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Leaving candidates with a negative impression.

Over the past few years there seems to be a change in the candidate experience, and it isn’t a positive one.

Let’s forget for a moment the hundreds of applicants who apply for a particular position, with a small percentage of them qualified. The candidate experience is not going to be positive for the unqualified applicants, and that’s okay. If they had taken seriously the minimum qualifications listed on the job posting, they would have realized they didn’t have a chance. A quick "thanks but no thanks" email - job done.

New website "live" for a week - how did it go?

Well I am pleased to say that the feedback has been overwhelmingly positive, and many thanks to all those who have visited the site, made positive comments, suggested areas for improvement; and suggested subjects they would like to see covered.

The name of the game these days to promote a webs site is all about fresh, regularly updated and relevant content. We aim to have regular updates via the blog, articles of interest and of course, a steady flow of new vacancies.

A smile wouldn’t hurt you now, would it?

Failing to smile at interview has been ranked third in UK employers’ top 10 turn-offs when hiring. According to research from, when asked to choose the biggest body language turn-offs in job interviews, employers went for:

1. Failure to make eye contact (83%)

2. Weak handshake (54%)

3. Failure to smile(48%)

4. Crossing your arms over your chest (41%)

5. Playing with something-on the table (40%)

6. Playing with your hair or touching your face (36%)

7. Fidgeting too much in your seat (34%)

8. Bad posture (32%)

Keep calm and carry on………

Dreadful scenes on our TV screens this week as lunacy seemed to affect our urban society with opportunist looters and thieves rioting in order to steal consumer goods.

The vast majority of law-abiding citizens in this country were shocked and dismayed. It is clearly a complex and difficult matter to try to resolve – and certainly not within the scope of this blog to even try.

However I was struck by an instance of people carrying on despite the thugs.

5 reasons candidates fail when interviewed.

Picture the scene for your poor recruiter…………….

He has diligently thought about his clients brief, analysed the objective and subjective qualities needed, considered the practicalities (location, money) and drawn up his internal shortlist. Then he interviews the individuals, checks out their motivations, probes for detail and ensures all claims are valid. Days, weeks, if not months of hard work!

So – bingo – he presents the client with a sparkling short list of world-beating, industry dominating, Lord Sugar impressing, sales dynamos!

What could possibly go wrong?


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