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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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.

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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.

 

Unprofessionalism.

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: www.blueglovejobs.com/blog

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