A talent consultancy & recruiting business that helps technology-based companies get great(er) by either hiring great people for them or by helping them get better at doing their own recruitment.
12/03/2024
🌟 Beyond the Buzzwords 🌟
Tired of job ads that sound the same? Your team holds the key to crafting unique job ads that reflect the true spirit of your company.
Maybe it's time to break free from the ordinary and use their authentic language to attract the perfect candidates.
Say goodbye to dull job ads and hello to a new era of recruitment! 🚀📝
With diversity and equality at the forefront of conversations about the labour market in recent years, these findings underline the benefit of fresh ideas at the top. Here is a look at some issues around equality and how the workplace should react to findings that suggest greater diversity is a driv...
05/03/2024
On the website for the US Navy SEAL training and selection information, they post a whole bunch of interesting info.
What the course is like, what you have to do etc. All very interesting.
What's more interesting is that they've provided data on how to prepare yourself if you're thinking of trying it out. They've studied 1500 candidates and plotted out the pass/fail rates for Hell Week based on body fat percentage.
There's also information on which height & weight types most frequently pass. They've kind of nailed a large part of their predictors of success.
Imagine if we could get more retrospective and do something similar. Does anyone know of any commercial orgs currently doing anything like this?
03/03/2024
🔍 Language Matters! 🔍
Diving into the minds of your team members can revolutionize your job ads. By capturing their insights, you can create job postings that speak directly to your audience, making them feel like a perfect fit.
Ditch the usual corporate jargon and connect with candidates on a genuine level. Ready to transform your recruitment game? 🌐💬
One thing we see hiring teams really struggle with is what actual questions to ask in an interview.
Questions we’ve had in our training sessions include:
- How do I figure out what questions I should be asking?
- What questions do I ask to understand if a candidate can do a job?
- How can I tell if a candidate is being honest in their answers?
- How can I tell if a candidate is just telling me what I want to hear?
These are all totally valid questions and it underlines how few hiring teams really understand what they’re trying to achieve.
There’s also confusion on what sort of questions to ask, we often hear about behavioural interviews, which are used to assess how candidates have behaved in previous work situations. These have the risk of being tailored, vague or even false.
Situational questions probe more into real-life work situations and can better uncover how a candidate thinks about the problems they face in their role. These are used to understand how a candidate would respond to work-related scenarios. The benefit being of course, that you can use real-life scenarios that are specific to the team or unit you're hiring for.
Behavioural questions might be:
* Have you ever been given a task that you are not familiar with? How did you approach it?
* Tell me about a time you have increased productivity in your team.
Situational questions are different and could be:
* You have a member of your team who is underperforming. Talk me through how you would plan to address this.
* We’re looking to implement X product next year - talk me through how would you approach the planning and implementation phase.
* One of your peers who leads another team has had a family bereavement and is going to be away for two weeks, you’ve been asked to oversee her team for that period, whilst continuing to lead yours. Take me through the steps you would take to make sure things continue to run smoothly.
There’s clearly a difference in the two approaches, personally, I’d err towards the situational approach every time but as long as questions tie into what you’re assessing then it’s down to the individual.
Do you have a preference for the two approaches, which one has given you more insight into how someone approaches problems?
If you haven’t already, try this approach with your next interview, let me know how it goes.
13/02/2024
Most hiring is reactionary.
Someone resigns and you need to replace them or a new role gets approved and you go out and hire it.
Most organisations try to hire their roles as quickly as possible but don’t want to compromise on candidate quality. This is logical and reasonable.
But most organisations don’t have an always recruiting mindset. Which again kind of makes sense. Why bother recruiting when you don’t have a vacancy?
There are leaders I’ve met, however, who manage to carve out an hour a month to meet people. They might be meeting people briefly at conferences, reading their blogs or have even been referred to them. However they first connect with them, they go out of their way to buy them a coffee and just talk.
It’s something I’d love to see more leaders doing. Because situations change, people leave companies, roles get approved and so on. And if you’ve met some real people in person that you like and who like you, you could be onto a good thing. It would be time well spent.
It’s a different mindset but if you want to hire great people you probably have to do things differently to everyone else.
18/01/2024
We've been fortunate to work with some great hiring teams over the last 6 years or so. Here's what we've learned from them 👇🏻
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