Most people think they are better at stuff than they actually are: driving, singing, telling jokes. Most companies suffer the same problem with their interview process. When a company and a candidate both think they are great and cannot be improved, you get the usual awkward interview where the candidate pretends to be somebody they’re not and the interviewer pretends they work for a different company.
There are three elements that can help change that: interviews should ‘engage’ with candidates, they should be quick and they should fully reflect your company’s brand. With that in mind, these are my tips to make your interview process more efficient:
Sell something meaningful
Candidates are easier to find these days but harder to engage. There’s a lot of competition on the jobs market. When you’re recruiting a new hire, your company will be one of many that are looking for top talent. Nobody wants mediocre workers. Similarly, you’re not the only firm a candidate might consider. If they’re active in the marketplace, they’ll be applying for loads of jobs. If you’re a small firm, you might not have the fat salaries or free food that multinationals can offer, but you can sell something more meaningful in the interview. For example, you might have a really great training programme that’s respected in your industry. Tell candidates about it and what it could do for their careers. If you sell the genuine opportunities of working with your organisation, you’ll get a much better response and interviewees will compete harder for the role. Free food, gyms and bars on-site are great extras, but no one will join a company on these benefits alone – they want to do work that’s worthwhile. Meaningful work is the best motivator. Companies need to realise that they can stress that in their recruitment process and beat the big boys.
Once the opportunity has been sold and the candidate is interested, you’d be amazed at how many firms miss obvious questions and ask things in interviews that have little to do with the role on offer. Say you have a job in advertising sales, you’ll have a lot of companies asking general questions around a candidate’s experience or set interview questions they think should be asked such as asking about their biggest failure. Instead, companies should be asking very practical questions about the candidate’s ability to do the job, like how good they are at selling ads. Ask them about what targets they achieved in their previous role, who they sold ads to, that kind of thing. Specific questions will allow candidates to showcase their skills, and they’ll be much more enthusiastic about answering them. I had a client recently who went for a job at a well-known e-commerce business. Both the attitude and the timing of their questions was all wrong. For about two hours, they asked him fairly negative questions about things like the times he had failed, but they didn’t give him much of an opportunity to show off his past experience. It didn’t reflect the brand they were selling. They came across as very stiff and not a very nice place to work. Needless to say, he lost interest pretty quickly. Candidates should always see the point behind your line of questioning.The tech sector in particular is prone to asking ‘creative’ questions like: How many red cars do you think there are in Ireland? The idea is to see how candidates deal with a problem they’ve never encountered and have no frame of reference for. That’s fine, but you need to earn the right to ask those types of questions. If a potential hire comes through the door and is bombarded with really weird questions without context or reason, you will get a weak response. Again, if you have shown the opportunity on offer and given an explanation as to why you are asking the strange questions people will see it as a challenge and give it their all.
The longer people are left in the recruitment process, the longer they’re open to new opportunities. If you like a candidate, you’d better be quick. Don’t let time make the decision for you. Arrange interviews 24 hours after you’ve closed applications. When you interview somebody, get back to them within a week with the next stage, whatever it is. Either bring them in for a follow-up or get them out of the process. There’s nothing worse than going for an interview and hearing nothing. If candidates don’t hear from you, they’ll lose interest and start looking elsewhere. Think of it from your point of view. If a candidate didn’t get back to you for ages when you offered them a second interview, you’d see it as a red flag that they weren’t interested. The whole process should take two or three weeks. That’s ideal.
There can be lots of double standards like that in the interview process. For example, if you arrange an interview with somebody at 10am, don’t have them waiting around for 15 minutes. Tardiness wouldn’t be tolerated at the company so don’t tolerate it from yourself. I also think if you expect somebody to wear business attire to the interview, you should wear it yourself. It’s gas, you’ll see the coolest companies in the world where everybody wears sandals and T-shirts, but if someone shows up to an interview without a tie, they turn their noses up at them. If you can only offer a six-month contract, be prepared to look at people who might have had a lot of different jobs. They might have worked a lot of six-month contracts like the one you’re offering, so there’s no point ruling them if they’ve moved around a lot.
Finally, I’d say that if you’re serious about finding top talent, you should be flexible about when you can arrange interviews. A prized candidate is probably busy being successful between nine and five, so be prepared to interview them outside normal working hours or on weekends. It doesn’t make sense if you’re pitching your brand as laid back, but you have a very strict interview schedule.
Posted by Rossa Mullally, Manager Sales & Multilingual on 7 December 2017
Paris2Nice 2022 is done. Our team arrived in Nice after cycling a gruelling 750km over 6 days, through wind, rain, lightning and (thankfully) lots of sun. Taking in beautiful French scenery, iconic places, a huge mountain (Mont Ventoux) to finally see the Med. A tough, challenging experiance with a few hairy moments, but mainly a joy shared with 64 amazing people all fundraising for very worthy causes. Sigmar Recruitment/Groupe ADEQUAT team have completed this challenge to raise money for Saplings Special School in Kilkenny, who desperately need funds to help make their facilities fit for supporting the children in their care who have autism and other special needs. Thank you to all those who have already donated (so many of you...amazing!). If you've meant to, but haven't yet, you can still do so: https://lnkd.in/epcB8gpV Finally, a massive congratulatiosn to all the cyclists and teammates for the huge support throughout the week. An incredible achievement and one you should all be very proud of!
What Is LinkedIn?
What Is LinkedIn?
It’s difficult to comprehend what our lives in 2022 would be like without the various platforms and interconnectable mediums we use every day. The Nokia 3210 has been replaced by the iPhone. TV Cable has made way to streaming platforms, and much of our music is consumed via Spotify, iTunes and YouTube. However, the most poignant example of the increasingly connected age we live in is that of Social Media. In the race to dominate the social platform, businesses are constantly updating their sites and apps with new ways to digest content, integrating features such as videos, shops, posts, blogs and stories. Though the intention of drawing in a diverse clientele is understandable, it results in a saturation of the market, thus making it difficult to ascertain the USP of a certain platform. Snapchat’s quick photo/story update features can now be found on Instagram, WhatsApp and Messenger command our 4G instant messaging services, and Facebook, well, Facebook does everything. However, there is one of few platforms that’s focus has managed to remain consistent since its creation, and that platform is LinkedIn. LinkedIn is the world's largest online professional network. You can use LinkedIn to find the right job or internship, connect and strengthen professional relationships, and learn the skills you need to succeed in your career. In essence, LinkedIn is the main social media hub for employers and businesses. For some, checking LinkedIn every day is like checking the newspaper, except unlike other social media platforms LinkedIn is optimised, professional, well presented, practical, focused and ultimately good. Now I have not been monetarily compensated by LinkedIn to write anything on their behalf, however I do believe that the importance of LinkedIn cannot be stressed enough, especially if you are looking to progress into the upper echelons of the corporate world. To those who have yet to utilise this platform, or simply want an overview of what it is and how it works, read on. Who Should Use LinkedIn? Given that the main focus of the site is to connect businesses, establish relationships and help companies advertise jobs, your average LinkedIn user will fall into the category of ‘business professional.’ It is a platform for people looking to advance their careers, including people from various professional backgrounds, small business owners, students, and job seekers. LinkedIn members can use the platform to tap into a network of professionals, companies, and groups within and beyond their industry. Though LinkedIn’s homepage features a feed where users can post updates and developments in their personal lives as well as photos and videos, the content still centres around the professional working life, so you may have to look elsewhere to get your cute animal fix. Why You Should Join LinkedIn LinkedIn is the key that will open the door to the interconnected landscape of business. Your profile will display your various accolades, previous work experiences, qualifications and personal bio, along with any personal hobbies and interests you wish to share. Now you might be thinking this sounds a lot like the criteria one would find on a CV, and that is not an unfair comparison to make. Many job seekers use LinkedIn as their primary tool of self-marketing to send to companies who have advertised jobs, and employers can use it to search for candidates and present them with opportunities to work. Thus, a fleshed-out, optimised and slick LinkedIn profile can prove to be an invaluable tool as you progress through your professional life. Where Do I Start Like many social media platforms, the best way to learn more about the features of the site is to simply jump in with a freshly created profile and click your way around the site's menus. However, we have a few suggestions to get you started: 1. Create a Profile Though this may seem obvious, LinkedIn does allow you to explore most of what the site has to offer without the need of completing a profile. However, having a cprofile will allow the algorithm to tailor your experience on the site to your own personal preferences. Jobs advertised will become more closely linked to your current profession, and industry-related content will appear more frequently on your feed. Naturally of course, if you already have a reason in mind for signing up to LinkedIn, then one assumes your profile is ready to go. Do take time when creating your profile. As previously mentioned, LinkedIn can function as an online CV, so consider this when uploading a profile photo and writing your bio. Include all relevant experiences and skills you have within your profession to add further employability to your page. 2. Build your Connections The network you create will play a crucial part in unlocking the power of LinkedIn as it will help you understand what is happening in your industry and professional circle. You can begin by adding your family, friends, past or current classmates, and co-workers to your network. You can also follow people, companies, or topics by navigating directly to the "Follow fresh perspectives" page, which displays recommended sources to follow. 3. Browse the Catalogue of Jobs The job search is one of the standout features of LinkedIn. You can use the job search to research companies in preparation for an interview, reach out to hiring communities or simply see what current roles are being advertised for. LinkedIn is one of the top platforms when it comes to advertising vacancies, so there’s a high chance a specific role or a role in a less well-known or advertised industry will appear in your searches. You can also save job searches and/or notify your connections and recruiters that you’re open to job opportunities. 4. Engage in Conversation Though LinkedIn as a platform caters more to the professional world than traditional social media, you can still connect and talk to people as you would on any other platform. Feel free to engage in updates and posts from the companies or individuals you follow. This can even work as a catalyst to establish further connections with new like-minded individuals. 5. Post Content And finally, post stuff! Don’t be afraid of uploading content onto your page. Keep your connections updated with any recent developments in your professional career, reach out to industry experts for advice, stimulate debate and even alert people to vacancies in your place of work. In Conclusion LinkedIn is an invaluable tool used by many as a catalyst to progress further in their working life. The benefits of LinkedIn should never be understated, and once you’ve begun to explore the site and engage with content, you’ll wonder how you ever navigated the job market without it.
Guides for Employers As the crisis in Ukraine worsens, many employers may wish to offer support and employment to those coming from Ukraine. We have some guides to assist you should you wish to support and employ someone from Ukraine that has arrived in Ireland. Finding Work for Ukrainians Settled in Ireland - An Employer’s Guide (PDF) Master Contract of Employment (Ukranian) (PDF) Ukraine Cultural Competency Guide (PDF) Tech Link Ukraine TechlinkUkraine.org is a Not for Profit organization signposting those with tech skills that have been displaced by the war in Ukraine to employment opportunities. Our mission is to connect individuals to opportunities and enable them to happen. Download PDF
Ireland Gateway To Europe 2022
Ireland Gateway To Europe 2022
Sigmar Recruitment were proud to lead Ireland Gateway To Europe, the largest ever private sector trade mission with over 70 Irish business leaders to Chicago and Boston, joined by former Taoiseach Bertie Ahern, from April 5-9th 2022. View Week in Review PDF The Sigmar and Groupe Adéquat Team at Ireland Gateway To Europe 2022 CHICAGO The delegation visited Northwestern University for a tour of the Athletics department before lunch with Coach Fitzgerald and his team, in advance of the Aer Lingus College Football Classic taking place in Dublin this August. The group then attended a special session where Dean of Kellogg School of Management, Francesca Cornelli, interviewed former Taoiseach Bertie Ahern about his role in the peace process. BOSTON The group headed to Boston the next day firstly attedning the Boston College Ireland Business Council (BCIBC) Dinner. We were delighted to welcome, one of Ireland's most respected global entrepreneurs, Rosaleen Blair, CBE to the board of the BCIBC where she was joined in conversation with CEO of Globalization Partners Bob Cahill and CEO of DraftKings Inc. Jason Robins on Today's Leadership for Tomorrow's Work at the BC Club. The event was moderated by Sigmar CCO, Robert MacGiolla Phádriag. The next morning, Drift kindly hosted the Transatlantic Tech Leader Breakfast where we were joined by one of Irelands most exciting tech leaders, founder of Woebot Health, Alison Darcy and CEO & Founder Compt, Amy Spurling along with Boston City's tech leaders, moderated by Sigmar CCO, Robert MacGiolla Phádriag. Sigmar CEO Adie McGennis (above), Sigmar Director Mike McDonagh (below) At lunchtime, Silicon Valley Bank, kindly hosted the joint BCIBC & Boston College CEO Club Lunch with two pioneers of the future of work, Eric Mosley, CEO of Irish unicorn Workhuman in conversation with Rosaleen Blair, CBE, before the group attended private event hosted by Edward M. Kennedy Institute for the United States Senate. A huge thank you to our delegates, members of Ireland Gateway To Europe, hosts, partners Newstalk, Business Post and sponsors on both sides of the Atlantic. Listen to all of Newstalk's coverage of our trip