olive recruiting’s Post

Yesterday I was given some great advice from my Director when we were having a conversation about candidates and how we find the right ones to stay with us. Lately, I've been feeling like candidates have been leaving their jobs, but I do appreciate Industrial Temp is very fast-paced and has a big turnaround, constantly needing new candidates to fill roles. 😅 This advice I received was about 'testing commitment' with our candidates... something that's surprisingly easy to do. My pre-screening process was good anyway but I know there is always room for improvement for example as recruitment consultants we need to be like detectives, find out about their personal and home lives, and what they like to do on a weekend or after work. When a candidate tells you a lot about their personal life, you start to build that relationship with them and understand what they like to do and their hobbies and interests. Tip: Ask as many questions as you can!! 📝 And when you describe a job to temps don't sell them the dream; tell them the good, bad, and ugly that way they know what to expect when they are going into a job. 💚 Happy Wednesday anyway hope you're all having a great week💚

Some of the best questions you can ask to WOW your interviewer: 💼 About the Role - Can you describe a typical day or week in this position? - How will success be measured in this role? 👥 About the Team: - Can you tell me about the team I'll be working with? - How do different departments collaborate here? - What opportunities are there for professional development and mentorship within the team? 💕 About Company Culture: - How would you describe the company culture here? - Can you give me examples of how the company supports work-life balance? 📈 About Growth and Progression: - What opportunities are there for advancement within the company? - How does the company support ongoing learning and skill development? - Can you share success stories of employees who have grown within the company? 🎯 About Performance Expectations: - How is success measured in this role? - What are the key performance indicators for this position? 🧱 About Challenges and Opportunities: - What are the biggest challenges right now? - What opportunities for growth or improvement do you see in the near future? 💬 About the Interviewer's Experience: - What brought you to this company, and what has kept you here? - How does this company compare to other companies you have worked for? - What advice do you have for someone entering this role or joining this team? 💥 Final question: - Do you have any concerns to about my ability to do this job? And address concerns head on! Remember, asking thoughtful questions not only helps you gather important information about the company and role but also demonstrates your genuine interest and engagement in the opportunity.

Should You Meet the Future Teammates Before You Sign the Contract ⁉ Spoiler Alert: Heck Yes! So, you aced the interview, your resume rocked their world, and the offer letter is practically singing your name. But hold on a sec! Before you high-five the stapler and break out the celebratory donuts, there's one crucial step sometimes overlooked: meeting the team you'll be working with. Think of it like this: you wouldn't buy a house without peeking inside, right? The same goes for your future work fam. Here's why getting to know your soon-to-be colleagues is a total win: Team Vibes 101: This isn't just about work skills; it's about chemistry. Meeting the team lets you gauge if you'll jive with their humour, communication style, and overall energy. Imagine Monday mornings feeling like a coffee date with friends, not a trek through a jungle gym. Reality Check: Job descriptions can be like dating profiles – sometimes the reality is a bit different. Meeting the team gives you a chance to see how things actually work, ask questions about daily tasks, and get a clearer picture of the role. First Impressions Matter (For You Too!): It's your chance to make a fantastic first impression on the people you'll be collaborating with every day. Show your enthusiasm, ask thoughtful questions, and let your personality shine! Bonus Tip: Treat this meeting as a two-way street. Not only are you interviewing them, but they're getting a feel for you too. Remember: A happy team is a productive team! So, go forth, meet your future work buddies, and get ready to rock that new job with confidence (and maybe a few new inside jokes). #interviewtips #companyculture #teamchemistry #workfam #workplacehappiness #careerdecisions

Dear God, the doors that you are opening for me this week have me fully trusting you. Only you know best and can see the unseen. This market is not the same as it was post covid and I never thought that I would be one of the ones’s affected by it. Key takeaways: -Your resume is very important: by any means necessary, condense it down to 1 page. Quote metrics and what you did for your previous company to allow them to stand out above the competition. -It is ok to sell yourself, just be honest. Recruiters talk to one another. -Your first contact with a perspective employer will be with their recruiters. If they do not value you, your time or pay attention to you, they are not really interested. Move on. -It is not ok to go through 3+ interviews and left with the perception that things went great only to be ghosted with no explanation. -Some recruiters and hiring managers have false sense of egos when it comes to hiring but be cautious, one day it could be you. Unconcious biases are real and personal emotions have no place in the workplace. - Be kind, the entire world is looking for gainful employment and most have been laid off with no explanation. Empathy takes you a long way in this world. - Your quiet employees are sometimes your most valuable. -HR should be a friend, yes we are here to protect the company but in providing protection, employees must be taken care of.

🕵️♂️𝗨𝗻𝗺𝗮𝘀𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗠𝘆𝘀𝘁𝗲𝗿𝘆: 𝗜𝘀 𝗜𝘁 𝘁𝗵𝗲 𝗝𝗼𝗯 𝗠𝗮𝗿𝗸𝗲𝘁 𝗼𝗿 𝗬𝗼𝘂𝗿 𝗦𝗽𝗼𝗼𝗸𝘆 𝗝𝗼𝗯 𝗔𝗱 𝘁𝗵𝗮𝘁 𝗶𝘀 𝗦𝗰𝗮𝗿𝗶𝗻𝗴 𝗔𝘄𝗮𝘆 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀? In the spirit of Halloween, let's dive deep into a mystery that's been haunting hiring managers far and wide: the case of the missing job applicants! 👻 If this is happening to you, don't worry; you're not alone. But before you start blaming the job market, consider this: could it be your job advertisement that's giving candidates the heebie-jeebies? 🧐 Your job ad doesn't have to be a haunted house of job listings. With a little "witch-craft," it can become an inviting, attractive opportunity. Take a look at these five mistakes you need to avoid! 🦇𝗧𝗵𝗲 𝟱 𝗦𝗰𝗮𝗿𝘆 𝗝𝗼𝗯 𝗔𝗱 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀: 𝗧𝗵𝗲 𝗝𝗮𝗿𝗴𝗼𝗻 𝗠𝗼𝗻𝘀𝘁𝗲𝗿: Beware of overusing industry jargon! Your ad should be inviting, not a secret code that only a few understand. 𝗙𝗿𝗮𝗻𝗸𝗲𝗻𝘀𝘁𝗲𝗶𝗻'𝘀 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: Is your job a monstrous mash-up of unrelated tasks? Candidates need clarity and objectivity. 𝗧𝗵𝗲 𝗚𝗵𝗼𝘀𝘁𝗹𝘆 𝗦𝗸𝗶𝗹𝗹𝘀 𝗟𝗶𝘀𝘁: Does your ad demand a dozen skills and qualifications that are scarier than Count Dracula's fangs? Sometimes less is more! 𝗧𝗵𝗲 𝗭𝗼𝗺𝗯𝗶𝗲-𝗕𝗿𝗮𝗻𝗱:  Is your company's brand dead as a doornail? A weak employer brand can spook away even the most eager applicants. 𝗧𝗵𝗲 𝗜𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝗣𝗲𝗿𝗸𝘀: Failing to highlight benefits like flexible hours or professional development is like hiding candy on Halloween night - candidates won't find them! Now, give your job ad a good old exorcism and watch those applications fly in! 🌠🧙♂️ 𝗛𝗮𝗽𝗽𝘆 𝗛𝗮𝘂𝗻𝘁𝗶𝗻𝗴! #HiringHorrorStories #JobAdMystery #HappyHalloween 🧡

I have interviewed a girl last month. From what I saw from her self intro and working experience, the matching score with the position is quite high. But her performance in the question session stopped me a bit. I asked her, "What would you do if you find yourself not so suitable after working this position for a period?" She gave me an answer that most of the candidate won't answer : "Then I will resign and find another job, no point wasting my time." Resilience and self-adjustment are also part of the ability to work. It's hard to trust her stability and professionalism when she gives up so easily. But we still gave her a chance. It might be rude and not so appropriate to answer like this during an interview. But this is her real answer. I would rather listen to a direct and real feedback instead of white lies. If she joins, she might be able to see things from different angle, and even point out the bad parts or giving feedbacks to the team. But we also had some talk with her when she signed the offer letter. We told her to let the superiors or us, HRs know if she is facing any difficulty, or just in case, really find herself not suitable working in this company. We can work things out together. There might be better ways other than resignation. Sometimes, youngsters won't think too much and will follow their heart directly. This could be good for certain things. They just need to be given the chance.

🚨I’ve had a few talks with candidates that have received job offers, and some of which are currently looking, but are only taking these roles because they continue to hear that the job market is tough. Some have openly expressed that they “don’t plan on being in the role/ job for more than X amount of time” because they want more, and if anything better comes up, they’d take it.🚨 My message today to candidates: Be intentional about the path you want to take in life. Taking a job because of market conditions will give you short-term financial gain, however may not provide the fulfilment and growth that you deserve, often leading to you being fatigued, bored and unbothered about maximising your potential. Ask yourself how the job opportunity TRULY aligns with your CAREER GOALS and also aligns with your ASPIRATION. Last point about intention: Do some due-diligence. Feel free to reach out to people on LinkedIn that have worked previously in the roles that you desire to be in. You’d be surprised how happy they are to tell you their experiences. Be friendly, build rapport and ask them about the company culture. In most cases, they’re more likely to give you a better representation of what the company looks like from the inside than the interviewer, however, have in mind that their viewpoint is subjective and your experience may be different. Remember: Taking references are a 2-way process ❗ If you’re a candidate and you’d like to have a conversation about how you can approach employees within a company or want to talk career and alignment, feel free to reach out❗️ If you’re part a hiring team and want to discuss how to take inclusivity to the next level and get the best out of a candidate, reach out and lets have a collaborative conversation❗️ Happy hump day & keep pushing! 🐪

Alexa, Play Funky Friday!!!!! 😎 Happy Friday, everyone! 🥂 I just wrapped up my first week at Reed, and it was a blast. This week I've been focusing on getting to know the candidates we currently have out to work to see how they're getting on in current placements. One of the most important aspects of my job is building relationships with candidates. I believe that candidates are not just numbers or resumes, but people with unique stories, skills, and aspirations. That’s why I always try to connect with them on a personal level and understand their needs and expectations. One of the ways I do this is by checking in on them regularly, and making sure they are happy and satisfied with their current or potential job. Checking in on candidates has many benefits, such as: 👉 It shows that I care about them and their well-being, and that I’m not just interested in filling a vacancy or making a commission. 👉 It helps me to keep them engaged and motivated, and to prevent them from losing interest or dropping out of the process. 👉 It allows me to provide them with feedback, guidance, and support, and to address any issues or concerns they may have. 👉 It enables me to build trust and rapport with them, and to establish a long-term relationship that goes beyond the transactional aspect of recruitment. If you are looking for a new job or career in Qualified Social Work, or if you know someone who is, please contact me or visit our website. I would love to help you with your recruitment needs. 

A little workplace humor to end your weekend/start your new work week with a smile! JOB INTERVIEW FAILS: (Taken from Web Recruitment Responses) Question: Tell us about a problem you had with a colleague and how it was resolved. Answer: The problem was that we hated each other, and the resolution was violence resulting in both of us being sacked. Question: Describe yourself in three words. Answer: Tall, dark and handsome. Question: What do you know about us? Answer: Not much, why don't you fill me in? Question: Tell me of a time you made a mistake and how you dealt with it. Answer: I stole some equipment from my old job. I had to pay for it to be replaced. Question: Why did you leave your last job? Answer: I have a problem with authority. Question: Have you got any further questions? Answer: If I get a job offer, how long do I have before I have to take the drug test. (Reader's Digest, February 2024) #humor #laugh #laughteristhebestmedicine #smile #funny

#sadreality #cabdidatenowaday #NonHR #wtsurpoint #contacts #HR #mytake A Panelist walking by you not smiling, should not bother you, it's not requisite to smile if he/she passing by. Introduction by Hiring manager / Panelist just because he/she dare to pass by YOU, still not necessary, possibly he/she didn't even know that you are his/her candidate, HR don't hifz your appearance / look. On the other hand Panelist if a male and if would have smile and chit chat with the candidate before interview, qualify as tharki by candidate, they are like, we will be communicating with you in interview room and that's professional of course, Wait time, you should have ask the FDO regarding waiting time and reason of wait, some time urgent meeting that can't be cancelled pops ups at end time Stop bashing HR for every reason, patience is requisite and always pay off. If you are like you have other places to go that day and the mentioned company making you late for the other appointments, you can always talk with the FDO regarding reason of wait and how long you need to wait. You can share your concerns and ask the Feedback. Those who supporting don't have any understanding of HR culture Sad..!! highlight of post "The job of beneath my skills, i really don't want it" This shows negative attitude from the start...!!!