Thursday, 26 July 2018

Interviewing For Cultural Fit and Example Questions

It’s not enough to simply hire someone who has the skills and experience to fill your open position.

Smart employers must also satisfy themselves that the potential recruit will fit into the culture of the business and sign up to its vision and values. Read on to learn more about cultural fit, and some pointers for employers and candidates to look out for in an interview.

We’ll finish up with 10 example cultural fit interview questions.  Read more here: https://www.aaronwallis.co.uk/employer/advice/cultural-fit-interviewing

How to Conduct an Exit Interview

When one of your employees leaves, you’ve one last chance to get something useful from them. Not the keys to their office desk, but their honest thoughts about your business and the lessons that you can learn from why they are leaving. 

In this article, we’ll explore how you can conduct a productive exit interview - https://www.aaronwallis.co.uk/employer/advice/exit-interviewing

Monday, 9 July 2018

Five Top Tips for Value Based Interviewing (VBI)

Using value-based recruitment to find the right staff for your team.


Many sectors in the UK have started incorporating value-based interviewing (VBI) into their recruitment processes to ensure that they recruit people who match their organisational values. 

Particularly in organisations where client, customer or patient care is critical to success, value based interviewing can be a great way to gain insight into the way people think or may make decisions.

Over the last few years, both public and commercial organisations, such as the NHS and Nissan, have invested in value based methods of recruitment to find the right staff.

With this in mind, Aaron Wallis Sales Recruitment have collated some essential tips for getting the most out of value based interviewing: https://www.aaronwallis.co.uk/employer/advice/value-based-interviewing.aspx

1. Use VBI in the right situation


Some roles or sectors may require employees with a stricter set of values than other organisations. For example, workers in the healthcare industry may be expected to have a clearer set of ethics than the more commercial organisations, but similarly, employees working in HR or data protection would be better suited with values of integrity and honesty.

Use value-based interviewing in these situations to find staff who will fit both role and organisation.

2. Consider the values right for your organisation


Before interviewing, it’s important to consider the values that you need from your staff for them to reach their potential and perform well in your company or organization. Make a list of the values of your top performers in similar or parallel roles and use these to inform what you’re looking for from your next employee. 
Break down this list of values into ‘must-haves’ and ‘nice-to-haves’, which will help inform the evaluation process and your final decision between candidates.

3. Write interview questions with these values in mind


After creating your list of ‘must-have’ values for the role, structure the interview questions by trying to assess whether a candidate has the ethics you’re looking for. For example, if you’re looking for an employee with the value of determination, you could ask the interviewee: “Tell us about a mistake you’ve made? What did you do about it and what was the end result?”
Have a different question in mind for each of your ‘must-have’ values to really get a sense of how a candidate would perform in your organisation.

4. Use follow-up questions to delve deeper


Clever candidates can be coy in saying exactly what they think an employer will want to hear. In the case of a healthcare organisation, candidates could talk in great detail for their passion for caring for people, without providing any real examples of how they deal with real-life situations. It’s your role as the interviewer to probe deeper with follow-up questions that explore a candidate’s real background and values.

5. Be careful what you ask


When designing questions, ensure that they don’t cross an ethical line. With recent discriminatory legislation coming into the workplace, it can be easy to trip-up on questions which may initially appear innocent. Questions around age, nationality, marital or family status may seem like question ‘openers’ or friendly discussion, but can often cross the line and more often than not it's not your place as an employer to ask these type of questions.

If in doubt on interview questions, consult online guides on ‘interview questions you are not allowed to ask’ or government recruitment discrimination legislation

Monday, 2 July 2018

Do you have to work out your notice period?

We are regularly asked whether you have to work out your notice period.  Here are some pointers and advice on working through your notice period to ensure that 'bridges are not burnt' - https://www.aaronwallis.co.uk/candidates/advice/working-out-your-notice

Thursday, 28 June 2018

How Many Candidates Should You Interview?

You’ve created the perfect job description and been inundated with CVs from hundreds of potential recruits. But how many of them should you interview? 

Too many and you’ll be wasting your and their time, too few and you might miss out on the perfect candidate. 

Here, we’ll explore the interview options to help find your ideal new starters - https://www.aaronwallis.co.uk/employer/advice/how-many-candidates-to-interview