Leadership has been the team building buzzword for the past 10 years and now Followership is about to take its place.
Never heard of it? Well it’s about to become the next big thing. Today on the Blue Glove Jobs Blog, we’re giving you an overview of Followership. What actually is it? Why is it important and why you need to embrace it in your workplace.
What actually is Followership?
Followership is a pretty straightforward concept. Most simply, it is the ability to take direction well. It is the ability to get in line behind a program or task, to be part of a team and to deliver on what is expected of you. Followership is just as important as leadership if you want your organisation to run like a well-oiled machine. Followership may have taken the backseat to leadership but now it’s Followerships time to shine.
Why is Followership is important?
People don’t like being told that they are ‘good at following’. It has this unannounced stigma whereby people think they’re not able to take charge. People don’t like having the reputation of being a follower, everyone wants to be a leader. We understand that being called a ‘follower’ might not sit well with you if you are going for a top role. Surely the person at the top needs to be a leader, right?
Wrong. You simply cannot adopt more responsible leadership positions without demonstrating an ability to follow and function effectively in a group.
Why should you embrace it in the workplace?
Embracing Followership into the workplace is good for business.
If your organisation has a poor Followership, problems manifest themselves in a poor work ethic, bad morale, distraction from goals, unsatisfied customers, lost opportunities, high costs, product quality issues and weak competitiveness. Having staff who are good followers isn’t a bad trait. Good, skilled followers are able to nurture good leadership, by invisibly helping keep a novice leader upright and on track. A skilled follower helps an inexperienced leader to shine. As the leader grows in skill, he or she is then able to help the followers to shine. Resulting in your workplace and it’s staff becoming that well-oiled machine we all hope for.
Followership will always be the kid sister of leadership but there are no leaders without followers. It is hard to achieve success with those who can’t follow. It is true that an organisation is only as good as its leaders but it is also only as good as its followers.
You’ve probably heard that phrase before, that ‘staff don’t leave jobs, they leave managers’.
And we’re here to tell you that it’s true.
The number one reason for people quitting their jobs is because of their manager. 75% of people who voluntarily leave their jobs do so because of their boss. No matter how good a position might be, not matter how good the job benefits, staff will quit if the reporting relationship with the person in charge is poor.
Today on the blog we look at why this is the case, and the types of managers that staff will gladly leave behind.
Why do staff leave managers?
Staff leave managers more often than not because they are at least one of four things: under-valued, under-paid, undermined and under pressure. Work is never going to always be a barrel of laughs, but it shouldn’t be somewhere that staff dread going to either. Bad bosses are the number one cause of unhappiness at work. If a staff member is unhappy, don’t be surprised that they are going elsewhere to look for work. Your staff spend most of your life at work, they shouldn’t feel anxious or drained there.
What kind of bosses or managers do staff want?
Staff look for bosses who are leaders but not demanders. They want bosses who know when their plates are full as it is without piling on extra loads of work and expecting quick and good results. They want bosses who are encouraging and who acknowledge greatness. Staff want people in charge who are going to pay them fairly for the amount of work they’re doing.
What kind of bosses do staff members leave?
The ‘King Kong’ Boss: Some managers forget where they came from. These type of managers possess a superiority complex and like to draw the distinction between management and staff. It is dreadful to work under a manager who is more worried about pushing their weight around than building relationships. Great leaders should never talk down to their employees or make them feel inferior. Remember where you started and be respectful to everyone.
The ‘Task Master’ Boss: Who piles on work constantly to employees without checking how much they already have to do. This type of boss is usually great at dishing out tasks but completing none of their own. Giving too much work to staff before they have even completed their own mandatory day to day tasks is a sure fire way to kill staff morale and motivation. Think before handing out tasks ‘what can I do to take some of this work load away from my workers?’. If you don’t you’ll push them to a breaking point, where they will feel under pressure and stressed out. This might lead them to taking time off or actually quitting. ‘Task Master’ bosses are usually found in smaller organisations where there are less staff to spread the work out across.
The ‘Stuck in Old Ways’ Boss: Staff leave bosses who don’t move with the times. If you’re paying them what you paid them 5 years ago even though they’re now doing a lot more work, they’re going to leave. If you’re not letting your staff try working in new, modern ways, they’ll leave. Maybe you won’t let anyone try anything new. People don’t like bosses who don’t like change. If you’re stuck in your ways to the point where you’re holding your staff back, don’t be surprised when you’re having to fill vacancies.
There are too many exceptional employees out there that become disheartened, stop caring but force themselves into work everyday until they find another job. If you’re a manager, take a look at yourself and ask yourself if you are truly a good one. No matter how good a job is, staff certainly won’t stick around for you if you are not treating them correctly. Remember, staff don’t leave jobs, they leave managers.
How to influence them in their views of working with you.
Interviews are stressful for everyone concerned. This blog looks at the interview process through the eyes of a candidate. We want to increase your chances of attracting the right dental talent. We look at what they perceive rather than what you portray, so you will get an insight into how you could attract the right dental talent.
Step 1 – The job advertisement.
Have a look through other job descriptions and ask yourself
if you would apply for that job? How well is that clinic describing the role
you may be interested in? As a candidate, how would you like that information
presented? What details do you want to see? What is going to motivate you to
apply for the job?
Let’s look at a few examples. Many agencies have a standard format which they load up on their websites. Job descriptions seem to be identical. Candidates do not get a feel for individual clinics, the clinic principal, or even the style of the clinic. An example may be you appearing too needy. Do you seem desperate to entice the right person. Some adverts hold back on information and seem guarded about the job being offered. This would most likely raise suspicions. Attract the right dental talent is your aim.
An easy way of defining your advertisement is to describe yourself as a boss or employer. Clear, concise, professional, engaging, supportive, intelligent, motivating, are all words you could describe yourself as. Reflect these in your advert. Are you the quirkiest, funniest dentist on the planet? Your advert should reflect this. You get the picture.
Fact – 72% of employers feel their job description is
perfect and only 36% of candidates agree.
Step 2 – The interview
You have attracted a bunch of like-minded candidates and you are planning initial interviews. Abide by a simple rule and your results will improve immediately. Candidates should be told of your 2 interview approach. Now they know what to expect. The first interview is all about them selling to you. The second interview is about you selling to them. You also need to give more details on the role.
To get past the first stage and find a few ideal candidates, you must apply the one mouth, two ears approach. Using this ratio, listen more than you speak. This allows you to learn more. You will note both positives as well as negatives, giving you a final score. The end of the interview should err on one side or the other. If you have an equal balance of positives and negatives, you do not have the right candidate. Your candidate will feel that they have impressed you. Now you can try to gauge if they have impressed you as much as they think they have.
The second stage is where you have each other on the hook. However, you have not yet attracted the right dental talent. This is when you can assess if the culture you have created in the clinic is conducive with the candidate’s personality and work ethic. Assess whether they will work well with the support team and your administrative procedures. How excited are they about learning and does this fit in with your own enthusiasm? The second interview you must adopt two mouths and one ear as you both try to sell to each other. Show them around your clinic with pride. Describe your aspirations for the clinic and let them feel part of that.
Having convinced yourself and your ideal candidate that you have discovered the dream team, follow through as swiftly as possible. Make your offer, shake hands on it, get contracts to them the next day. The ball may be in the back of the net, but a goal is not a goal until the referee blows the whistle.
Step 3 – The first day
This is where you and the team have to deliver. New
candidates have been at other interviews and possibly have other job offers. If
the smiling interviewer suddenly turns into a dragon, your ideal candidate will
run to the hills (or around the corner to take up that other job offer)!
Make the candidate feel welcome and at ease. Ask someone to take them around the clinic again so they can buddy up from the first instance. Make sure everything is in place in their clinic, ready for the first patient. Prime your support staff, so that they all make the new start feel part of the team.
At the end of day one, take time to have a chat about how things went and invite an open discussion on your new talent’s thoughts on the clinic. First impressions count. This not only applies to new staff, but also for new patients. Feedback is vital so absorb everything that is said. Maybe now you have attracted the right dental talent Attracting the best dental talent.We wish you every success in hiring your next big talent. Blue Glove Jobs will help you every step of the way, ensuring that your advertised role is promoted across our various social media channels and through our neork of contacts in the profession.
Have you made full use of your clinic’s listing on DefactoDentists.com? This is an ideal way to promote your clinic to the public and to prospective staff. You can check your clinic’s listing by clicking below.
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.
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.
Searching through job vacancies can be a bit of a tough task. It’s not fun, especially after a hard day’s work. It’s a daunting task. You read through the specifications and doubt whether you meet them or not. The demand for dental jobs in the UK is unpredictable, and it’s set to stay that way thanks to the challenge of Brexit and seemingly never-ending cuts to the NHS. If you’re thinking about a change in career path, or simply want to look for a new role elsewhere, it’s worth understanding what is important for you as a dentist the UK, even if you’ve been working here for years.
Today on the blog, we are discussing the five key things you should avoid doing in your next dental job.
Avoid Accepting a Small Holiday Allowance.
Being a dentist is physically and mentally exhausting. It’s not a 9-5, even if that’s your practice’s opening hours. You’re often in the practice from 8am and sometimes won’t leave until 6 or 7. The daily grind of dentistry is tough, and that’s why you should pay attention to your holiday allowance. Everyone needs a holiday to take time our and recharge the batteries. Before applying for or accepting any roles, find out the holiday entitlement. The average holiday allowance is 28-30 days, excluding bank holidays. Usually, you’ll be able to decide for yourself when you need a break. Your corporate may make you complete a “Holiday Request Form” which will require approval. This can make taking time out a bit of a bother, and they can reject your requests. Make sure you know the holiday policy before you agree to anything.
Avoid Accepting a role somewhere, where the staff turnover is high.
It can be hard to deliver quality dental care when a team isn’t a team. It’s a team effort that only strengthens over time. It can be hard to spot, but if you can avoid working for a practice with a high staff turnover, then do so. A quality dental practice should have high levels of staff retention. If the dentists and nurses and reception team have been working there for 15 years, 10 years, it must be a good place to work. If they are committed to the team, you can guarantee they are committed to their work, and that is a place you want to be.
Avoid practices that are stuck in the stone age.
We’re not saying that you should only join a modern practice, but if you’re in 2018 and they’re stuck back in 2008, consider whether that’s somewhere you really want to work. To deliver the best dentistry to patients, the practice should – where possible – move with the times. If you’re trained in all things digital dentistry and they’re stuck in the stone age, it’s probably not right for you. Look for a practice that wants to be the best and offer the best to patients. That’s the only way a practice will grow.
Avoid Long Notice Periods.
This might seem like a funny one. Your notice period determines how many months you have to work before leaving. The industry standard in dentistry is three months. Avoid jobs with long notice periods, such as 4 or 6 months. If you’re leaving, you’re leaving for a reason. Longer notice periods can cause people to become unmotivated. If you can, negotiate your notice period to match the industry standard.
There you have it – our four top things to avoid when looking for your next dental job. Are there any red flags you look out for when you are looking to find a new job? Let us know – we’d love to hear from you. Comment below, or get in touch with us via social media.
Succeeding in today’s competitive job market depends on a good CV. It’s a dog-eat-dog world when you’re looking for a job. There are hundreds of applications, usually for a single role, where only a handful of CV’s will be considered. Today on the blog, we’re discussing how to get your CV noticed by employers, to ensure that you will always stand out and (at least) make the shortlist of candidates for interviews. From the CV basics, to getting the employer to actually read it, we cover it all.
Remember to Cover the Boring Basics.
We’re not going to hit you with the obvious, be sure to spell-check, update your contacts, and ‘keep it brief’ speech. We’ve gone into more detail about those boring (but very important) factors in this blog post: Is Your CV Application Ready? Refer to that blog post before you send your CV anywhere. It makes for a great last minute check-list to make sure your application is the best it can be.
Match the Job Description & Person Specification.
Sounds simple, but it’s the main reason that most CV’s get deleted or put in the bin. It’s an idea to freshen up your CV with ‘buzzwords’ from the company’s job description. Are they looking for a ‘confident and forward thinking’ individual? Why not slip ‘confident and forward-thinking’ individual into a short description of yourself/the skills section on your CV. Have they mentioned any specific experience requirements? If you meet them, add them in and make them stand out. The job description is there to help you determine whether or not you’re a good fit for the role. Use it to your advantage.
Get Your CV Noticed By Employers by Adding a Covering Letter.
To get your cv noticed by employers, it is a good idea to write a cover letter. Even if it doesn’t ask for one. It creates a softer landing for your CV. Your cover could be the difference between obtaining a job interview and having your CV ignored, so it makes good sense to devote some time to writing at least a short paragraph to accompany your application. Don’t copy and paste anything from your CV. A cover letter should be you expressing your interest in the role, and a few lines explaining why. Mention a little about your experience, but don’t give everything away. That’s what the CV (and hopefully the interview) is for!
The design is key, and you don’t have to be super-skilled to nail it.
You don’t need to design your CV on an expensive software programme. Basic is best when it comes to CV’s but that doesn’t mean the design isn’t important. Make the font simple and a reasonable size. Use bullet points, and keep it looking clean. Add a border if you want to, make headings stand out by under-lining or using bold. Don’t go crazy, and don’t try to over-complicate it. The employer doesn’t have time to scour an overly-designed CV.
So there you have it, our best tips for getting your CV noticed by potential employers! Let us know if you put them to the test!
Did you know that job seekers are 7 times more likely to apply to roles in companies that they feel they relate to?
These days, content is king, no matter if you’re looking to sell a product, show off your service or even recruit someone. That’s right, job seekers are hunting out roles in companies that excite them with great content. But how and why is this relevant to recruitment?
Today, we talk about why the humble job vacancy just isn’t cutting the mustard anymore and how content marketing is the key to attracting the right type of job candidate.
Your regular vacancy listing is boring , sorry.
If you’re guilty of using the same copy and paste job ad every time it comes to recruitment, keep reading.
A bland and over-used job ad is the reason you struggle to recruit good candidates and it’s that simple. A vague and boring job post won’t cut the mustard, especially if you’re looking for top quality candidates. Times New Roman, size 12 and poorly formatted isn’t going to draw candidates in. A job advert should be an extension of the company. Don’t give too much away, but give a flavour about what it’s like to work for you. This is a great way to cut off the deadwood before you even start receiving applications. The more specific you are, the less unsuitable applications you’ll have to rifle through.
We’re not saying it has to have widgets and slide shows and pictures and different fonts, sizes and colours, but it does have to be somewhat engaging. Here’s how you can do it successfully…
Step One: Take a look at who you’re trying to recruit.
If you’re recruiting, there is a good chance you already know the type of candidate you’re looking for. Are they a team player? How much experience do they have? What matters most to this person in a job? Where do they look for jobs? Once you have established who the candidate is and where you’ll find them, it’s time to start your content marketing.
Step Two: Go ahead and create some content.
The type of content you create for your recruitment process will very much depend on who you’re trying to recruit. That’s why step 1 is vital. Then step 2 will help you decide on the type of content, tone & voice of content and location of the content.
TYPE OF CONTENT – Videos, blog posts, social media posts – what type of content are your ideal candidates most likely to engage with? Are they online or offline?
TONE & VOICE – Are you speaking their language? Using Jargon? Are you referencing things they’ll recognise in the job?
LOCATION OF CONTENT – One candidate might spend their days on Facebook, the other scouring job websites. You should share content to different channels to target different potential candidates.
Step Three: Share out your content marketing efforts and monitor the results.
Share out your content in your chosen platforms and monitor the results. How many good quality candidates have come through compared to before? How are people engaging with your content? If it’s not quite right, adjust the content. Share it elsewhere. And don’t be afraid to ask for feedback from those who are already working for you. What are their thoughts on the content? Is it relevant and accurate to the business? Find out from the people who already work there!
Why not give content marketing a go? You never know, your recruitment process could take just a fraction of the time with a little bit of creative content targeted to the right audience!
And remember, you can post any dental vacancies on our website completely free of charge to compliment your content marketing! Let us know how you get on with our ‘content marketing for recruitment’ tips!
It happens to the best of us. As much as we’d always love to have a good day at work, it’s not always the case. Sadly, a bad day can leave us feeling defeated, overwhelmed and a bit down. So today, we’re firing right into our blog post. We want to share with you FOUR things you should do everyday before you leave work today for a better tomorrow. Let’s get started!
Be Honest with yourself.
Are you the cause of your bad day? Could you have handled something better? Maybe you’ve performed really well today and completed all your tasks. Regardless of how your day has went, be honest with yourself. To have a better tomorrow, acknowledge how your day has gone. What did you do well and where could you improve? Figure that out. Try and improve on yourself tomorrow and keep doing the things you do well!
Iron out any concerns.
Maybe you had a disagreement with another colleague or a superior. If it’s playing on your mind, speak with them. If you don’t, it’ll most likely play on your mind after you’ve left work. It’s always good to be the bigger person and to clear your conscience. Iron out any concerns so you’re not carrying them around on your shoulders into a new day.
Tidy workspace = tidy mind.
No matter what your work environment looks like, a tidy workspace = a tidy mind. Whizz round at the end of the day and give it a tidy. Put everything in it’s place, take any dishes back to the kitchen, empty the bin, tidy away your papers. A messy workspace can be overwhelming and distracting. Keep on top of it to keep on top of your tasks.
For a Better Tomorrow, Plan Tomorrow Today.
The very last thing you should do everyday in work is plan your tomorrow. Grab a notebook, a pen and jot down a list. Write down any left over tasks from today and then add in all your tasks for the following day. That way, when you come in in the morning you can get straight down to business. You know what’s facing you before you even come in. You’re prepared ahead of time. It also saves you 10 minutes in the morning trying to figure out what you need to do that day.
Are you going to try these four things out to see if you’ll have a better day tomorrow? We hope so! Let us know how it goes!
Don’t worry, it’s not just you. Across the board, workers are feeling the pressure. New studies have shown that the UK workforce is working harder than ever but productivity has started to flatline. Today on the blog we’re looking at the reasons why we’re now under more pressure than ever at work, including poor resources and the evil necessary of technology.
New Survey Results
The Skills & Employment survey, a joint project between Cardiff University, University College London and The University of Oxford recently discovered that UK staff are now working harder than ever before. They are working harder and faster, with more and more workers heading home exhausted and worn out. The study paints the UK workforce in a good and bad light. It shows that we are committed, hardworking and determined. It also highlights that UK workers have less control in the workplace and that people are less anxious about losing their jobs than in previous years.
Working Hard But Standing Still.
We might be working harder, but the study shows that we’re still “standing still”. But what does that actually mean? Well, we might be working harder, but we don’t have the equipment or skills to become more efficient at what we do to alleviate the pressure. Think about it, have you ever asked your boss about upgrading your computers that always crash, or upgrading your internet that lags everyday? Got till systems that breakdown frequently? That’s exactly what we mean by standing still. You might be working hard, but your work environment and equipment is holding you back.
Feel under pressure outside of the workplace.
Technology has been described as a necessary evil. Could you imagine a workplace where you couldn’t communicate via email. You had to make all calls from a land line and text messages and video conferencing still didn’t exist? We dread to think what it would be like. As more and more technologies have been introduced to the workplace over the past 30 years or so, it’s becoming hard and harder for us to become uncontactable. You’re getting E-mails right before you go to bed, you get work text messages as you sit down to eat your dinner. It’s making workers feel like they’re unable to switch off because they feel under pressure to respond instantly. We’ve written about ‘switching off’ and the importance of work-life balance here if you want to know more.
Do you feel under-pressure at work? How do you cope with it? Let us know in the comments or hit us up with your thoughts on social media! We’d love to hear from you!
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?
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.
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!