If you are looking for someone who has their own car with a clean driver’s license, highlight that too. It helps to weed out unsuitable candidates before they even apply for a role. Be clear in stating that candidates who do not meet these requirements will be rejected.

What are some of your top tips to ensure you hire the right person?

We’d love to hear what your top tips are for making sure you find suitable candidates. Let us know what they are in the comments, or hit us up on social media, we can’t wait to hear from you!

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The Three Questions You Need To Stop Asking Job Applicants

Are you the person in charge of hiring new recruits for your business?

If so, you’re probably in a bit of a routine with interviewing. You’ve skimmed over the CV’s before interviewing. You have a rough idea of the questions you want to ask and you might have even checked out their profile on LinkedIn. You might think you’ve got it down. And to an extent, you probably do. But there are three criminal questions that you need to stop asking in a job interview.

Today, we’re shedding light on the three questions you shouldn’t ask in interviews and telling you why you need to stop asking them.

 

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You Need To Stop Asking Job Applicants ‘Why Should We Hire You?’

Why should you stop asking this?

Well simply, it’s a little obnoxious. The candidate has already applied. If you didn’t think they were a good fit for the team, why invite them along for an interview? No matter what tone of voice you say it in, it’s an intimidating question. Restructuring this question allows you to not only seem less invasive and intimidating, but it allows you to get more information from the candidate. Rephrase this question to ‘how could your skills and experience drive our business forward?’. By taking this approach, you’re acknowledging their skills and responsibilities and asking them how to identify how they can use those

 

You Need To Stop Asking Job Applicants ‘What is Your Current Salary?’

Why should you stop asking this?

Talk about intrusive! What a job applicant currently earns is simply none of your business. They probably won’t disclose this information anyway, but it’s a little rude to ask. Money isn’t something that people like to talk about at the best of times, even to those they’re closest with. It can turn the atmosphere a little sour too. If you mention money, make sure it’s only about the candidate’s future wage when working with you.

 

You Need To Stop Asking Job Applicants ‘What are your weaknesses?’

Why should you stop asking this?

It sets a negative tone. Nobody wants to discuss their bad traits. It’s a sad fact that a lot of candidates prepare for this question and have a few answers lined up for interviews, but when you ask them about their positive traits, they stumble. The expect to be asked about their flaws rather than their skills and accomplishments. If you really need to ask this question, be sure to follow it up with a positive question to keep the balance.

 

What are some other questions you think are unsuitable for job interviews and why? Is there anything you always ask? Is there anything you’d never ask? Let us know!

 

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How To Conduct The Best Job Interview.

Looking to hire someone?

Maybe you’ve had a vacancy out for a while and you think you’ve finally found the right person. Have you invited them for an interview? If you have, keep reading! These are our 5 top tips for conducting the best job interview. You need to be punctual too.

1. You need to be punctual too.

We expect our candidates to show up on time, so you should be prepared to hold the interview on time too. If you’re late to welcome your candidate and are rushing around trying to organise the interview 5 minutes after it should have started, are you really setting the right impression? We’d have to say no to that one. There is a good chance the applicant has taken time out of their existing job to come and see you. They might have arranged child care so they could be on time for you. Make sure you’re on time for them too. Which leads us on to point number two.

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2. Create the right interview environment.

Interviews can be pretty daunting. The majority of people don’t like being interviewed! Make sure you have a space that feels welcoming and puts the candidate at ease. If they’re uncomfortable or feel under pressure, you won’t get the best from them. Find a quiet, well-lit room, where the temperature is just right. Make sure it’s clean and there is plenty of room to have a sit down and a good chat. A glass of water for the candidate might be a nice touch too. Put your candidate at ease and they’ll probably impress you more! Don’t forget to put a sign on the door, or let other staff know you’re conducting an interview. That way there won’t be any unprofessional interruptions – unless of course it’s an emergency!

3. Be prepared.

Read through the candidates application again. Skim read their CV once more so you’re not spending time asking questions that they have already answered.  There is a high chance the person coming to the interview has read up on your company. The interview should be a chance for them to elaborate on their CV, not regurgitate what’s on it. Have your questions ready, a few at least to get you started. It doesn’t need to be a rigid interview. Let the conversation flow and see what happens, but it’s nice to have somewhere to start.

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4. Invite them to ask any questions.

Sometimes, candidates will walk away from interviews feeling like they don’t quite know everything they wanted to. After you’ve completed all your questions, it’s a nice idea to ask them if they want to ask you any questions. They might not, but it’s nice to ask. It might be something simple that you’ve skimmed over. It might be something more complex that you’ll need to ask someone else to get the answer. Regardless, you should welcome any questions they might have.

5. Whatever the outcome – contact the candidate.

If you want to hire them, great! If you don’t want to hire them, you should let them know that too. Sadly, and more often than not, candidates are often left out in the rain if they don’t get the job. Some recruiters don’t even call to let them know they were unsuccessful. Like we’ve said, it’s possible that the candidate made special arrangements to come and be interviewed. Do them the decent thing and let them know if they are successful or not. It’s always appreciated and doesn’t leave them hanging around in false hope.

 

What tips do you have for hosting the best job interview? Let us know in the comments!

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What To Do When Your Best Member of Staff Leaves

Have you ever had one of your best members of staff leave you?

Maybe you’ve taught them all they know, or maybe they’ve been there since day one. Naturally, you feel mixed emotions – perhaps a bit annoyed, worried or confused? You can’t understand how after all the time you’ve spent on them, that they want to move on to pastures new.

It happens more often you think, but it is even more of a shock in smaller companies, for example – dental practices. In close knit teams, an employee leaving can come as a complete shock, but it happens and you must learn how to accept it, and know the steps to take to overcome it.

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The first thing you need to know is that when your best member of staff leaves, that it isn’t personal. Really.

It might feel like a stab in the back, but you have to remember that top performers don’t just work on your business, they work on themselves. They are always looking to better themselves. So if they think it’s time to move on, it’s more likely because they want to progress, it’s not personal, so don’t take it that way. All good employers can and should help their employees to improve, not just in business but themselves. But, the reality is that you can’t do that for all employees at all times. If you can’t offer them what they need, they’ll go elsewhere and it really is that simple.

 

Don’t give them the cold shoulder.

It might take a while for the news to sink in, and you might feel as if you’ve been caught off guard, but the world keeps turning. Your business needs to keep running and there is plenty of talent out there. If your best member of staff leaves, don’t give them the cold shoulder. Don’t make them feel guilty for doing something that they want to do for themselves. The more uncomfortable you make them feel, the less work you’ll get out of them during their notice. Also, you don’t know how they might be able to help you one day. Don’t cut ties, after all, they’ve been there for you for the past however long.

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Worried that they’ll take your clients with them?

That’s on you, not them. If you’re worried that you’re going to lose some clients when your member of staff leaves, you’re probably right. It might be the salt in the wound, but you should see this as an opportunity. What does it say about you and your other staff – are you as likeable? Have you built as strong brand relationships? Think about it, how long have you been going to your dentist, hairdresser or doctor? You’ve built up a level of trust and respect over time, and you might not want to opt for someone else –  so don’t be surprised if some of your clients leave with your colleague.

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Finding someone new.

When your best member of staff leaves, filling their boots can be tricky. You often find yourself looking for them and their traits in new candidates. Don’t let this cloud your judgement. Someone new might just have as much experience, or more. Someone new might have a new way of working. Someone new might have different qualifications and need a little bit of training. Don’t dismiss someone because they are not a carbon copy of your ex colleague.

If you do need to find someone to fill a vacancy, you can do so with us. Here at Blue Glove Jobs, we’re committed to helping you find the best possible fit for your team. Why not list your vacancy with us today?