Will they work through their lunch break?
This is a question I was asked recently by a small business owner. I know this guy well and he’s not the sort of manager to dump piles of work on his staff and expect them to stay until it’s all done.
I recently organised a follow up meeting with someone I’d met at a networking group. Nothing unusual about this, I know, but I was particularly excited as she was based in Manchester which is a new area for me to develop contacts and relationships.
My natural instinct, as an experienced interviewer, is to start off asking someone about themselves and their business so this is how we began.
Yesterday, I learned some interesting things about Generation Z (18-25 year olds).
Who would have known?!
‘We want to do it better’
This is what many clients say to me at the start of our working relationship.
‘We’re haphazard, unstructured and not really very good at recruiting the right people, in fact we find it quite stressful’.
They realise things could be done differently and more effectively but can’t quite put their finger on what needs to change.
Having a structured recruitment process in place helps filter out unsuitable candidates before they’ve taken up much of your time.
We’ve just become proud owners of a new car. Well new to us. Nothing fancy, but it gets us from A to B nicely and comfortably. It’s a lovely upgrade from our previous 15 year old, faithful family car. That, had electric windows that didn’t go back up, a sat nav that had a very annoying beep that didn’t turn off and a music system that only did radio.
I was having a conversation with someone yesterday who has a job interview next week. He was doing a lot of the talking and was, in my opinion, scarily verbose. I was thinking to myself, what a challenging interview his would be to conduct and am hoping that his interviewer is well trained and experienced in controlling and keeping interviews to time. Otherwise this interview is going to be a record breaker!
One in three UK firms expect to cut jobs by autumn (The Guardian)
If you are expecting to make redundancies in the next few months, one of the kindest things you could do is to provide those you have to sadly let go, with the skills and confidence to seek a new job.
Many of your staff won’t have had an interview for years and will feel terrified by the prospect of putting themselves out there in such a competitive job market.
How do you feel about working remotely?
Do you enjoy the cost and time saving of not having to travel to work? Or do you miss the office energy and people vibe? Or both?
Now, how do you feel about recruiting a new team member, would you be happy to do that working from home?
I was recently asked this brilliant question by Elliott King, founder of MintTwist, digital marketing agency based in London.
“It takes a long time to ‘triage’ applicants and to first interview candidates. What do you recommend we do to speed up and improve the quality of the process to save costs and improve the quality of 2nd interviewees?”
Such a relevant question for business owners wanting to grow their teams in the current market and for the foreseeable future.