video recruitment

Can video replace face to face interviews?

Video interviewing

How does your job advert stand out from the crowd?

Your clinic wants to recruit a new hygienist. You know that hundreds of other clinics are also looking for a hygienist, so hw do you make your opportunity stand above others? Recruitment is now the most competitive it has ever been and it takes something special to attract the right candidates.

Rather than thinking about this new role from the clinic’s perspective, consider how the candidate will find your vacancy and how they will become engaged with the opportunity. What will impress them and what will switch them off?

Like other websites, Blue Glove Jobs has hundreds of dental vacancies. But all appear in the same format and are no more exciting than an episode of Songs of Praise on a rainy Sunday afternoon. However, this is still better than posting your job on some other recruitment sites alongside, plumbers, waiters and car mechanics. So how do you demonstrate how wonderful you and the team are? How do you show how advanced your equipment is?

How do candidates know that your’s is the best clinic to work with?

Simple. The first step is to create a short video that shows your clinic, your team, your working environment. Secondly, write a job spec that you know will appeal to any candidate. Thirdly, set out 5 or 6 questions that your candidates can comfortably respond to by video. Fourthly, be amazed with the response you get from Blue Glove Jobs’ social media and YouTube promotions. A Featured video listing on provides the infrastructure that delivers this functionality, and so much more. For example, you have watched all the video responses and read all the CVs and want to share those with others so as to have a wider opinion. Easy. You want to invite the candidate for a second interview. Easy. You want to decline candidates automatically. Easy.

In short, you have impressed the right calibre of candidates and secured a short list to be proud of. No agency fees, no hassle. And you haven’t even left your office!

The difference between Zoom and Blue Glove Jobs

We have seen Zoom and Teams interviews and of course they may have their place in your recruitment process. However, our process is designed specifically for recruitment in the dental profession. This is the key difference. We edit and present your short video putting your clinic in the best possible light. We take your vacancy live on our website with prominent positioning, we promote your vacancy on social media and YouTube. Interested candidates are then lined up for you to appraise at your leisure. We help with the questions which will assist in pinpointing the best candidate for your vacancy. Our system helps you to accept or decline a candidate for the next stage of the interview process. In all, our package offers so much more than a simple video interview. This is the future of dental recruitment. The future is available to you now.

Proud sponsors of Net Zero Dentistry
Proud sponsors of Net Zero Dentistry
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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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The Reasons You’re Not Getting Hired

Ever wondered why you keep getting knocked back from jobs you’ve applied for?

It’s disappointing when you don’t get a job you were hoping for. You take the rejection call or read the unsuccessful e-mail and naturally you feel a bit deflated. It’s happened to us all. It can be disheartening to consistently be rejected for jobs. You might feel you’re doing everything you can to impress in an interview, or that your CV is shining and you just can’t work out where you’re going wrong.

Today on the Blue Glove Jobs Blog, we look at some reasons why you’re not getting hired. Check it out:


You’re not selling yourself when you should be.

Naturally, as Brits, we find it completely cringeworthy when we’re asked to big ourselves up. We’d rather bury our heads in the sand. But, if there’s anywhere you should be talking yourself up, it’s in a job interview. There’s a good chance you’ve been shortlisted alongside a handful of other candidates, but the interview is really the time to make yourself stand out from the crowd – a good CV can only take you so far. We don’t doubt for a second that interviews aren’t nerve-wracking, but you need to sell yourself. Think of it as a sales pitch! Why should they hire you over anyone else? Remember they are looking to hire a person. If they can’t get a taste for your personality, they’ll skip past you and head straight for the next candidate.

dental recruitment, blue glove jobs, interview questions


You Talk The Talk But Don’t Walk The Walk.

A good CV is all very well and good, but only if you’ve not told lies in it. If you’re quizzed on something you’ve written in your CV that you can’t actually do, don’t expect to be hired. It’s that simple. Firstly, lying to potential employers is not a great way to make a good first impression, secondly, you’ll make yourself look stupid, and thirdly, dependent on the profession, you could put others at risk if you don’t know what you’re doing. Basically, we’re just telling you to be honest. Don’t talk the talk if you can’t walk the walk.


Recruiting internally may have suited the employer better.

It’s not always your fault that you didn’t get hired. Occasionally, it’s more suitable for the employer to recruit internally. After all, who knows the organisation better than the staff that already work there? It is disappointing, but unfortunately it happens, particularly in small businesses.


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A mismatched fit with the brand.

This happens more than you’d think. Often, those who are looking to recruit make their decision to hire based on the candidate’s fit with the brand. Some argue that this is discriminatory, and perhaps, to an extent, that’s right. But if the people representing your brand and business do not fit cohesively with the brand and business, it can be extremely evident to see who is out of their depth. The brand will feel it, and so will you. We’re not saying change your personality to try and fit with anyone. Sometimes it’s just not a good fit – that’s not your fault, but it’s not the brand’s either.



As brutal as this might sound, it’s true. Of course you want to impress, and first impressions count the most. If you show up to your interview late, unprepared, disinterested and inappropriately dressed, there’s a high chance you’re not going to be getting the job. By being any of the above, you’re essentially setting yourself up for failure. Fail to prepare, prepare to fail and all that jazz. Give yourself the best chance at getting the job. If you show that you don’t care from the outset, it’s a sure fire way of getting rejected.


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The employer has been doing their research on you.

Something that they are very much entitled to do. Maybe they’ve checked in with your references. Or maybe they’ve had a look on social media. Don’t be surprised if you don’t get the job if you’re posting about your wild weekends on Facebook, backed up by endless photos that your friends have tagged you in. Although your social media profiles are yours, remember that it’s not only you that can see them. A whopping one in three recruiters have rejected applicants based on something they’ve seen about them on social media.


So there we have it – some reasons why you might not be getting hired. We know that getting rejected from jobs can be disheartening, but keep trying! We are firm believers that everyone’s dream job is out there somewhere! For more tips on career development and job applications, you can check out our blog here:

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The Questions You Should Ask At The End of An Interview

At the end of a job interview, how often have you said ‘no’ when the employer asks if you have any questions for them?

Well, today on the Blue Glove Jobs blog, we’re looking at why you should say ‘yes’ when they ask you if you have any questions, and the questions that you should be asking.

Why should you ask questions at the end of an interview?

Well, mostly simply to iron out any queries or curiosities you may have about the position. Ultimately, asking a few questions at the end of an interview can help you decide whether the position suits you or not. Asking questions at the end of an interview can also show that you’re interested in the position and that you’re not afraid to dig a little deeper. Showing that you’re interested and keen can be very appealing to employers.

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Let’s take a look the questions you should ask at the end of an interview:

Can you tell me a little about the team I’ll be working with?

You shouldn’t ask this simply to decide on who you like and dislike in the team before you’ve even met them. It’s always nice to have a rough idea of the team you’re going to be working with. This question also show your confidence. The “I’ll” (instead of “I’d”) plays even more on the assumption that the job is already yours. Of course, you don’t want to overplay your hand here, but confidence (not arrogance) is always an attractive quality.

What do you think is the best thing about working here?

As someone looking to hire, the interviewer should at least be able to name a few of the things they love about their job. If they can’t stop talking about all of the aspects of their job, it’s probably a good sign. Your job is a big part of your life so it’s crucial that you’re going to be in an environment where you can work hard but enjoy yourself too.

Can people develop quickly here? 

Nobody wants to work in a job where there is no chance for progression. You should constantly look to build on your skills. It’s important to find out what opportunities there are for promotion, progression and rewards going forward. It’s also allows you to ask without coming across as if you want to leap into a more senior job before you’ve even got the first one.

Do you have any big plans for the business in the next five years?

This is a great question to ask to find out where the company is headed. Is the company looking to progress and adapt? Can you see yourself being a part of the progression and the adaptation of the business? Showing your interest in the company shows the potential employer that you are keen. It shows that you are interested in the future of the business.

Have I answered all of your questions/is there anything else you’d like to know about me?

f they say, “No, you answered all of my questions very well,” then this may tell you you’re in good shape. If they respond with, “Actually, could you tell me more about X?” or “Would you be able to clarify what you meant when you said Y?” this is your chance for a redo, or to elaborate on what you’ve already said.

So there you have it, the five questions you should be asking at the end of interviews.

Are you looking to take the next step in your career? Or are you looking to fill a vacancy? Find a new job or hire a new member of staff in just minutes with Blue Glove Jobs. Click below to begin your job search or list your vacancy!

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The Best Job Interview Questions You Can Ask!

Got a Job vacancy?

Maybe you’ve already selected the cream of the crop to come in for an interview. Today on the Blue Glove Jobs Blog, we’re looking at the best interview questions.

Below, we’ve listed some of our top questions that we’d consider asking someone before deciding whether or not they’ve made the cut to join the team.


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Interview Questions for Getting to know the candidate:

  • What are your strengths and what are your weaknesses?
  • Why do you want this job?
  • Tell us why you to want to work with us?
  • Why should we hire you?
  • What do you know about us?
  • Can you describe your ideal company ?
  • What skills do you have that other candidates might not?

It’s also important to ask about previous jobs – consider some of these interview questions:

  • What is your favourite job you’ve ever had?
  • Give an example of a time when you went over and above in one of your previous roles and why you felt it necessary to do this.
  • Can you tell me about a time when your work has been criticised?
  • Tell me about a time when you had to give someone difficult feedback. How did you handle it?
  • How do you handle working with people who annoy you?
  • If we were working together and I asked you to do something that you disagreed with, what would you do?


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Just for fun! :

  • What other interests do you have outside of work?
  • Tell us a weird fact about yourself!
  • What is your favourite food?
  • If you could have one super power, what would it be?

Of course, these questions are just a guideline! We’re sure you’ll throw some tricky ones in, and maybe even some fun ones to help get a feel of their personality. Make sure you set aside enough time to get through a good bunch of questions. If you ask too few, you won’t be able to judge if they’re the right fit. Ask too many and they might feel as if they’re being scrutinised.

As much as the interviewee is trying to impress you, you want to set the right impression too. Make time for them and their interview and have a quiet space set aside to conduct the interview. The more comfortable you make them feel, the more likely they’ll open up and give you a real insight into their skills and what they can bring to your team.