Firstly, congratulations on successfully getting through the dreaded interview stages. Now for the hard part, actually starting! Your first day as a HGV Driver at your dream company is fast approaching, nerves are to be expected, but we’re here to help. Your first day at any job can be daunting but just remember to do the best you can. To help assist you in your success we’ve put together some tops tips for you to follow to ace your first day as a HGV Driver… #1 – Don’t be afraid to ask questions It is better to be safe than sorry, so definitely ask questions about anything you are unsure about and do not just assume anything. No question is a silly question. #2 – Take your time and don’t rush This tip is especially important when conducting your daily morning vehicle checks. It is better to take your time and really check everything is in order, than to quickly glance at it and guess it will be ok. Remember if you’re driving in difficult weather conditions to consider the factors that come with this. #3 – Ensure your load is safe As a HGV Driver it is your responsibility to ensure that your load is secure. Just because someone else says it is secure doesn’t mean it is. So before you head off you must complete all your checks to ensure your load is safe and secure. #4 – Do not drive if you are over tired You know your body better than anyone else. If you are feeling tired, don’t risk it. Take regular breaks and never start a long journey if you are feeling tired. #5 – Remember you are only human Everyone who is trying something different for the first time will be nervous – it’s natural. Every driver had to start somewhere, only time and experience will help. Try to stay calm and relaxed and keep a positive mind-set. If you’re currently looking to start your career as a HGV Driver and you aren’t sure where to start now that you have your licence then make sure you head over to our job search page.
A majority of (if not all) Truck Drivers will know that it’s not all sugar, spice and everything nice. It can be challenging and tiring. Not to mention having only limited time on the road to relax. So, I think we can all agree we are thankful for music and Spotify Drivetime playlists! We have put together the perfect HGV Driver soundtrack for those long hours and even longer roads! Alabama - Roll on (18 wheeler) Kathy Mattea - Eighteen wheels and a dozen roses Johnny Cash - I’ve been everywhere Tina Turner - Proud Mary Jason Aldean - Asphalt Cowboy Eddie Rabbitt - Driving my life away Jerry Reed - East, bound and down AC/DC - Highway to Hell The Commitments - Mustang Sally Do you have any trucking favourites? Let us know by tagging us on Instagram or Twitter and we can add it to the list! Are you looking to join in on the fun? Take a look at the driving jobs we could offer you here!
Here at Swanstaff we are very big on providing equal opportunities for all (in fact, it’s one of our core values). Unfortunately, even in 2019, many hardworking LGBT professionals face discrimination, unemployment, wage gaps and a lack of legal protection just because of their sexual orientation or gender identity. Though much improvement has been made in recent years in the form of anti-discrimination legislation, there is still a lot of progress to be made until everyone experiences fairness and equality in the workplace, regardless of sexuality. Therefore, (in light of Pride Month) we have put together 5 easy steps your organisation can take to avoid sexual orientation discrimination in the workplace. #1 – Apply the platinum rule Using the golden rule is normally the way things go, “treat others the way you would like to be treated”, however this cannot be the case for each individual, so why not use the Platinum rule of “treat others how they want to be treated”. This lowers the chances of conflict and discrimination in the workplace. #2 – Continuously update anti-discrimination policies Employers should update their anti-discrimination policies on a regular basis. Employers should also ensure that their employees are actually reading and taking in these policies before signing it. This would allow employees to understand what is and isn’t appropriate behaviour. #3 – Provide regular training to employees Okay so this may be an obvious one, however it is crucial that you cover all aspects of sexuality/gender discrimination training. This includes bystander training. Bystander training is teaching employees what to do if it’s not happening to them but they witness and see it happening to someone else. #4 – Provide separate training for Managers This may seem unnecessary but hear us out; employees should know how to report discrimination but managers need to know how to deal with it. This means having separate training on how to deal with challenging situations in the workplace. #5 – Don’t let the smaller things slide Now, obviously we understand that any discrimination is discrimination, but there can be different levels of it. Managers should not let the lower levels of it slide and ignore it. This can open doors for the situation to escalate to serious discrimination incidents. Statistics Almost 1 in 5 LGBT staff (18%) has been the target of negative comments or conduct from work colleagues in 2018 because they're LGBT. 1 in 8 Transsexual people (12%) have been physically attacked by customers or colleagues in 2018 because of being Transsexual. Almost 1 in 5 LGBT people (18%) who were looking for work said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job in 2018. 1 in 8 black, Asian and minority ethnic LGBT employees (12 %) have lost a job in 2018 because of being LGBT, compared to four per cent of white LGBT staff. Almost 2 in 5 Bi-sexual people (38%) aren’t out to anyone at work about their sexual orientation. More than a third of LGBT staff (35%) have hidden or disguised that they are LGBT at work in 2018 because they were afraid of discrimination. (These stats have been taken from the Stone Wall website, please click here to see all statistics) The most important thing to remember is that legislation changes regularly and new ways of defining Sexual Orientation emerge so it is vital that your HR department keeps on track with changes and passes this information on to the SMT and wider employee network. ACAS have a free workplace guide available for Employers Click here to download it. You should also check out our Gender Bias in Recruitment Blog here
Healthcare Workers! Are you dreading the thought of being on shift this Summer in the (near on) unbearable heat? Don't worry, we've got your back! We have put together a summer survival guide for you all! Are you looking for a new healthcare role for the summer? Take a look here to see what we could offer you!
Around 30 years ago the internet revolutionised the way the world works and this completely changed the way we approach recruitment. Job adverts were once posted in newspapers and spread simply through word of mouth, this limited the response rate and employers were often stuck and had to settle for unqualified candidates. Today the modern recruiter will use different tactics and methods, embracing all the tools that technology has provided the recruitment industry with to be able to create new opportunities for employers and candidates. Access to the internet on our smartphones This could arguably be the best thing to happen to the recruitment industry. Job seekers can now access job boards at any time of day to view potential vacancies and send/check emails to contact employers regarding interview opportunities. For employers it has given them new lines of communication to be able to keep in contact with their candidates out of office hours with ease. Social media The invention of the internet has given us so many great things, one main thing being social media! The majority of candidates in today’s society will have some form of social media account whether this is Facebook, LinkedIn, Instagram or Twitter. Recruiters can now harass this as an opportunity to have an insight in the personalities and lifestyles of their candidates. The modern recruiter of today will utilise the advantages that social sourcing offers them to be able to reach out to passive job seekers and get ahead of the game before a candidate join starts the recruitment process. Global reach Having the internet so readily available means that recruiters can recruit candidates from all around the world and place them internationally. This can also help to modernise a business! Finding the perfect match Just the same as dating websites use algorithms to find compatible people, social recruiting technology can match your organisation with the best candidates! This can go beyond their qualifications and can help you to find candidates who match your company culture too. Some job boards allow you to do this by setting up specific questions within your job adverts that the applicants have to answer in order to apply – which means you can ask make or break questions! If you’re looking for a new role why not click here to see what we have available for you? Also, if you’re looking for candidates please click here to see what our recruiters could do for you!
Job seekers are looking to find the right company that will fit them just as much as employers are seeking candidates that will fill their role and fit company culture. With this in mind, you should always where possible provide feedback to the candidate once you have let them know they have been unsuccessful. Here are our top tips on how to give your candidates valuable feedback after an interview! #1 – Don’t be overly harsh and critical Being overly critical is something you should definitely try to avoid. You should include both constructive criticism and praise. Try to give some form praise once before providing constructive criticism and once after, this can give the candidate a sense of confidence and a goal to aim for their next interview. #2 – Aim to help! Feedback should be meaningful – avoid listing off negative things about the candidate. Focus on one or two things that are specific to the job and the culture fit. #3 – Be precise, not personal To ensure your feedback is effective you will need to explain the situation not the person. For example you could say “We noticed you was late to the interview – maybe you could try to manage your time a bit better” instead of “you was late, that’s not good enough”. #4 – Tell the truth All candidates deserve honesty. Telling them that they were great in the interview (when you both know they wasn’t) won’t earn their respect and it will leave them confused as to why you won’t hire them even though you’re saying they were great! If you’re reading this it must mean you’re interviewing to grow your team! Click here to see what our recruiters could do for you!
Have you ever wondered about how some of the worlds most recognised faces started out before their claim to fame? We have done some digging and put together a list of celebrities who were HGV Drivers before their big break! Charles Bronson A famous actor who can be seen in films such as The Magnificent Seven and The Dirty Dozen. Prior to his acting career he was a HGV Driver and also took pilot training too! This then led him to winning multiple awards for acting. Elvis Presley Yes, it’s true! The King of Rock ‘n’ Roll was a HGV Driver! He took up the career after his graduation! He underwent electrician courses and began driving a truck for Crown Electric. Liam Neeson ‘Taken’ star and well known actor Liam Neeson was involved in HGV Driving before he stepped into the acting game! Neeson drove a Forklift Truck and a lorry for Guinness! James Cameron Avatar and The Terminator director was in the Driving industry before his claim to fame. As a HGV Driver, he would spend the time on the road thinking of screenplay ideas. If he stumbled upon a really great idea, he’d pull over and write it down… where could he have thought up Avatar? Sean Connery The former 007 with the irreplaceable Scottish accent used to spend his days long distance driving. It’s hard to believe the 7X James Bond was led to acting because of his driving career! Stephen Rogers And last, but certainly not least – Swanstaff’s CEO! Back when Swanstaff was just a dream, Steve was an HGV Driver! It was his own personal struggle with agencies with poor customer service that made him want to offer a better experience for today’s agency workers. Crazy, right?! If you’re looking for HGV work in the UK then click here to see what we could offer you!
In most companies, the Human Resource Manager conducts a brief interview with the departing employee to gather feedback. Though it’s completely voluntary to conduct an exit interview, it is extremely helpful in shedding light on departmental issues that may have been unaddressed. They’re often more informative than regular check-ins. This may be because the departing employees can answer the questions in all honesty since they have little to lose. Types of Exit Interviews If the organisation is serious about retaining their employee then an online exit survey works great. Here are a few reasons why a company should get an online survey tool to create online exit feedback; Taking feedback online removes the possibility of interviewer bias. Online exit surveys convey the answers as they are to a more authoritative professional in the organisation. In most cases, employees fill the feedback forms easily when not confronted since they no longer feel the need to sugar coat their tone or the nature of their answers. There’s no requirement of manual entry since the survey stores the exact data entered by the employee. What the departing employee writes in the survey is exactly what is interpreted. Face-to-Face Interviews Planning a face-to-face interview works great if you’re certain that there will be no bias. Here are a few tips to make a face-to-face exit interview impactful – Schedule the interview and inform the employee about the scheduled date beforehand. This will give enough time to the departing employee to be prepared and share their answers in all honesty. Make it private and give the employee the freedom of being honest and candid. Promise the content of the interview will be confidential. Why Exit Interviews? Highlight toxic management practices – Exit interviews give insight into the problems in the organisation since the issues may be more than what meets the eye. Here are a few problems that can be identified with an effective exit interview – Managers may be mentally absent and forcing the staff members to take managerial decisions. They may be unaware of the toxic dynamic developing in the team which often leads to disputes within the team members. Managers or team leaders may not be able to resolve conflicts if they lack interest in team activities. As a result, the staff members may suppress their frustration which not only affects their performance but can also push them to a point where they feel that resigning is the only option. Identify if the Work Environment is Hostile – Exit interviews help identify feuds in the work environment that may not have been reported to the management or HR. Work environment conflicts may include harassment, racism, discrimination, etc. And departing employees speak up without any fear which can help the organisation take the required action. Reduce Employee Turnover – Apart from the hostile environment, employees may be facing difficulties such as inadequate paid leaves, impractical job requirements, and others where you may be coming up short. Hence, identifying problems in the workplace helps employers take actions that can reduce employee turnover. Exit Interview Questions Ask the right questions that would help you understand if the business practices need to be changed. For example – What didn’t you like about the organization? Do you have suggestions for improvement? What could we have done to stop you from quitting? How is your new employer better than us? Did your supervisor treat you fairly? Would you let us know as you gain new skills and experience? Would you like us to contact you for future opportunities? Never retaliate for a good faith complaint in the exit interview. Focus on what should be improved in the workplace and understand the employee behavior from time to time. Employers can do this using a pulse survey and get real-time employee feedback. Also, never retaliate for a good faith complaint in the exit interview to maintain the reputation of your company and be respected. Have something you would like to share with us about exit interviews? Let us know in the comment section below. Author Bio: Bhavika Sharma is a survey designer at SurveySparrow, where she designs surveys that work by making them more conversational and engaging, fetching 40% more responses. When she isn’t designing killer surveys, she loves to travel in search of adventure and to meet new people. Her travel experiences have taught her the importance of conversation and that is what she brings to the table while creating surveys or content for her readers.
13 years and around 260 million active users later - Twitter has become one of the biggest social hubs in the world. This also means it is a huge and powerful recruitment tool that any recruiter can take advantage of! So to help you out we have put together 4 top tips to using Twitter to find the best candidates to fill your roles! #1 Grow your followers The first thing to do is to make people aware of your Twitter presence by spreading the word. It’s a good idea to separate your main company page and set up a new account for your recruitment. To gain followers you should regularly tweet from your main page directing your existing followers to your recruitment page. You could also follow relevant Twitter hours and seek out candidates that are job searching. #2 Display your company culture Not everything you post has to be about recruitment. It is becoming more and more popular for candidates to go for a job because they are attracted to the company’s culture. Therefore post about things that show your company’s day to day life! This can be anything from pictures from your last Christmas party, a team member’s birthday or even a team night out. #3 Be active Being active and showing you are active will attract candidates as they will know that they can ask questions and they will be answered in a short space of time. You should also interact with and thank the accounts that retweet you! If you’re going to have a Twitter page (especially a recruitment page), you need to be present and active. If potential candidates are messaging you and not getting a response then they won’t feel engaged. The more active you are the more followers you’ll gain and the more talent you will attract. #4 Use hashtags Hashtags are one of the best ways to generate candidates on Twitter and get your job opportunities seen by more people. You have to be using the right hashtags per post. Always remember to not add more than a few tags per post otherwise it can look very spammy, so chose the most relevant 3 or 4 tags! You may also want to look at what hashtags other recruitment pages are using and what works well for them. Hopefully by now you are setting up your Twitter account and are implementing our top tips! Are you looking for your next hire? If you’re struggling then let us take the hard work out your hands and find your next recruit. Use the following link (link to recruiters page) to see what our recruiters can do for you!