Tag: recruitment

We recently conducted a survey consisting of those currently working in startups to get their takes on the current state of recruitment in 2020.

With COVID-19, market and industry challenges it’s been a rough year for both startups and recruiters. See the key takeaways and insights we found below.

Be sure to follow our blog for more information like this and other helpful tips for both candidates and employers.

 

  • All data shown is the property and findings of Discovered People and is not permitted for reuse by third parties. 

Telephone interviews were once used as a way to speed up the hiring process. Now we’re all for that, but with the rise of video interviewing platforms we believe that telephone interviews are a thing of the past. Here’s our three main reasons why.

Never Miss a Candidate 

First off, we’re all super busy. Which means it’s not always possible to find half an hour or more to have a conversation with a candidate over the phone or in person. It becomes even more difficult if the candidate is still in a different role or interviewing at multiple places. 

This is where video interviews can allow flexibility for both parties via a link for candidates to answer at a time that suits them. It also means that you’re able to screen a higher volume of candidates in a shorter timeframe.  

Improved Screening

Next up, there’s the added advantage of being able to actually see shortlisted candidates over video before deciding whether to progress them to the next stage or not. Unlike with phone interviews, video will give you a much better indication of the candidate’s fit. 

You’ll be able to assess their mannerisms and gauge how confident they are, or if they’re struggling to make eye contact. You can see how they’re dressed and if they’re smiling or not, none of which can be done by phone. Yes, in a phone interview candidates will answer your questions and it can help speed things up, but the added advantage video offers takes the screening process to a whole new level. 

More Control, Less Investment 

With video interviews you have complete visibility and greater control of the entire interviewing process. At Discovered People we use software that can easily record and create a shortlist of candidates that have been through our video screening and best meet your criteria. You don’t have to take our word for it that the candidate is a good fit for the role, you can see for yourself through recorded video interviews. 

The shortlisted candidate videos will appear in your own dashboard, with their CVs and any other documents you’ve requested attached. You can then watch their videos and read all accompanying documents at a time that suits you. By the time you’re ready to meet the candidate yourself, you’re already way ahead of the game. Which means avoiding spending an hour with a candidate who you’ve discounted in the first five minutes, but feel obliged to meet.

Don’t Get Hung Up

So when weighing up the pros and cons, it’s clear phone interviews have had their day. Video interviewing allows us to provide a much better service to you, plus it gives your candidates a better experience too.

 

Looking to hire? Get in touch with our team here. 

 

 

With the new norm of self-isolating and non-essential travel in place, remote recruiting, hiring and onboarding is the only way to go for non-essential workers to carry on business as usual.  

As recruitment experts we’ve pulled together some tips and tricks below on how to best help your new staff get onboarded.

 

  • Set Expectations from the Interview Process

The recruitment process is the beginning of the onboarding experience for the candidate, especially for remote employees. It’s really important that expectations are set from the interview stage. 

Be aware of the common struggles for remote workers and share your ideas for solutions to these problems. Managing workloads, ill-defined hours of work, and lack of accountability are always amongst remote workers’ top negative feedback. 

Be transparent and honest about workload, hours of work, and any key performance goals for their role. Defining these at an early stage will help you avoid confusion or conflict further down the line. 

  • Create a Process

Take some time to create a foolproof remote onboarding checklist. While you may already have one for new hires, be sure you have a seperate one for remote hires. While some points may remain the same, others won’t be relevant and others will have to be created especially.

You always want new staff to feel comfortable as soon as possible, so think about what tools and information they’ll need to get up to speed and always be as detailed as possible. If your office manager, or the employee themselves are responsible for fulfilling a checkpoint, they should know exactly what they need to do. Be clear about this so your employee can have a much better experience as a new-starter.

  • Make Them Feel Welcome

While some things like your company handbook, offer letter and contract can be sent digitally, others need some advanced planning. This is a great opportunity to also send a welcome package in the mail. Little things non-remote employees would have, such as branded hoodies, notepads and pens will help them feel appreciated in their new role from day one. It doesn’t have to be huge, but something a little extra that says ‘Welcome to the team!’ will make them feel included with your company.

  • Connect Your Team

Helping your new employee meet the team is easy when they’re in the office. This definitely is a little trickier with remote workers, but don’t let that be a reason to not do it. It’s a better experience for them to do this over video, so the new starter can still put faces to names. This will also help curb the feelings of isolation and nervousness about reaching out to others with questions, while also helping them get a sense of the company’s culture. 

Not feeling properly part of the business can be really disheartening for a new start, which in turn is likely to hinder their performance. So make sure they know the social calendar so they can join in on events, even if it is just on a video platform.

  • Ask what works for them, accommodate and adapt 

Take the time to ask your new hires about their preferences for things you are prepared to be flexible on as a company. This can be things from how they’d prefer to hear feedback, take meetings, or be issued tasks. Taking the time to hear their thoughts gives them confidence that as a company you’re prepared to listen to them and consider their specific needs. 

  • Keep Learning

Since remote onboarding is looking like it will become the new norm, make sure you continually nail your onboarding process. A great way to do this is by asking your new starters for feedback on how they found the onboarding process and if they have any suggestions on how to improve for future remote employees.

 

Looking for more tips and tricks on hiring new staff? Be sure to stay tuned and check in with the Discovered People blog.

If you need help finding new staff, be sure to contact us here. 

There are a lot of stressful things to consider when starting a small business. From finding people who care about your vision as much as you do, to making sure you’ve got the right internal skillset, the recruitment process is definitely one of the most difficult and time consuming parts.

Anybody that’s gone through this process will confirm just how important it is to build a team with the same values, ethics, drive as you do.

Helping numerous startups and small businesses form their teams has allowed us to make some recommendations to help you build yours. Here’s four of our top tips to do just that.

 

  • Think carefully before hiring friends or family

While it’s easy to turn to friends and family when starting a company as there’s existing relationships and trust, think very carefully before going ahead with employing a friend or family member.

Be sure that you’ve considered how your existing relationship may change when bringing them in as an employee. Make sure you’ve both set clear boundaries within a contract just like any other employee so there’s clear expectations made for both sides.

There are many famous companies throughout history which started based as either a family or friend collaboration that didn’t  work out, so take this as a warning that it can happen to any company. While this may not be the case for everyone, be sure that you’ve properly thought out the situation and all possible outcomes prior to going ahead with hiring anybody.

 

  • Write a good job description

To make things easier for you and the person you’re searching for, it’s really important to make sure that you write a detailed and accurate job description. This will help you find the exact person that you’re looking for, as well as help them find you.

Make sure that you include all responsibilities and desired skills for the role and think in detail about how this person will fit in with the wider team. It’s much easier to make sure that you’re 100% across this before hiring them, rather than figuring it out once they start.

 

  • Culture

Culture is what truly defines a company and sets them apart from their competitors. How your employees and customers view the business will become a large part of how and what your company grows into over time.

While skills can always be taught, personality and culture fit can’t be learnt or changed. Make sure you hire people with the same values and enthusiasm as you to make sure they will always be an asset to your business no matter what the skills that may have.

A great example of this in practice is Apple Retail. They hire their technical staff based on their personality and ability to be compassionate, enthusiastic and explain things to customers without jargon. They intentionally don’t hire overly technical or IT qualified staff in their retail teams and instead train them on everything they need to know once they start. As one of the most successful companies in the world, this is a clear indication that culture is often far more important than experience or skills.

 

  • Look for those not looking

When hiring for a small team or startup, it’s really important that you find the best people to help build your company. Often the best candidates aren’t actually looking for jobs, so you have to go and find them rather than letting them come to you. It’s helpful to look beyond the obvious talent pools in order to find that dream candidate that fits in perfectly with your team and has the same vision and goals to align with your brand.

This is where we come in at Discovered People. We’re experts at finding those unicorn candidates that perfectly match into the role you’re hiring for.

 

Looking for a recruitment agency to help you hire for your startup? As Tank Stream Labs recruitment partner we know exactly how important it is to find the best person for your company. Get in touch with us here.

2020 has certainly turned out to be a year that nobody could have predicted. One of the few positives brought on by COVID-19 has been the downtime we’ve all inevitably had while in lockdown, which has given many of us the chance to refocus and reprioritise things.

If you’ve spent any of that time either job hunting or reconsidering the job you’re in, now could be the perfect time to consider a career change. We’ve pulled together our top tips to help you brush up on your skills and make sure you’re putting your best foot forward when it comes to securing a new role.

  • Fix Your Resume – if it’s been a while since you last updated your CV, now’s the time for a refresh. Be sure to include the four key elements recruiters and employers look for too; a personal statement, up-to-date work experience, a skills section (which should always be tailored to the role you’re applying for) and details of your educational or training qualifications.
  • Let your network know you’re available – update your LinkedIn profile and put up a post letting people know you’re looking for a new opportunity.
  • Use your free time to strengthen your skills – look back through your job reviews to see what has been highlighted as areas for improvement. Or, compare your skill set against the skills mentioned in job descriptions you’re interested in to see what you’re missing. Find an online course or resource to help strengthen that skill.
  • Research sectors that are hiring – while hiring has slowed down across many industries but there are some sectors on the rise.

Focus on Transferable Skills

Transferable skills are those that can be applied across different roles. They may be personal attributes that you’ve developed over time, or they could be skills you’ve acquired through training.

While the range of skills an employer or recruiter will be looking for depends on the role, there are some fundamental transferable skills that will help you stand out.  Why not take the time now, while you have it, to think of some really good, real-life, examples that demonstrate the transferable skills you have. Spend time planning out the best way to talk through your background and experience, and prepare and practice giving answers to commonly asked questions that demonstrates your skills in the following five areas.

  • Communication – Express yourself clearly and with confidence. Demonstrating proficiency in written and verbal communication is a sure-fire way to impress an interviewer.
  • Listening – Answer the question asked. Listening is more than hearing what is being said, it’s about being able to interpret the message and act accordingly.
  • Teamwork – Teams that work well together, achieve more. Employers are typically looking for people who work well and get along with others.
  • Organisation – Demonstrate that you’re able to organise your own work schedule and can adapt to and deal with unexpected issues that arise.
  • Leadership – Leadership is a skill that most employers look for in all employees, regardless of seniority.

The amount of time you have in an interview is limited, so make sure you prepare to give yourself the best possible chance of success.

Identify what skills you have; you might even ask friends or colleagues for their input. Then determine what skills the recruiter or employer is looking for.

Finally think of examples that show how the transferable skills you have will add value to their business.

Good luck!

 

If you’re actively looking for a role, get in touch with our team to see how we can help you find your dream role here.

 

Written by Ebony McCabe for Discovered People

 

We’re excited to officially announce our partnership with Tank Stream Labs.

Watch below as our Co-Founders Ryan Halson and Sam Yates sat down with Tank Stream Labs CEO Bradley Delamare to talk about how and why we’ll be partnering together.

We’ll be doing a lot with our new partner. be sure to stay tuned for more news in the coming weeks.

Video interviewing is by no means a new concept, however since COVID-19 they’ve become far more popular amongst hiring managers and recruitment agents. While more traditional face-to-face interviews are not possible right now, many companies have now realised just how convenient and time saving video interviewing is. 

We use industry-leading video software to make sure you have the best experience, but still know it can be a little intimidating to have your first interview over video. We’ve pulled together our top tips and a bit of background information on how to ensure you’re putting your best foot forward when the time comes for that first video interview!

Why is it so popular?

Video interviews are far more flexible than a typical on-site, face-to-face. There’s no traveling to and from involved and no time off work required. Simply open a link and you’re good to go. This means you can complete the video interview anywhere, anytime and on any device.

Types of Video Interviewing

There are a few different ways of conducting video interviews. The most common is a live, two-way video call. In this case, you’ll likely be sent a link which you simply click on to enter an online ‘interview room’. There you’ll come face-to-face with the interviewer(s) via a split-screen. The process of a live interview thereafter is exactly the same as it would be in person, only you’ve got a screen between you.

Another less common but increasingly popular method of video interviewing is known as a Solo Interview. The main difference is that instead of coming face-to-face when you enter the virtual room, you’ll be taken on a journey through a number of questions. The questions appear on screen for you to answer one by one and you’ll be able to review your finished responses before submitting it for the recruiter and client to watch back. 

While you can start over if you feel you didn’t give your best answers, we’d recommend keeping the attempts to a minimum as the more versions you do, the less natural you’ll come across. Also avoid writing all your answers out and reading them, as you’d never attend a face-to-face interview and read off answers.  


Preparing for an Interview 

Prepare for your video interview in the exact same way you would for a face-to-face interview. Think of quality answers for any and all situations, do your background research on the company and compile some questions to ask the interviewer at the end. 

Specifically for video, here’s some last minute checks to do beforehand. 

  • Set up – test that your microphone, speakers and camera all work properly.
  • Connection – check your internet connection, close-down unnecessary programs and web pages and make sure you aren’t downloading, installing or about to run updates.  
  • Surroundings – be mindful of your backdrop in terms of what’s in the frame. Consider your position and check your lighting. A plain background is ideal. 
  • Where to look – This can be a bit awkward, but look into your camera, rather than at the interviewer. This way it’ll appear like you are looking at them. 
  • Do not disturb – unlike in a face-to-face interview, you’ll likely be at home or even on your lunch break at work. It may seem obvious, but make sure people around you know not to disturb you. Ideally, find a place where you feel completely at ease and where you can speak freely and comfortably without fear of interruptions or distractions. 
  • Appearance – just because you’re at home doesn’t mean you don’t need to look the part. You should dress exactly as you would for an in-person interview. Psychologically, you’ll feel more ready too. 
  • Stay focused – Because you’re not face-to-face, it can be easier to become distracted and do things you wouldn’t do in a face-to-face setting. 
  • Notes – avoid reading off notes. It’s okay to refer to notes but don’t try to be sneaky about it. Equally, avoid taking excessive notes. And definitely do not try to Google during the interview, no matter how subtle you think you’re being they’ll definitely be able to see. 
  • Smile and engage – a tendency on video versus face-to-face is that candidates are less focused on being engaging and less aware of ensuring their personality comes across. Avoid falling into this trap and bring as much to the video as you would if you were sitting across from the interviewer. 

While video interviewing may be new to you, try and treat it like every other interview you’ve done before. While you may feel a little unnatural and out of your comfort zone, with these quick tips we’re sure it’s nothing you can’t overcome. 

Just like any normal interview, practice with friends and family or even just record yourself and rewatch it to get a feel for how you come across on video. As with anything else, the usual combination of research and advance prep will go a long way.  

Good luck! 

 

Since the start of this global pandemic many of us questioned whether it was safe to continue working, whether it was from an office, warehouse, shopping centre or cafe. Since March thousands of workers had to switch over from commuting to work, to then working from home. 

Some would say they have struggled to find the balance, especially when juggling children at home, making business calls without interruption and ensuring their productivity levels didn’t decline. But, in recent findings,Technology Connected found that 42% of businesses felt they were already fully prepared for remote working once the pandemic began.

In saying this, there are proven benefits as to why you should consider switching over to remote work.

Here’s our top five tips:

  1. Since the pandemic began, 94% of businesses felt they were able to adapt to remote working; all thanks to technology. For example, emails, video calls, integrated software platforms, electronic diaries and wireless Internet have all been able to assist remote workers during this time. 
  2. A record figure of 65% of businesses found they weren’t seeing a drop-off rate in productivity since the rise of the crisis. In fact, almost a fifth of businesses felt their staff had actually become more productive. 
  3. When we talk about the importance of mental health, 10% of businesses are now actively introducing mental health measures for staff, whilst 52% have said this is something they’re looking to implement. This demonstrates that businesses can switch over to remote work as long as they are willing to put in place OH&S procedures and mental health check-ins. 
  4. The hiring process has shortened with remote working as more recruiters and candidates are using video interviewing. No need to bring your candidates to the office, all that’s required is a laptop/tablet/phone and a video conferencing setup. Still not convinced? Here at Discovered People we believe in using this method of video interviewing so much, that even once the pandemic has subsided we’ll keep using video interviewing.
  5. Worried about the future of recruitment? Despite the now more common practice of remote working, 59% of businesses are optimistic about recruitment for the rest of 2020, and with that, 21% are even considering hiring remote workers even after restrictions have been lifted. 

Seeing the changes we’ve had to experience in our daily working lives have been eye-opening and challenging. As for the future of companies, businesses and individuals, remote working can be the answer if you’re willing to try it for yourself. Switching over from something you’re so used to can feel foreign and unsettling, but the figures speak for themselves, and without making this change or slight adjustment, you may fall behind. 

From the above points mentioned, it looks like the shift in people’s thoughts on remote working could be one of the best things to come from this current situation. Remote working has the potential to open doors for employers, employees and candidates. 

 

How many times have you had the exact same first interview? Explaining over and over what’s on your resume, some generic situation based questions and your career motivators. Depending on how long your job search is, it can get pretty repetitive. 

Rather than having this same first interview again and again, video interviewing is an increasingly popular way to showcase yourself as a candidate and skip this first interview step. 

With the rapid changes to how businesses use technology since COVID-19, it’s shown that video interviewing is just as effective, if not more effective than in-person interviewing. Given how much easier it is for both employers and candidates to now connect, we should really be questioning anybody who now insists on meeting in-person for a first interview. 

For any candidates searching for jobs, heres 5 reasons why video interviewing software is a huge benefit (and time saver!) for you. 

 

  • Interview From Anywhere

Apart from the obvious reason of minimising your risk of exposure to COVID-19, the fact is that taking the time to meet for interviews as a candidate can be difficult. Having to take time off work, schedule a fake doctors appointment or take leave can be frustrating, especially if you don’t get the role. 

Recruiting hasn’t stopped over this pandemic, it’s just changed to video interviews. This is really proved there’s no real need for face-to-face interviews anymore, which will ultimately save both the candidate and employer time.

  • Use Any Device

Not everyone owns a laptop, or only has access to a work device which may be a little awkward to use for an interview. With video interviewing you can easily meet and interview through your mobile phone or tablet, without any hindrance to the process.

  • Get Real Feedback 

Whether or not you get the first job you apply for, that interview can be used as an opportunity to give you valuable feedback to put you ahead of the competition next time. You can rewatch how you did, learn your strengths and improve where you need to next time. 

  • One Interview, Multiple Opportunities

Your one interview can be used multiple times for many different roles. Rather than waiting to hear if your CV made it to the top of the applicant pile, with video interviewing you either get an interview or valuable feedback to put you ahead of the competition next time. 

  • Skip the First Interview

With so many redundancies lately, it means there are hundreds of candidates’ CVs landing on recruiters desks. As some jobs are advertised by more than one recruitment agency and the client themselves, your CV can end up showing up on the hiring manager’s desk more than once.

If you’re successful, your video will be sent to top clients so you can skip that first interview stage. You can be moved to the second or even the final stage of the interview process. 

Sounds great right?

 

Looking for your next role? Get in contact with the Discovered team here.

Every employee is a spokesperson and representation of your company. To create a company culture that both empowers existing employees and attracts the best candidates to your business, it’s no surprise that you need to value and appreciate your employees. 

Beyond pool tables and Friday drinks in the office, now more than ever employees want to feel like they’re actively contributing to the wider company and community. By empowering your employees you can not only create better productivity and culture, but help grow your team to their fullest potential. 

At Discovered People we speak to a large range of diverse candidates from multiple industries daily. What we’ve found is that the common recurring drivers amongst most of these employees, is their search for an employer that values and empowers them. 

If you’re looking to empower your employees, here’s our top tips. 

  • Help them create their path in the company

Starting from the top down, employees want to know the vision for the company they work for.  More importantly, they want to know how they can be a part of that vision. Employees don’t want to feel like another cog in the wheel and want to know exactly how they can individually contribute to a company’s wider goals. 

The most important part of achieving this is through proactive communication. As a leader it’s your responsibility to explain how each of your team can contribute to company goals, as well as helping them set a clear path to achieve this. 

  • Create Achievable Goals

Most roles have set KPIs and goals for employees to work towards, that are often set by upper management. While any good employee will obviously try and meet these, if you want to get the best out of your team be sure to create these objectives collaboratively with them. 

By involving employees in creating their own goals and KPIs, it creates a shared sense of accountability and ensures that the goals they have been given are actually achievable. Engaging that part of your employees helps them explore what their future career with your company will look like and help retain them to stay with your business for longer. 

  • Encourage Communication

More than anything, employees want to know that their opinions are heard. By creating an environment with open communication and a space where they’re not judged or criticised, it will allow them a safe space to share ideas to make them feel valued.

By doing this in a team setting it also opens the potential for team bonding and the ability for potentially amazing new ideas to be implemented within your business. By encouraging your teams to work together and communicate ideas, you’ll be empowering them to continue doing their best work. If an idea is not implemented or taken onboard it’s also important to be honest and communicate the exact reasons why so they can continue to learn and grow. 

  • Recognise Effort & Achievements

It feels really good to know that other people appreciate the effort you’re putting in at work. Acknowledging and recognising not only your employees results, but the effort they put in prior is an easy way to boost morale and encourage innovation. This doesn’t even have to be through bonuses or perks (while it can definitely help!), just being honest and open with your staff can help motivate them. 

By showing you appreciate their effort, it also makes it more likely that they’ll do it again, which can only be a good thing! 

  • Remember They’re human

Nobody is perfect, and mistakes happen. Sometimes life gets in the way and that’s completely normal! When an employee feels trusted and supported, they are more likely to put in their best efforts for the company that’s treated them well. 

While not all companies can have remote or flexible working hours, being understanding of each individual’s life circumstances and accommodating to their needs will assist them in becoming productive. It’s important to remember why you hired the person, that they are competent and trusting them without micromanaging them every second. 

 

Written by Ebony McCabe for Discovered People