A bad recruitment experience doesn’t just affect a company’s hiring process, it can also affect the bottom line and most importantly your company’s brand.
We often hear and read about weird interview questions, so we thought we’d ask our social media followers to tell us the strangest questions that they’ve been asked at interview. We have to admit that we were surprised by their answers, and to be honest – quite disappointed.
It surprises us how often we hear from candidates who have been asked for money in return for an interview, charged a fee for an agency to ‘prioritise’ their CV or pay to become a ‘premium member’ of a job board.
This year’s International Women’s day has the theme of gender balance #balanceforbetter. We are fortunate in the UAE that many organisations enjoy a good gender balance and the gender pay gap is seldom seen – in fact 44% of placements we made in 2018 were women and we’ve even started seeing companies requesting female only CVs on senior roles to address their gender balance at a senior/board level
Ever wonder how Recruiters manage to screen through 2000 applicants on LinkedIn, and what we recruiters look for on a LinkedIn profile? Recruiters filter people in or out depending on many things. Employers can reduce 2000 applicants to just 50 within a couple of clicks… If your LinkedIn profile is not complete, or information is outdated, then yes, you may miss out.
Download a sample resignation letter here.
It’s always useful to plan some explorative questions for the interviewer, don’t forget, you are interviewing them as well! It is best to use open questions that start with “How”, “What”, “When”, or “Why”. This will prevent the interviewer from giving “yes” or “no” answers. They will need to reply in depth, giving you fuller responses to your questions!
Congratulations on your interview! Here are a number of tips from the Inspire Selection Consultants to ensure that you do your very best Interviews are an integral part of your job search; it is the ultimate opportunity to sell yourself on a face-to-face basis.
Before attending your interview you should think of the questions you might be asked, in today’s market place you will be expected to answer traditional questions and behavioural based questions. The consultants at Inspire Selection guide you through ‘traditional’ interview questions and suggest ways to answer them.
Competency based recruitment is a style of interviewing used so that a candidate can best show how they would demonstrate certain behaviours/skills in the work place; by answering questions about how you have reacted to and dealt with previous work place situations.
We are delighted to welcome Steve Currie to the team at Inspire Selection.