Alex Masse

Benefits of Hiring International Candidates Hiring international candidates can often seem more complicated than recruiting locally, which is why many organisations choose to dismiss the idea. There can be the issue of visas and visa restrictions with hiring international candidates, which can be off-putting for employers. However, in dismissing international candidates, businesses are not only restricting the number of applicants they have to choose from, but also the wealth of skills and experience that international employees can bring to the business. If you have been choosing to disregard international candidates, it may be time to think again as there are many benefits in being open to hiring candidate’s out with your local area. Wider Pool of Candidates One of the most frustrating parts of recruitment is advertising a really good role, but finding that there is a lack of interest from candidates. It is a candidate’s market at the moment, so many can pick and choose what they want, which means less applications for many businesses. If you are open to the possibility of hiring international candidates, you will really widen the pool of candidates you can select from. The process may take longer but it is more cost effective and resourceful than continuing to renew adverts and having to turn business away. Enhance Skills and Knowledge Base International candidates will have worked on different projects to local candidates, which means..

Alex Masse

5 Benefits of Using External Headhunting Resources Many businesses are reluctant to use outside resources to assist with their recruitment needs, although they quite often don’t realise all the benefits it can bring. The use of external headhunting resources obviously comes at a cost, but it can often be a lot more expensive to try and take care of it yourself, especially if you don’t have an HR department. Recruitment can be a time consuming process and it is one which most people don’t enjoy, so it is worth considering using external resources. Hiring the wrong person can be a very costly mistake in terms of money, time and reputation. These are five benefits of using external headhunting resources. Dedicated Approach If you run your own business and don’t have HR support, the task of recruiting is probably not high up on your agenda. However, if you don’t fill your vacancies, it will have serious consequences for your business. Without resources, you won’t be able to fulfil the needs of your clients. If you outsource your recruitment, you can leave it in the hands of those who are dedicated to the job and can spend time ensuring you get the right person. Recruiters generally enjoy the process of recruitment and can offer a dedicated approach to ensure they fill your roles. Expertise Recruiting is not an easy task and it..

Alex Masse

Thinking twice about job offer? Why backing out could be bad for your career Companies spend a lot of time and money on the hiring process, so it is no surprise that candidates who back out of job offers at the last minute are a major annoyance. Every situation is different and it may be the case that it is no longer possible to accept the role you previously agreed to. However, it is important to take time to consider the job offer carefully, prior to signing the contract.  It is not against the law to go back on a job offer, however, it could be damaging for your career. These are some reasons why backing out of a job offer may have negative implications for your career.   Bad for Reputation It is important to remember that you are not only affecting your own reputation by backing out of a job offer, but also that of the recruiter (if not a direct applicant). The recruiter is representing you after all, so if you fail to join a company after agreeing to the terms/ signing a contract, the reputation of the recruiter also hangs in the balance. If you have adversely impacted the reputation of yourself and your recruiter, they are highly unlikely to want to help you in the future. You never know when you might need assistance in..

Alex Masse

Pros and Cons of Testing Mid-Level IT Consultant Candidates The recruitment process is time consuming and can be costly, which is why it is so important to make the right decision when hiring a new employee. Tests are not always common practice in every organisation, although due to the importance of practical knowledge in the IT sector, they can form part of the hiring process. These usually come in the form of aptitude tests, which are sometimes used in conjunction with an interview. Aptitude tests provide candidates with a series of questions and the answers will be used to determine how candidates deal with different scenarios. The answers are then compared to decide who is the most suitable. There is a lot of discussion around these kinds of tests and whether or not they should be used, particularly if they are the only means of deciding on whether or not a candidate is suitable for the role. What if a candidate manages to pass the test with no problem, but it turns out that they are not right for the job? On the other hand, they may fail the test but be more than capable of doing the job. These are some of the pros and cons of testing mid-level IT consultants.   Testing to Achieve Results While interviews can often be subjective and based on the opinions of individuals, tests can..

Alex Masse

In some tech-driven careers, it can feel as though you are navigating between two worlds: the technical and non-technical. You have to have the technical expertise, but soft and interpersonal skills are also becoming increasingly important. As a consequence, professionals who interview for SAP and software engineering positions need to demonstrate these 6 abilities throughout the hiring process:   Use simple language to communicate complex ideas You know what you mean, but .   If you need to use a technical term or jargon, try to find an analogy you can use to help explain and communicate your message.   The closer your language is to another person’s language and knowledge-base, the better you’ll be able to communicate with them. Show the interviewer that you’re conscious of this and can work with managers and employees who don’t share your technical acumen.   Recognize different workstyles What do you know about the people you’ll be working with, reporting to, and communicating when you begin working? Do they work with their hands? Are they used to seeing written outlines or drafts?   Ask the interviewer questions that will . The more you know about the people you’re trying to work with, the better you’ll be able to create workflows and communication protocols that fit best with the existing company culture and employee work habits.   Pay attention to detail Over the course..

Alex Masse

Researching an Employer Before Your Next Job Interview Knowledge is power, and when it comes to acing your next interview … research is the answer. Researching employers is one of the best ways to stand out against other applicants. Employers are looking for forward-thinking employees that do their due-diligence. They want employees that are interested in what they do, that fit in with their culture, and believe in what they offer. By researching employers before you step in the interview room, you'll have the information you need to provide tailored answers to their questions. Moreover, you'll also be able to assess whether that employer is right for you. With that in mind we thought we'd put together a guide to help you research an employer before your next interview.   Explore their company website When you start your research your first port of call should be their company website. Here you'll find the public face of their company – the information they promote to prospective clients and employees. First and foremost, you'll need to find out what the employer does.  There should be a clear guide to the services they offer on their website. If this information is vague, this could be cause for concern … or at least an opportunity for discussion. On the employer's “About” page, you should be able to find their “Mission” and “Values” statements. This..

Alex Masse

How to Optimise Your LinkedIn Profile To Appeal To Recruiters A growing proportion of all career openings are now being filled by recruiters finding and approaching their ideal hires online. Correspondingly, fewer roles are being filled via advertising, which means that the next time you want to change jobs you can’t rely on finding and applying for jobs yourself. Consequently - and irrespective of whether you are actively considering a career move - to be in the running for the best positions you have to have a Linkedin profile that will be found by recruiters and that will quickly win them over when they find it. This blog is aimed at providing quick wins to help you craft a LinkedIn profile that will get noticed by recruiters and will make you stand out as a strong candidate. The backdrop to this is that LinkedIn have changed the site in ways that impact you as a candidate, including standardising the layout of LinkedIn profiles. This has elevated the importance of certain elements of your LinkedIn profile, whilst demoting others. Here’s everything you need to act on to achieve those quick wins.   Making a positive first impression There's one part of your LinkedIn profile that will be seen more than anything else. That's the combination of your name, photo and headline - as appears at the top of your profile page...

Alex Masse

The Growing Importance of Employer Branding   Whether you've considered it or not, one thing's for sure, you already have an employer brand. It grows day by day and is a direct result of both your company's actions, and your ability to communicate them to the wider world. It is best defined by how your organisation is perceived; and includes everything from the way you do business, to the way you treat your staff.   Across the board, we're hearing from business leaders struggling for talent. A PwC survey  found that 73% of CEOs are concerned about the availability of key skills. If you also consider that a Glassdoor survey found 3 in 4 full-time workers are open to or are looking for a new job, and 84% would consider leaving their current company if another employer with an excellent reputation offered them a job, it's clear that employers have plenty to worry about. Even with a high number people seeking work, to quote a Deloitte report, “There’s a paradox of scarcity among plenty … today’s high unemployment rate does not mean the talent will be there when you need it.” It's a brave new world out there. Candidates are more well-informed about employers, and increasingly expect more from their working life. Today's candidates want to work for an organisation that simultaneously fits in with their values, and makes them..

Alex Masse

Contractors or Permanent employees?  It is often the case companies believe they have the universal right answer to that question. They can often be wrong. That is the case as there is not always a straight answer to the question – in the broader sense, of course. The decision on whether to hire a permanent employee or a contractor should be based more on the situation rather than the company’s preference. Below, I share a few important aspects to evaluate before deciding which way to go.   Nature of the job The nature of the job to be performed is one of the main aspects to analyze. Are you hiring someone to perform an activity that is within the company’s main focus or is It an accessory type of work? Whenever the job is part of the company’s core activity/product and the knowledge necessary to perform it is of value, it is a good bet to explore a permanent hire. If the focus of the job is not part of the company’s main focus, it could be best to hire a contractor. It is always better to develop and keep the knowledge around the heart of your company with you. Whenever it is an accessory skill, then a temporary specialized solution could be best.    Duration Another important aspect to beware of before deciding which way to go is for..

Alex Masse

How To Harness Social Media To Boost Your Candidate Experience   Social media has had a massive impact on hiring markets worldwide. The role of LinkedIn - and the ability it’s given recruiters to find and approach their ideal candidates - has received the lion’s share of media coverage. However, it's the relationship between candidates and recruiters that has arguably been transformed more than anything else. Let's reflect back in time for just a moment.   You don't need to have that long a memory to be able to picture a time when candidates were treated almost with disdain. Only a decade ago, most openings were still being publicly advertised and employers would ask candidates to submit an application if interested. This could be described as the “Black Hole” era. Candidates had little scope to talk to recruiters or other people in the business prior to submitting an application. The decision to apply was taken on the strength of the advert copy itself and what little else the candidate knew about the company and its reputation. Communication was not two way, only upon reaching the interview stage would a candidate have the prospect of talking to anyone within the business. For most, applying to jobs meant their applications disappearing into a Black Hole and often hearing nothing further about the opportunity.   Contrast that scenario with the situation today. We’re..