People Connekt

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People Connekt Recruitment built on cultural fit, not just CVs. HR | Finance | Ops | Projects | IT & Business Analysis. Connect. Develop. Succeed
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There's one interview question we ask almost every candidate, and it tells us more than the rest of the interview combin...
12/10/2026

There's one interview question we ask almost every candidate, and it tells us more than the rest of the interview combined.

"What are you proudest of from your last role?"

It sounds like small talk. It isn't.

Rehearsed answers repeat the CV.
The interesting answers don't they're usually something the candidate never thought to write down, because to them it wasn't an "achievement." It was just what they did.

That gap between what's on paper and what someone is actually proud of? That's where the real signal is.

It's a small question. It tells us a lot.

What's the one question you always ask in an interview? Tell us below, we might feature it in a future post.

ConneKt.Develop.Succeed

Unpopular opinion: a “perfect” CV can sometimes be a red flag.Not always. But it can be.Every bullet point starts with “...
09/10/2026

Unpopular opinion: a “perfect” CV can sometimes be a red flag.
Not always. But it can be.
Every bullet point starts with “spearheaded.”
Every metric is suspiciously round.
Every achievement sounds perfectly packaged.
Every gap has been carefully smoothed over.
At some point, it can start to read less like an honest account of someone’s career and more like a very well-produced advert for it.
And that’s the thing: a polished CV isn’t necessarily evidence of a great candidate.
Some of the strongest candidates may have an unexplained gap, a role that “only” lasted a year, or achievements described simply rather than dressed up in corporate language.
That doesn’t automatically make them stronger either.
The point is that the CV is only part of the picture.
What someone actually delivered, how they worked, how they handled challenges, how they learned, and whether they can genuinely do the job all matter far more than how perfectly their CV is written.
We’re not saying polish is bad.
We’re saying polish isn’t the same as substance.
And mistaking the two can be an expensive hiring mistake.
Agree or disagree? Tell us why in the comments.
ConneKt.Develop.Succeed

07/10/2026

What's it actually like to work with us as a candidate? Here's the journey, start to finish 👉

If you're on the job market (actively or "just curious"), send us a message the first call costs you nothing but a bit of your time.

ConneKt.Develop.succed

What actually happens in the 48 hours after we get a brief? Not what most people assume.Hour 1-2: The real intake call N...
02/10/2026

What actually happens in the 48 hours after we get a brief? Not what most people assume.

Hour 1-2: The real intake call Not just “send me the job description.” We ask about the team, the culture, what “success” looks like 6 months in, and what’s gone wrong with this role before (if anything).

Hours 3-24: Sourcing, not just searching We’re not typing the job title into a job board. We’re reaching out to people who aren’t actively looking but fit the brief often the strongest candidates never see a job ad at all.

Hours 24-40: The filter Every candidate is screened against the brief before you see a single name. If someone doesn’t fit the culture or the role, they don’t make the shortlist —no matter how strong their CV looks.

Hours 40-48: The shortlist You get a small number of genuinely relevant candidates, with context on each one not a stack of CVs to sort through yourself.

That’s the part that doesn’t show up on the invoice, but it’s most of the value.

Want to see what a brief-to-shortlist process looks like for your next hire? Drop us a message and let’s talk.

ConneKt.Develop.Succeed

The real cost of a bad hire isn't just the salary you paid them. It's everything around it.Swipe through the real number...
30/09/2026

The real cost of a bad hire isn't just the salary you paid them. It's everything around it.

Swipe through the real numbers 👉

Getting a hire right the first time isn't luck, it's process. That's what a good recruitment partner is actually for.

Not sure what a bad hire has actually cost you in the past? Get in touch and we'll help you work it out.

ConneKt.Develop.Succeed

Recruiters just forward CVs." "It costs more than hiring direct." "You lose control of the process."We hear these a lot....
28/09/2026

Recruiters just forward CVs." "It costs more than hiring direct." "You lose control of the process."

We hear these a lot. Here's the reality behind each one 👇

"They just forward CVs" The real work happens before you ever see a CV, understanding the role, the team, and the culture, then filtering out the candidates who were never going to be right.

"It costs more than hiring direct" On paper, maybe. But weigh that against the hours spent screening, chasing non-responders, and the big one the cost of a hire that doesn't work out.

"You lose control" A good partner works with your process, not around it. You still make every final call, the time-consuming parts just get handled for you.

Good recruitment isn't what most people assume it is. Curious what else people think we do? Drop it in the comments, happy to bust a few more myths.

ConneKt.Develop.Succeed

What's the one thing that would make you turn down a job offer, even if everything else looked great on paper?For some, ...
25/09/2026

What's the one thing that would make you turn down a job offer, even if everything else looked great on paper?

For some, it's inflexible hours. For others, it's poor management, lack of growth, or a culture that just doesn't feel right. Everyone has that one thing they won't compromise on.

Vote below and let us know what your dealbreaker is.

ConneKt.Develop.Succeed

A candidate turning down an offer isn't always about salary even though that's usually the first thing employers assume...
23/09/2026

A candidate turning down an offer isn't always about salary even though that's usually the first thing employers assume.

Over the years, I have seen candidates walk away from roles for reasons that had nothing to do with pay. Sometimes it's the management style they picked up on during interviews. Sometimes it's a lack of flexibility that doesn't fit their life. Sometimes it's about progression not seeing a real path forward. And sometimes it's simply about culture, workload, or the stability of the business itself.

Candidates are evaluating you just as much as you're evaluating them. If employers want to attract and actually keep good people, understanding what candidates truly value beyond the number on the offer letter matters more than most job postings ever address.

What's something you've personally valued more than salary when choosing a role?

ConneKt.Develop.Succeed

21/09/2026

If your job posting isn't getting the applications you expect, the posting itself might be the problem not the talent pool.

A few warning signs show up again and again: vague or inflated titles, an endless list of "must-haves," no mention of salary or flexibility, and generic corporate language that says nothing about what it's actually like to work there.

Strong candidates skim job postings fast, and any one of these can be enough to make them scroll past even if they'd have been a great fit.

Watch through for the signs worth fixing before your next post goes live.

ConneKt.Develop.Succeed

18/09/2026

Before you make that final decision on a candidate, a few checks can save you from a costly mistake.

It's easy to get caught up in a great interview and rush to an offer. But the strongest hiring decisions happen when you slow down just enough to verify what really matters.

Watch through for 3 things worth checking before you sign off.

ConneKt.Develop.Succeed

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London

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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+447482295833

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