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5 ways to ACE your next interview
As we are half way through the second fun filled and intense week of Wimbledon, we have served you another one of our trusty top tip blogs! Do you have an interview for your dream job approaching? We know it's a big day, so here are our 5 top tips to make sure you ace it! Know the company and the interviewer Just like tennis players should know the court they are playing on – you should know the company you are interviewing for! You can do this by checking out their website and social sites. It is also a good idea to find out key things about the person who will be interviewing you. You can do this by searching them on LinkedIn to find out how long they have worked there and what their achievements are. If you want to go down a more personal route, you could also look into their hobbies and interests by having a cheeky peak at their social media. Ask questions To build a rapport with your interviewer, don’t just answer their question and wait silently for their next one. Build on their question and start a conversation. Ask them about their job role and how they overcome problems they face. Also listen to what their answers are to your questions, as they will be paying attention as to how much you’ve been listening. Remember if this is a face to face interview, to keep good eye contact to keep the conversation flowing or if it is a telephone interview remember to smile. You can hear the difference! Show your passion It’s not enough to simply want a job; you need to be able to express your enthusiasm and your desire for that position at this particular company. Being able to answer the common interview question “What do you know about us?” in detail will show that you have put the time in to researching the company and you are passionate about working for them. Wear appropriate attire Wearing the appropriate attire can make or break an interview. If you are unsure on what their usual work attire is, then why not send a quick email to double check with your interviewer what you are expected to wear rather than just guess and get it completely wrong. If in doubt, dress in smart business wear or alternatively check their social media feeds. This all comes down to good interview preparation. Imagine you are in a group interview and all of the other candidates are in professional clothing and you're in casual clothes - embarrassing right! Ask about their company culture In any job interview you should always ask about their company culture to see if you could see yourself working in that specific environment. Here at Swanstaff we have a work hard – play hard culture, we go over the top on birthdays and we have some of the craziest team members in our Head Office and Branches located up and down the UK. Now that we have prepared you for your interview, it’s your turn to go and smash it out of the park! Just remember to smile, be yourself and be confident and you’ll ace it! If you are looking for a new role with us at Swanstaff, check out our vacancies here!
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What recruiters look for on your LinkedIn page
According to Talent Works 87% of Recruiters seek out candidates using LinkedIn. So there is no doubt that LinkedIn is the place to be when job searching, if you don't have an account you're almost invisable to Recruiters! But what really catches a Recruiter’s eye when they’re scrolling through your online profile? We have put together the 5 top things that Recruiter's look for on your LinkedIn page! Are you looking for a new role? Click here to check out our jobs search page to see what opportunities we have available for you!
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5 similarities between Tennis players and Recruiters
It’s finally here! Wimbledon has begun and we couldn’t be more excited! Have you been itching to get your hands on some Wimbledon tickets as much as us? Now, obviously such an important event just wouldn’t be the same without one of our golden set blogs to help you get in the spirit! Recently with all the excitement of Wimbledon starting, we have been thinking about how Tennis players and Recruiters are similar and here’s what we came up with… Determination – “I don’t play in tournaments to be 2nd best” Andy Murray The first thing that came to mind when we thought about this was determination and the levels that are acquired by Tennis players and Recruiters alike. In the likes of Andy Murray and Serena Williams – you cannot knock their determination to succeed and be at the very top of their game. This is also the mind-set that a Recruiter should have! If you’re in recruitment you should strive to be the best you can possibly be – so have this quote by Andy himself in the back of your mind. Competitive – “I am lucky that whatever fear I have inside me, my desire to win is always stronger” Serena Williams Recruiters need to be competitive like Tennis Players in order to succeed and win. These days there are so many other successful Recruiters doing the exact same thing as you, trying to be the best. So you actually have to want to be successful in order to be successful. Hours on the court (or your desk!) Whether you are a successful Recruiter or a successful Tennis player you will have had to put a huge amount of time and effort into being where you are today, am I right? Of course I am! Remember, the more you practise, the better and more successful you will be. Reacting to fast ball situations As a Recruiter, it can sometimes feel like you are being bombarded with fast flying Tennis balls by an opponent with clients and candidate problems coming at you left, right and centre (don’t worry, we all have days like this). You have to react fast and with a solution. Just like Tennis players when their opponent shoots a fast ball! Victory! Tennis players and Recruiters celebrate their victories in very similar ways. Normally with a knee slide and a celebratory arm air punch! Or maybe that’s just in our crazy office? Are you interested in finding a new match for your Recruitment career? Click here to see what internal roles we could offer you, the balls in your court!
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5 top tips to ace your first day as a HGV Driver
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.
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The soundtrack of a HGV Driver
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!
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How to avoid sexual orientation discrimination in the workplace
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
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Summer survival guide for Healthcare Workers
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!
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4 ways technology has changed recruitment
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!
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4 ways to give valuable feedback after an interview
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!
