Tag: recruitment

Which Interview Style Yields the Best Results?

Posted on by Naomi Marshall

Structured or Conversational Interview? Which yields the best results?

If you’re not a seasoned interviewer (or sometimes even if you are), it can be hard to decide on the right interview approach to gain the most (or most useful) knowledge from prospective candidates.

Here at Sprint HQ we interview a number of candidates on a weekly basis and each and every interview is different. The style of interview depends largely on the role that we are recruiting for, and the style of the company that we are interviewing the candidate for.

I personally like to make my interviews more conversational as I feel as though I really get to know my candidates that way. After honing my interview technique over the last 6 or so years in the industry I have found that candidates tend to be more truthful about their future plans and objectives when I take this approach. They open up about their personal lives, and I feel that I get a true insight into what company cultures they would perform well in.

This being said, while I like to keep it fairly conversational, that’s not to say that behavioural questioning doesn’t have its place. Asking candidates to provide detailed examples of their experiences is essential to find out if they are simply “talking the talk” or if they actually have the experience that they claim to.

I do like to ask candidates about, their strengths, personality etc. However, I find that that most candidates have pre-rehearsed answers for these questions (and let’s face it, every candidate thinks they have great communication, presentation and time management skills). To avoid this, I often make a slight adjustment to the question by asking the candidate to see themselves through someone else’s eyes. E.g. “What do you think your last manager would say your strengths are?” Or
“How do you think your current work colleagues would describe your personality, and why?” It can sometimes be easier for candidates to critique themselves by putting themselves in others shoes.

However, with this in mind, there are times when a more structured formal interview is more appropriate. This has a lot to do with the style of environment that I am interviewing, for example if I am recruiting for a corporate business, where the manager has a more formal style, then it can be misleading to take an informal approach with the candidate.

As an interviewer it is always our role to make sure the candidate leaves excited about the prospect of the role that they are interviewing for. However, it is important to ensure they have realistic expectations about the process to come and the environment that they could be working in.

So as a professional interviewer, what do I recommend…?

Ultimately you need to find a style that you are comfortable with, and that most encourages candidates to be open and honest in the recruitment process. Two people can ask the same question of a candidate, but receive a very different response due to the way that they phrase the question, the tone they use and or the body language they are showing. So don’t copy your colleagues, or follow a strict template. Do what yields the best results for you!

If you would like to chat more about perfecting your interview technique, please get in touch with either myself or Naomi – we’d be delighted to help. Alternatively, we have plenty more tips on our website at Sprint Coach.

 

HOW TO NAIL THE FIRST DAY AT A NEW JOB!

Posted on by Sprint Guest Author

So, I’ve just had my first day at my new job here at Sprint People and I’m pretty sure I nailed it!

I was put forward for the role of Recruitment Resourcer/Candidate Manager, through our lovely consultant Jessica. I had originally applied for an external role but when that didn’t work out, Jessica contacted me, asking if I’d be willing to interview for this role. Next thing you know, here I am, the newest member of the #SprintFam.

It all happened so quickly once I met the Sprint team and I was excited by the opportunities Sprint had to offer. Not only that, there was an Alice in Wonderland meeting room! Being a crazy Disney fan, you can imagine how excited this made me!

I received my contract and letter of offer. I signed, sealed and delivered it back to my new employer and before I knew it, the scary but exciting part arrived…

My First Day!

I woke up super early and went through my wardrobe (again) just to make sure the night before I did in fact pick the right outfit. Thoughts were swirling through my head “What should I wear? Comfortable shoes? Or tough it out in heels? What were the other girls wearing at the office? Did I buy enough corporate clothes on the weekend? What about my hair? What have I gotten myself into? SHOULD I WEAR PINK?”

Any of this sound familiar? We have all been there; starting a new job can be nerve wrecking and exciting. For me, so long as you are organised and prepared to learn and work, but also remember that most importantly you are human and need to take it easy on yourself, you can nail your first day!

Arriving on Time

Firstly, arrive early BUT not too early. I’m all about arriving as prepared as possible (this may also have to do with my father being in the navy many years ago) however, there’s a difference between arriving 10 minutes early and 30 minutes early. Why? Yes, arriving early shows you are keen, organised and ready to work, which is great, but too early can throw off your new employer and what they had planned for the day.

They’re preparing for you to arrive at a certain time and have your day planned out for you. Arriving considerably earlier can make them feel rushed because they weren’t ready for you. This could potentially mean your first day may not go as smoothly as they had planned. Another thing, it’s an annoying feeling to be conscious of someone waiting for you. Your employer does not want this feeling, and we always want to get off to a good start with them on your first day, right?

Now, if you’re like me and regardless you do arrive quite early, (just in case of train delays or you get lost, etc) wait outside the building or at least near the area. Grab a coffee across the road, or if you’re nervous call a relative, a friend, your partner, or watch cute puppy videos on YouTube to get your mind off your nerves, (trust me, puppy therapy really works). That way when you walk in, you won’t feel rushed you’ll appear more relaxed, happier and confident.

Be Accountable

Another thing that I find you have to remember is to make yourself accountable to what you promised in the interview and remember what it is your employer needs from you.

How horrible is it to say, “I’m going to give this role 150%,” and then only give it 70% at your best? So walk in ready to learn, take notes, and show initiative by asking your co-workers and your boss if there’s anything they need. Remember as much as your boss wants you to thank them for the opportunity, wouldn’t it feel just as great for them to thank you for working with them?

Embrace Being the Newbie

Finally, during this period, this will be the time and that you will be able to embrace being the newbie and not be afraid of questions or mistakes (however, if you are like Mary Poppins, practically perfect in every way, then that’s amazing too and please teach me your ways).

Whilst we may be our harshest critic on this, as embarrassing as it may be at the time, QUESTIONS AND MISTAKES WILL HAPPEN!

Think about it, are we expected to be on the same level as our boss on our first day? OF COURSE NOT, and guess what? Your boss knows this too and has likely anticipated how long it may take for you to get the hang of things in the company, so give yourself a break as well.

Remember, asking questions shows you want to learn and are dedicated to doing things right. Mistakes are not ideal, however, mistakes are when you learn the most. Now if you are making constant mistakes, or even worse, the same mistakes, then you might run into some trouble with your employer, but you get my point.

I was highly fortunate to walk into a company that was so welcoming and made my first couple of weeks an incredible experience. It has been fast-paced and busy but I’ve learned an incredible amount and pretty sure I nailed the first day which set the benchmark for my career at Sprint People! I’m looking forward to meeting all of you overtime.

 

 

 

Part Time Jobs – The Low Down from Naomi

Posted on by Naomi Marshall

Part time jobs have always existed but in reality, they are usually few and far between. Whilst there has been a steady increase of candidates calling in over the past few years requesting part-time hours, I’ve certainly noticed a marked increase over the past 12 months. For any part-time advertisement that we place we are well and truly inundated with candidates and plenty being really top quality candidates.

Who is in the market for part time jobs?

There is a very high volume of Mums (and Dads!) keen to stay in the workforce, who are seeking flexibility with their working hours. Childcare costs are escalating and there is a fine line between what they can earn in a day versus putting the child in childcare. Working part-time often helps with this balance and means they keep one foot in the workforce (e.g. helps keep their skills up and in addition it can better their chances of being considered for full time roles down the track).

Additionally, there are a vast number of people studying and they too are requesting work around their study hours.

Let’s be blunt – Sydney is a rat race and it can be exhausting! I’ve had lots of people who have spent the majority of their working life in full time work (sometimes up to 50-60 hours a week). They’re still ready to give a lot to a business, but they are looking for a work life balance. Working either a 4 day week or even a 9 day fortnight will help with their well being goals.

People can be dealing with all sorts of personal matters – e.g. caring for elderly parents, which can affect their ability to commit to full time work.

So, what are the benefits to the employer?

One of the main aspects to consider is the financial side of things, as this can be dramatic, particularly for smaller businesses. When you take into account that for every day the person is not working the business saves 20% on the salary, it can be an attractive option. The wage bill for many companies can be one of their highest costs. Without a doubt, there are many roles that must be performed on a full-time basis. However, support roles are key ones that can, at times, be under taken part-time – often with virtually the same output as a full time employee.

Quality part-time work is hard to fine, so when I place a candidate in a part-time role, I find that they are generally extremely appreciative and therefore loyal to that employer for the opportunity; for that reason, the candidate often stays for the longer term. As all business owners know, longevity of a team pays off in many ways.

When a part-timer can be flexible with the days they work, it can be very beneficial for a company to have adaptive support for the business in line with the peaks and troughs.

Job share arrangements (e.g. sharing a week of work between 2 people) can be a fantastic solution for clients looking to bring two different skill sets into the business. E.g. 2 x Office Managers, one might be better with staff management, the other with business finances – between the two people they handle the main administration workload and also add value by bringing in additional skills (that are not required all day, every day).

Reception roles are perfect for a job share arrangement – particularly if there has been high turnover in the role. Truth be told, whilst reception roles are critical to a business, many are simply not that exciting, nor do they offer any career progression. So finding a candidate willing to stick it out for the long haul can be a challenge. Two great part-timers e.g. 2.5 days each or 2/3 days can be an excellent solution. A part-timer will often be happier to take on these types of duties, for a longer period of time and as mentioned earlier, will often be loyal and appreciative of the opportunity.

Ultimately what we find is that a candidate is willing to be more flexible on the actual role e.g. take on something that doesn’t challenge them as much as they may like because the option of part-time outweighs other aspects. For an employer, that may mean they are getting and paying for someone who has a lot more experience and skills that the job requires (on tap when, and if needed) for less money.

So as you can see there are NUMEROUS benefits for all parties involved when it comes to part-time employment. I can appreciate that it may not work for every role or every company; however, next time you are looking to hire a new support staff member maybe stop to consider all options.

Feel free to call Naomi Marshall directly on 9271 0011 should you have any questions – always there to help.

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au