html-forms domain was triggered too early. This is usually an indicator for some code in the plugin or theme running too early. Translations should be loaded at the init action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /home/sites/1b/8/8d37353675/public_html/wp-includes/functions.php on line 6260A current resume is a valuable tool for helping recruiters match you with the right positions. Make sure your resume has your relevant and current work and education history, including details of any recent courses and volunteer work. Ensure that if you have had several contracts that are short term explain why. Ensure that you have updated all your contact details and they are correct. You will not be contacted if the recruiter is unable to reach you on the details given. Double-check the contact details for your references are also current before distributing your resume to recruiters.
A resume gives a summary of your education and work history. Communicating openly with recruiters fills in any information gaps so they can best represent you. For example, noting that your work history has a one-year gap because you travelled will help recruiters explain the gap to hiring managers. If you have had several jobs that have lasted a few months to a year, explain why – Temp contracts etc.
To make your CV stand out add a covering letter stating why you have applied for this position and what experience / qualifications you have. Why you are the best candidate for the positions. What you can add.
Prepare for your first meeting with a new recruiter as thoroughly as you would any job interview. The time you spend preparing will ensure your recruiter gets all the information they need to help you in your job search. This in turn will ensure better chances of your details being passed over and you getting an interview. The more information the recruiter has the better.
Your preparation will help you answer questions confidently and accurately. Most recruiters ask new candidates about their career goals, as they help recruiters understand what they want to achieve and how they can help you get there. If you are not sure what your goals are, consider what job you want to have and what that looks like. Are you looking for progression, long term employment with a company etc.
Think about your preferred industry and location, the tasks you want to perform and the corporate culture that would suit you best. Explaining what your dream job looks like will help recruiters match you with suitable positions.
Perform an online search to see average salaries for your preferred careers. Consider your experience and education when determining a reasonable salary. Be honest about how much money you need or want. This information will help recruiters negotiate an appropriate salary on your behalf.
You may have strict job requirements, such as working only during weekdays or needing a job in a particular location, only available during school hours, the need for hybrid working. Noting these will help your recruiters identify jobs that best meet your needs.
Attending all appointments your recruiter schedules shows you are trustworthy. When recruiters know you are reliable, they can feel more confident recommending you. Make sure you attend any interviews your recruiter organises and appointments with your recruiter. Make sure you always arrive on time, as punctuality is another desirable quality for employees. If you cannot attend for any reason, such as serious illness or injury, telephone in advance to try to reschedule.
Responding to messages from recruiters quickly shows respect and eagerness in your job search. A fast response can also help you seize any time-sensitive opportunities, such as same-day interviews.
Once you have secured work, you will no longer require recruiters’ services. Whether they helped you secure a position or not, take time to thank them for their assistance.
You may also like to leave a positive review for them online. Your gratitude will give recruiters a final positive impression of you that will encourage them to work with you if you need them later. They may even approach you with attractive job offers in the future to help you advance in your career.
The only way to truly understand the benefits and drawbacks of temporary and permanent jobs is to have a clear picture of both – and that’s what Revival Resourcing are here to do! Below, we will break down the pros and cons of each:
When it comes to temp vs. perm hire, they both have their own set of advantages and disadvantages depending on your circumstances and lifestyle. It’s up to you and your lifestyle to decide which one is most ideal for you.
Revival Resourcing are always looking for outstanding candidates. Click here to view our current vacancies.
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Applicants skip interviews for a variety of reasons:
However, these no-show candidates are affecting your business in a big way. You have set that time aside and planned your day around them attending so therefore interrupts your productivity.
It also cuts down on your options for hiring. Say you schedule five interviews, but only two candidates show. If neither of those candidates seems like a good fit, you’re stuck scheduling more interviews or having fewer options.
Changing the way you handle job interviews can reduce the chances of candidate ghosting. Responding to applicants quickly and making your company as appealing as possible can help. Research shows job seekers are more likely to go through with an interview if they hear back within 48 hours of applying. Their enthusiasm may decrease as more time drags on.
Also, Revival Resourcing have discovered that unemployed job seekers submit an average of 14 job applications. Which means your business is competing with many other companies for the perfect employee. Acting quickly with interview scheduling alongside offering flexible times and a streamlined hiring process can help you attract preferred candidates.
After-hours or weekend interviews can reduce the chances of a scheduling conflict. Handling interviews via video chat is another flexible option that can reduce candidate ghosting by making it easier to attend. Using Zoom is another popular option for job interviewing these days.
Evaluating candidates before offering interviews can help you choose people who are more likely to follow through. Asking some interview questions over the phone before setting up an interview can help you screen the candidates. You can get a gut reaction about the candidate to see how interested they are in the position and your company.
Job interviews are stressful for some candidates, which could lead them to skip. This is unprofessional behaviour, but you can try to add fun elements to get candidates excited. Coffee shop interviews, company tours or special demonstrations are examples. Then, hype up the interview process to hook the candidates. Putting them at ease by making it a low-pressure interview process can encourage people to show up if nerves are an issue.
When job seekers have lots of options for interviews, they start comparing the employers. Staying competitive means positioning your company as a desirable place to work.
That starts with your company culture. Supporting your current employees can help reduce turnover, which cuts down on the number of interviews. Your employees also become walking billboards when they’re satisfied.
Also, being open with your applicants about your expectations for them to show up or notify you if they can’t attend the interview could potentially avoid a no-show. Candidate availability can change quickly. Let your candidates know that you understand their availability can change. Ask them to let you know if they accept another offer or change their mind about interviewing. Give them contact information to make it easy.
Strong communication on your part encourages job seekers to reciprocate. If they don’t hear from you for a long time or don’t get the information they need, they might feel like they don’t need to communicate well either. After scheduling the interview, send a follow-up email with important information about the interview process.
Contact your interviewees before the scheduled interview to confirm the appointment. Text and email confirmations are both strong options. You can also send calendar appointments. Setting these notifications up with an automated system makes it efficient. If a candidate needs to back out, you can quickly schedule an interview with an alternate.
If you’re dealing with the interview no-show issue consistently, reach out to candidates who ghost you. Ask them what changed their mind about the interview and why they didn’t attend.
You could also gain insight about your company to help you improve the hiring process. Perhaps they had a negative interaction with someone at the company while scheduling the interview or felt the overall culture wasn’t a good fit. Use that feedback to make your company more attractive to future candidates.
]]>But when you’re writing a job ad, simply covering the basics might not be enough to attract a good quality of applicant – something which could mean missing out on finding your perfect match.
Revival Resourcing’s research and insights indicate that the most effective ads are more than a simple job description. And much of it comes down to articulating what really sets your company apart.
What do candidates want from employers? To make sure your ads are attracting the best candidates, here are five things every candidate wants:
For many job seekers, finding an organisation with the right cultural fit is essential. Aside from ensuring factors like work environment and management style match their needs – they also want to know that the business they’re applying to work for is a reputable brand with good values and social responsibility. Our research has shown that millennials in particular cite a commitment to corporate social responsibility as one of the biggest reasons they’ll work for a company. Without giving a clear indication in your job advert of what it’s really like to work for your company, you’re making it harder for candidates to gauge their suitability.
When it comes to finding the right role, career prospects will always be important. In fact, if a job advert clearly states the possibility of long-term progression, candidates are far more likely to consider it. And that doesn’t just refer to promotion opportunities – they also want to know there are ways to develop their skills through training and development. After all, no one wants their career to stand still. So whether it’s helping to fund a qualification, running workshops, or offering secondments, there are many ways to promote employee wellbeing and job satisfaction through learning and growth. Not only will providing these opportunities improve the amount of interest your vacancy receives, it’ll also mean those who are employed are more likely to stay.
Let’s face it, money matters. In fact, across all age and experience levels, salary averages out as the highest priority for those looking for a new role. Because although it’s not the only thing people look for in a job, it’s almost always the first thing. Providing details of the salary packages on offer in your organisation will help prospective employees build a picture of their suitability for the job. And with two in three jobseekers being more likely to apply when a salary is displayed, it’s pretty much a no-brainer. Why you should always state salary in your job ads
Not only do the majority of job seekers strive for the right work-life balance, but they also want an employer who understands its importance – and respects their employees’ need to have a life outside of work. This, as well as a role in a convenient location, will allow your potential employees to benefit from improved morale – not to mention a greater level of motivation when it comes to their workload. So to reach the right applicants, focus on giving them what they want. Whether it’s by providing details of options to work remotely, or opening up the option of flexible working hours, be sure to include the right information in your ad.
For in-demand candidates, attractive benefits can act as a key deciding factor when choosing a job. Whether it’s a generous pension, a good healthcare scheme or a substantial holiday allowance – benefits like these could be just the thing that sets you apart from other employers. Company perks are also becoming more and more prevalent in many industries – with things like workplace recreational activities (e.g. ping pong tables, arcade games), in-house gyms, and healthy food initiatives often on the forefront of jobseekers’ minds. So if you’ve got methods in place to boost employee wellbeing – even if it’s ‘just’ a pension, discount scheme or anything else – shout about them in your job ads.
From researching the company to handling certain key interview questions, make sure you make a great impression and ace your next job interview by following these 5 tips.
1. Dress smartly – whether face to face or on zoom your potential new employer do not want to see you in an old t-shirt, cap or with dinner down your top so ensure you look presentable first impressions really do last.
2. Turn up on time – Being late to an interview will certainly not set a good first example and may set the tone for the rest of the interview (that is unless the potential employer has already made their decision not to employ you based on this). If you need to do a practice run beforehand this is highly recommended. Also, if you can’t make it or have changed your mind be honest and give plenty of notice (you never know your paths may cross again in the future).
3. Research the company – Put the time in to know your potential employer’s business, coming equipped with information on the company will not only show your employer you are very interested and forward thinking but will also put you ahead when it comes to answering many of questions asked in the interview.
4. Do not bad mouth previous employers and businesses. This leaves a very sour taste in a potential employer’s mouth and will make them very cautious about employing you.
5. Clarify why you are the best person for the job. Point out your strengths and transferable skills, experience in similar roles and let the potential employer know you have researched the job Also don’t be afraid to share 1 or 2 of weaknesses this shows self-awareness and willingness to learn and improve.
]]>Struggling to find good candidates / Employing the wrong candidates speak to revival resourcing today, we can help find the best candidates for you.
2. Start as you mean to go on.
Ensure from day one you are giving your new employee your time, The right training and support, this should continue throughout their employment.
3. Employee engagement.
Ensure that you keep connected with your employees. Make them feel like a vital part of the team and not just a number. Ensure you are setting time aside for appraisals, team talks, One to one chats and general office conversation. Make sure you are scheduling appointments for Proper return to work conversations, Maintain contact if someone is off work for a while (just checking to see how you are) Ensuring that communication is always open will mean that you are the first to know about problems and not the last, by the time you have received an employee’s notice its possibly too late.
4. Offer Benefits
These do not have to be expensive but can ensure that candidates are happy in their roles. Some ideas.
5. Be open about future plans and opportunities
Ensure you keep your staff up to date with training opportunities, Find out how they would like to progress and help them achieve this, Let individuals know their appreciated and put together personal business plans that will materialise. Let individuals know how they could progress and give them time to work on this.
6. Conduct a proper exit interview
If you are at the stage where you have received a resignation letter as your employee thinks they will get a better opportunity elsewhere make sure you conduct a proper exit interview and find out why they are leaving. This is your last chance to see if there is anything you can do to change their mind or take it as an opportunity to learn what went wrong and maybe prevent this from happening in the future.
]]>That’s why the team at Revival Resourcing felt it was so important to share our top tips, that we believe are the key to success!
1. Plan your week ahead – by planning ahead this allows less time for procrastination.
2. Plan in time to read – by reading books on business you can learn from other people’s mistakes saving you a lot of time in making them yourself. Did you know bill gates reportedly reads 50 books a year, Elon Musk grew up reading 2 books a day and Mark Cuban reads for 3 hours each day?
3. Set 4 goals for the week ahead – Long term goals can get forgotten as you are continually focusing on what needs to be done as a priority now by breaking long term goals down to short term goals / weekly goals you will make success inevitable.
4. Create a to do list everyone has thoughts, ideas, things that need to be done going through their heads so if you brain dump by writing them down your head is clear to focus on the task in hand
5. Get out of your comfort zone!
]]>Introducing themselves by the years with a company followed by the obligatory job title.
It is the virtual equivalent of hanging a shingle on the door. Add to that many job titles make sense only to the internal team familiar with your world. While other titles are so nebulous it leaves many wondering what you really do.
When we define ourselves by job titles, it limits the way people see us.
Think about it. If our title is HR but we have years of operations experience, how is our audience supposed to know? If your title is Six Sigma but your speciality is transformation, won’t others miss that? Consider the long term implications of such a narrow expression of who you are.
Every day we see a LinkedIn profile where someone has defined themselves ONLY by their job title. We want to shout to the world . . .
“you are more than your job title!”
The reality is you are more. SO MUCH MORE.
Defining yourself by your current job title can put your POTENTIAL in a box.
The job you have today is only a snapshot of your career. The movie of your life is still rolling. Why not adopt a more fluid mindset allowing your potential to be highlighted? There are better ways to express the value you bring to the table. If your job title is not a true sign of your collective experience, make a choice to change.
Simply because others around you are doing it does not mean you have to go along. Make a conscious choice to broaden your perspective of yourself. When you do, others will begin to think differently of your leadership brand.
Here are three easy ways to get started:
Make a Choice – The truth is it is no one else’s job to babysit your career. Not HR. Not your boss. Just Y-O-U. If you want others to see you in a different light, you have to see yourself differently first. Once the internal shift happens, the rest begins to fall in place. If you believe your boss puts you in a box, look closer. You might find you have unconsciously contributed to it. Don’t be Joshua. The first step is to climb out of the box and more importantly, stay out.
Broaden Your LinkedIn Title – there is more space in the title line than you think. If you must, list your title. Then go the extra step to add what you want to others to remember about you. Do you have a compelling mantra? Is there a passion that drives you? Use this line to express who you really are.
Energise Your Introduction – Reset your default when it comes to your introduction. Use that “minute to win it” instead by sharing a collective snapshot of your experience. Maybe you have been there 23 years. A more interesting way to say that? “I have invested over 46,000 hours of your life into the success of this organisation.” (40 hours a week x avg 50 weeks x 23 years). Add up the millions of pounds of deals you have managed. What about the number of employee lives you have touched? Perhaps the number of customer deals you have won.
Find the impact number that spans your career and goes way beyond your job title.
The next time a colleague uses only their job title, feel free to have this conversation. Together, let’s shout from the rooftops “you are MORE than your job title!”.
]]>From researching the company to handling certain key interview questions, make sure you make a great impression and ace your next job interview by following these 5 tips.
1. TIDY UP
If you’re WFH and your workspace is used for other things in your home, make sure to tidy away everything you use for work at the end of the day.
The term ‘out of sight, out of mind’ has never been so apt – not only will the act of tidying help to create a boundary between your workday and the evening, but putting your laptop away will help you to resist any urges to ‘check in’ later on.
2. WRITE IT ALL DOWN
If work worries tend to play on your mind throughout the evening, use a ‘brain dump’ activity to get everything you need to remember down on paper. It doesn’t need to be fancy – simply grab a piece of paper and write down everything that you want to be reminded of the following morning.
By writing everything down, you’re less likely to spend the evening fretting about everything you need to do the next day – and you’ll likely feel more organised, too.
3. MOVE YOUR BODY
Working out at the end of the day is a great way to take your focus off of work and shake off any stress you might be holding onto, too. Don’t worry if you’re not up for a high energy workout after work, either – doing something less strenuous like yoga or mobility work can still help you to unwind.
Try to plan out what you’re going to do before work (you could even lay out your equipment and clothes), so that as soon as the working day ends you can dive straight into it and begin the transition.
4. GO FOR A WALK
If you’re someone who really needs that physical distance to switch off from work, heading out for a walk after work could make a big difference to your headspace – not only because it distances you from your working environment, but because it mimics a commute-like journey.
You could even try practicing mindfulness while you’re walking to relieve stress and take your mind off of the events of the day.
5. COOK DINNER
Cooking dinner may sound like a simple suggestion, but you’ll be surprised how big a difference it can make to your headspace.
It’s great because it doesn’t just engage you mentally, but physically, too – you won’t be able to log back on to your laptop or check emails when you’ve got vegetables to chop!
]]>It’s undoubtedly a bleak time in the jobs market, with one in five bosses planning to make furloughed staff redundant. If you’re on the hunt for a new role after losing your job – or simply desperate to get out of your current one – it’s never been more important to ensure you stand out from the crowd. Here are some of the top ten questions most frequently asked in interviews – and how you should best answer them.
Question 1. Tell me about yourself
Interviewees should be ‘brief’ and ‘to-the-point’ when answering questions during the discussion. We believe you should ‘Identify some of your main attributes and memorise them. Describe your qualifications, career history and range of skills, emphasising those skills relevant to the job on offer.
Question 2. What have your achievements been to date?
Highlight a recent achievement could be beneficial in an interview scenario and select an achievement that is work-related and fairly recent. Identify the skills you used in the achievement and quantify the benefit it had to the company.
Question 3. Are you happy with your career to date?
This question is really about your self-esteem, confidence and career aspirations. The answer must be “yes”, followed by a brief explanation as to what it is about your career so far that’s made you happy. If you have hit a career plateau, or you feel you are moving too slowly, then you must qualify your answer.
Question 4. What is the most difficult situation you have had to face and how did you tackle it?
The purpose of this question is to find out what your definition of difficult is and whether you can show a logical approach to problem solving. In order to show yourself in a positive light, select a difficult work situation which was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem, what the options were, why you selected the one you did and what the outcome was. Always end on a positive note.
Question 5. What do you like about your present job?
This is one of the most ‘straightforward’ questions asked in an interview, all you have to do is make sure that your ‘likes’ correspond to the skills etc. required in the job on offer.
Question 6. What do you dislike about your present job?
Be cautious with this answer. Do not be too specific as you may draw attention to weaknesses that will leave you open to further problems. Give your answer with the air of someone who takes problems and frustrations in your stride as part of the job.
Question 7. What are your strengths?
This is one question that you know you are going to get so there is no excuse for being unprepared. Concentrate on discussing your main strengths. List three or four proficiencies e.g. your ability to learn quickly, determination to succeed, positive attitude, your ability to relate to people and achieve a common goal.
Question 8. What is your greatest weakness?
There are several ways to answer the difficult ‘weaknesses’ question. Do not say you have none – this will lead to further problems. You have two options – use a professed weakness such as a lack of experience, not ability, on your part in an area that is not vital for the job. The second option is to describe a personal or professional weakness that could also be considered to be a strength, and the steps you have taken to combat it.
Question 9. Why do you want to leave your current employer?
You should always remain positive when discussing current employment. State how you are looking for a new challenge, more responsibility, experience and a change of environment. Do not be negative in your reasons for leaving. It is rarely appropriate to cite salary as your primary motivator.
Question 10. Why have you applied for this particular job?
This question reveals the interviewer may be looking for how good of a fit you could be in the role. The employer is looking for evidence that the job suits you, fits in with your general aptitudes, coincides with your long-term goals and involves doing things you enjoy. Make sure you have a good understanding of the role and the organisation, and describe the attributes of the organisation that interest you most.