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RECRUITMENT

You can use the following link to schedule a 15-30 minute phone call or virtual meeting:

https://tidycal.com/dave-at-360/recruitment-consultation

We can discuss your biggest talent challenges and look at how we can help you to hire smarter, engage your workforce, and retain your best talent.

  1. Save money: Depending on the level of position, the cost of a bad hire is 3-5x the salary. So, if you are hiring someone with a salary of 10000, the cost of making the wrong hire is 300000-500000.  Working with a recruitment agency ensures that you are getting access to the right talent for your team, business, and mission.
  2. Save time: As the complexity of roles increase, so does the time to hire. On average, it is taking 3-6 months for companies to make a hire.  Working with a recruitment agency can save you 2-6 months in recruiting time.
  3. Make better hiring decisions: Only 30% of candidates are actively looking for a new role. Recruitment agencies use recruitment software to manage an up-to-date list of qualified candidates, which means you get access to the other 70%.  By having access to the entire talent pool, you can make better hiring decisions that increases retention.

 

Before contacting a recruitment agency, it’s important to research the following:

  1. Industry expertise
  2. Track record of success 
  3. Reputation
  4. Services offered
  5. Fees Structure
  6. Testimonials and Case studies

By researching these factors, you can gain a better understanding of an agency’s capabilities and how they can help you find the right talent for your business. Additionally, it will give you a good idea of what to expect from the partnership and how you can work together to achieve your recruitment goals.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/what-should-i-look-for-in-a-recruitment-agency/

There are several reasons why a business might consider contacting a recruitment agency:

  1. High Volume Hiring: If your business is experiencing rapid growth or is in need of filling multiple roles quickly, working with a recruitment agency can help you find a high volume of qualified candidates in a short period of time.
  2. Difficulty in Finding Qualified Candidates: If your business is struggling to find qualified candidates through traditional recruitment methods, working with a recruitment agency can give you access to a wider pool of candidates and the expertise of recruitment professionals.
  3. Specific Skills and Experience: If your business requires employees with specific skills and experience, such as those in the technology or healthcare industries, working with a recruitment agency can help you find candidates with the right qualifications and experience.
  4. Time Constraints: If your business is short on time to devote to the recruitment process, working with a recruitment agency can save you time by handling the sourcing, screening, and interviewing process.
  5. Lack of Recruiting Resources: If your business does not have a dedicated human resources department or the resources to manage the recruitment process effectively, working with a recruitment agency can provide you with the resources and expertise you need to find the right candidates.
  6. Remote Hiring: If your business is looking to hire remote employees, working with a recruitment agency can help you find qualified candidates from different locations and provide support with managing remote employees.

Businesses should consider contacting a recruitment agency when they are in need of high volume hiring, struggling to find qualified candidates, require specific skills and experience, have time constraints, lack of recruiting resources, or looking for remote hiring. A recruitment agency can provide the resources and expertise businesses need to find the right candidates, even in a competitive job market.

  • Retained Recruitment Service: For challenging and complex requirements such as difficult location, time-sensitive, niche skills, hard-to-fill, seniority, a Retained Recruitment Service should be considered. A Retained Recruitment Service allows a rigorous methodology process to be used along with allocating more resources such as time, data, and technology.  To get started, there will usually be an upfront fee, followed by payments by instalments according to milestones in the recruitment process.
  • Contingency Recruitment Service: For straightforward, everyday hires, we recommend a Contingency Recruitment Service – no win no fee and there is no commitment on either side. Contingency Recruitment Services don’t require a retainer upfront. A one-off fee is only paid once the position has been successfully filled.

For challenging and complex requirements to your roles such as difficult location, time-sensitive, niche skill, hard to fill, senior position, or multiple hires, a more rigorous methodology process along with more data and technology is required.  For these situations we recommend you choose a Retained Recruitment Service:

  • This kind of agency will usually take part in head-hunting and other, more time-consuming, yet effective activities.
  • Get access to an extensive networks of highly qualified candidates, increasing your chances of finding the right person, and reducing the risk of a bad hire.
  • They are also likely to invest more resources into approaching candidates directly (headhunting), rather than relying on responses to job ads

If the employee leaves within a set period (often the three-month probation period), the agency will either replace them for free, or refund the fee paid (or in some cases, a percentage of the fee paid).

Typically the rebate period is:

  • Up to 4 weeks: A new applicant is supplied free of charge or a rebate of 100% of the fee.
  • 5-8 weeks: A rebate of 40% of the fee.
  • Week 9-12: A rebate of 20% of the fee.

We don’t use rebate periods.  In fact, we will only charge a fee once the following milestones are met:

  • 1st day of work = 1/3 of the fee
  • 3-month anniversary = 1/3 of the fee
  • 6-month anniversary = 1/3 of the fee / remainder of fee

Recruitment agencies charge a fee based on the level of superiority/complexity, which is typically reflected by the salary.  Some agencies will charge a percentage of either the base salary or the overall salary package (salary + bonus and benefits). As the salary increases, so does the percentage.      

We charge a fee based on the salary only and the fee is agreed before the commencement of our recruitment service.  That way there is full transparency on pricing right from the start.

Large recruitment agencies work with multiple organisations at any given time.  Recruiters will on average be working on 10-20 vacancies for a number of clients.  They tend to rely on their candidate database to source candidates.  The point of contact is usually an Account Manager who has a team of junior staff sourcing for them.

Small recruitment agencies specialise in different areas and will only work with a small amount of companies on a small number of roles.  Small recruitment agencies tend to use more complex recruitment software and data to perform rigorous searches for niche requirements.  Your point of contact is the person who is recruiting on your behalf, who will often provide regular benchmarking reports.

As the complexity of roles increase, so does the time to hire. On average, it is taking 3-6 months for companies to make a hire. This is a worrying statistic as most candidates begin to lose interest within 2 weeks of applying.

Depending on the level of complexity, on average you will save 2-4 months in your recruitment.

For challenging and complex requirements to your roles such as difficult location, time-sensitive, niche skill, hard to fill, senior position, or multiple hires, a more rigorous methodology process along with more data and technology is required.  For these situations we recommend you choose our Retained Recruitment Service, which use the following payment milestones:

  • Upfront retainer fee: 20% of fee.
  • Successful candidate’s first day of work: 40% of fee.
  • On the 6-month anniversary: 40% of fee (remainder).

For straightforward, everyday hires, we recommend our Contingency Recruitment Service – no win no fee and there is no commitment on either side. For our Contingency Recruitment Service, a fee is only charged once the successful candidate starts working for you. 

There are several reasons why a business might consider contacting a recruitment agency:

  1. High Volume Hiring: If your business is experiencing rapid growth or is in need of filling multiple roles quickly, working with a recruitment agency can help you find a high volume of qualified candidates in a short period of time.
  2. Difficulty in Finding Qualified Candidates: If your business is struggling to find qualified candidates through traditional recruitment methods, working with a recruitment agency can give you access to a wider pool of candidates and the expertise of recruitment professionals.
  3. Specific Skills and Experience: If your business requires employees with specific skills and experience, such as those in the technology or healthcare industries, working with a recruitment agency can help you find candidates with the right qualifications and experience.
  4. Time Constraints: If your business is short on time to devote to the recruitment process, working with a recruitment agency can save you time by handling the sourcing, screening, and interviewing process.
  5. Lack of Recruiting Resources: If your business does not have a dedicated human resources department or the resources to manage the recruitment process effectively, working with a recruitment agency can provide you with the resources and expertise you need to find the right candidates.
  6. Remote Hiring: If your business is looking to hire remote employees, working with a recruitment agency can help you find qualified candidates from different locations and provide support with managing remote employees.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/what-should-i-look-for-in-a-recruitment-agency/

Recruiting without bias is a challenge that many hiring managers face, yet it is essential to prevent discriminating against candidates and make fair hiring decisions. Bias can impact the recruiting process by causing recruiters to miss out on highly qualified applicants and sometimes leading to poor hiring decisions. In fact, biases can influence our decisions to such an extent that we can make choices that favor one candidate or group over others, which can impact team satisfaction, a company’s bottom line and society in general.

It is crucial to recognize the types of unconscious biases that can occur during the hiring process to prevent them from affecting your decision-making. There are six common types of biases that recruiters need to be aware of:

  1. First Impression
  2. Group Think
  3. Halo Effect
  4. Similarity Bias
  5. Gender Bias
  6. Cluster Illusion

By recognizing bias within ourselves, we can move towards unbiased hiring. This can help us choose from a more diverse talent pool, improve candidates’ application experiences, hire skilled candidates based on facts rather than feelings, avoid costly mis-hires, and create a sense of belonging that encourages team members to stay with the company longer. Having a diverse and inclusive team comes with many benefits.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/6-types-of-hiring-biases-and-how-to-overcome-them/

The halo effect is a cognitive bias that occurs when a positive impression of a person, thing, or brand influences our overall perception of that entity. In other words, if we have a positive perception of one aspect of something, we tend to have a positive perception of everything else associated with it. For example, if we see a beautiful woman, we may assume that she is intelligent, kind, and trustworthy, even if we have no evidence to support those assumptions.

The halo effect can have a significant impact on the recruitment process, leading to biased hiring decisions that can ultimately harm your company’s success. When recruiters are influenced by the halo effect, they may overlook important job requirements and hire candidates who are not a good fit for the position.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/what-is-the-halo-effect-and-how-it-affects-your-hiring-decisions/

Leaders can ensure that they are making effective recruitment decisions by taking the time to develop clear and accurate job descriptions, using multiple assessment tools to evaluate candidates, involving other team members in the hiring process, and implementing a trial period to evaluate candidates’ performance and fit for the role.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/how-to-recruit-effectively-tips-for-leaders-to-hire-the-right-talent/

Three colleagues working together on laptop
RECRUITMENT STRATEGY

You can book a 30 minute demo of the Predictive Index Software by using the following link:

https://tidycal.com/dave-at-360/pidemo 

We can discuss your biggest talent challenges and look at how we can help you to hire smarter, engage your workforce, and retain your best talent.

A recruitment strategy is a plan that outlines how a company will identify, attract, and hire new employees. It includes details about the types of positions that need to be filled, the qualifications and skills required for those positions, the recruitment channels that will be used, and the budget and resources allocated for the recruitment process.

A recruitment strategy is important for several reasons:

  • It helps companies identify their current and future workforce needs.
  • It allows companies to plan and budget for recruitment efforts effectively.
  • It helps companies attract the right candidates who are a good fit for the company’s culture and values.
  • It ensures that the recruitment process is consistent and fair.
  • It helps companies improve the quality of their hires.
  • It allows companies to reduce recruitment costs and increase efficiency.
  • It helps companies to be proactive in their recruitment approach, identifying and attracting the best talent before they become active job seekers.
  • It helps companies to build a strong employer brand and attract top talent.
  • It enables companies to stay competitive in the job market by keeping up with the latest recruitment trends and best practices.
  • It allows companies to manage expectations of the hiring managers and HR team by providing a clear direction and goal for the recruitment process.

Overall, a recruitment strategy is essential for companies to attract and retain the best talent, reduce recruitment costs, improve the quality of hires and stay competitive in the job market.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/how-to-improve-your-recruitment-strategy/

Companies typically develop a recruitment strategy by first identifying their staffing needs and then determining the best sources for finding qualified candidates. This can include recruiting from within the company, using job boards and online platforms, working with recruitment agencies, and attending job fairs and networking events.

The recruitment strategy should also consider factors such as the company’s brand and reputation, as well as the specific skills and qualifications required for the open positions. Additionally, many companies will develop strategies to attract and retain diverse candidates, such as implementing diversity and inclusion initiatives.

Companies may also use data analytics to evaluate the effectiveness of their recruitment efforts and make adjustments as needed.

Companies measure the effectiveness of their recruitment strategy by tracking various metrics such as:

  • Time-to-fill: the amount of time it takes to fill a position, which can indicate the efficiency of the recruitment process.
  • Cost-per-hire: the total cost of recruiting a new employee, including advertising, agency fees, and internal costs.
  • Applicant-to-hire ratio: the number of applicants versus the number of hires, which can indicate the quality of the candidates.
  • Retention rate: the percentage of new hires who stay with the company for a certain period of time, which can indicate the effectiveness of the recruitment process in identifying the right candidates for the company culture.
  • Diversity statistics: the representation of diverse candidates and hires, which can indicate the effectiveness of diversity and inclusion initiatives.
  • Employee satisfaction: Surveying new hires and employees on their satisfaction with the recruitment process.

Companies use these metrics to evaluate the effectiveness of their recruitment strategy and make adjustments as needed. They also use data analytics to identify trends and patterns, and make better decisions in the future.

Companies evaluate the cost-effectiveness of their recruitment strategy by comparing the costs of recruiting new employees to the benefits they provide to the company. One way to do this is by calculating the cost-per-hire, which is the total cost of recruiting a new employee, including advertising, agency fees, and internal costs. This metric can help companies determine if the cost of their recruitment efforts is reasonable in relation to the value of the new hires.

Another way companies evaluate the cost-effectiveness of their recruitment strategy is by comparing the cost of different recruiting methods. For example, recruiting through employee referrals is often less expensive than recruiting through job fairs or recruitment agencies. By comparing the costs and benefits of different recruitment methods, companies can make informed decisions about where to allocate their resources.

Additionally, companies also evaluate the return on investment (ROI) of their recruitment strategy by evaluating the performance of the newly hired employees, the retention rate of the employees, productivity, and the overall impact of the new hires on the company’s bottom line.

Overall, companies use various metrics, analysis and evaluations to determine the cost-effectiveness of their recruitment strategy, and make adjustments as needed to optimize their recruitment efforts and maximize the return on investment.

Only 30% of candidates are actively looking.  That means you must do so much more to attract the other 70%.

By improving your Employer Branding, you give yourself the best chances of attracting the best talent that is right for your team, business, and mission.

To help improve employer branding, incorporate more stakeholders into creating your job descriptions.  Having a 360 view on recruiting expectations will help to create realistic expectations of the role and minimise bias.

Why not consider using a Job Assessment by Predictive Indiex?

  • Completing this process helps you X-ray each job and identify the underlying traits that will lead to success in each specific role. The assessment can be created by a single user or taken collaboratively by a team of stakeholders. Once all the input is given, we’ll generate a job target that will serve as your guide to making a great hire.
  • The Job Assessment creates a Job Description, which you can use to better advertise your vacancies.

Understanding Your Company’s Goals and Objectives:

  • Before beginning to craft a job description, it’s important to start by understanding your company’s goals and objectives. It’s essential to have a clear understanding of the role and what your company is looking for in a candidate. Consider what the needs and expectations of the position are and how the new hire can help your company achieve its goals.

Crafting an Accurate Job Description

  • Once you have a clear understanding of the role and the skills needed to fill it, you can begin constructing the job description. Start by crafting a job title that accurately reflects the position and its responsibilities. Make sure the job title is attractive and stands out from other job postings.
  • Next, outline the duties and responsibilities of the position. Be sure to include a summary of the role and what it will entail. Also include a list of the required skills, qualifications, and experience for the position. Make sure to include any additional benefits or perks that your company offers.

Using Keywords to Reach the Best Candidates

  • Using the right keywords in the job description is vital to attracting the best candidates. This means that you should include industry-specific terms, technical skills, and other related words that will grab the attention of qualified candidates.
  • Be sure to include a list of the top skills and qualifications that the company is looking for in a candidate. This will help to ensure that the right people will be applying for the position.

Making Your Job Descriptions Stand Out

  • When writing a job description, it’s also important to make sure that it stands out. This means that you should include any unique benefits your company offers, such as flexible work hours or remote work options. You should also make sure to include any company culture information, such as team outings or any other team-building activities.
  • Including this information will help to make your job description more attractive to potential candidates. It also sends a message to applicants that your company is invested in its employees and in providing a great workplace culture.

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/writing-job-descriptions-that-attract-top-talent/

Assessment Tools are increasingly being used by companies to measure more data points as part of their recruitment processes. 

The jobs of tomorrow are not the jobs of today.   As roles become more complex and rely more and more on soft skills, so too does the need to better predict future behaviour, motivations, and drives.  By predicting behaviour, motivations, and drives, gives you a much higher predictor value for future performance, whilst minimising bias.

There are a number of great Assessment Tools available and 360 Talent Solutions partners with Humanostics to provide the following assessments to companies in the UK and across Europe:

  • Predictive Index Job Assessment™
  • Predictive Index Cognitive Assessment™
  • Predictive Index Behavioral Assessment™

Are you interested in learning more?  

Read the latest blog: https://360talent-solutions.com/make-better-hiring-decisions-with-behavioural-data/

Candidate assessment tools such as DISC, Hogan, and Predictive Index provide a panoramic insight by measuring what is beneath the surface.

When it comes to predicting future performance, technology is key:

  • Education, years of experience, and references all have low predictive value. Yet, we rely on these for screening early in the recruitment process.
  • Cognitive and Behavioural Assessments, have much higher predictive value, and when combined with interviews, provide the most effective method for predicting future performance.

Measuring more relevant data earlier in the recruitment process:

  • Relieves the time pressure at each stage of the recruitment funnel
  • Saves hundreds of staffing hours
  • Improves interview ratios
  • Saves money
  • And provides a better candidate experience

Are you interested in learning more?  

Read the latest blog:  https://360talent-solutions.com/how-can-behavioral-assessments-improve-your-recruitment/

 

Assessment Tools help you to align your business strategy to your people strategy.  By measuring and better understanding your individual team member’s behaviours, drives, and needs, you can create high performing teams.

Incorporating assessment tools such as behavioural assessments into your learning and development can help to build stronger teams and better leaders, whilst providing the framework for a common language to be used by key stakeholders.

If you plan on assessing a small amount of candidates each year, then the pay per assessment will be more cost effective.

However, if you plan on making multiple hires and want to make the best hiring decisions by measuring more data earlier, then the Licence Agreement is best for you.  By assessing more candidates earlier in the process, you are able to include candidates that are the right fit for your team, company, and mission, whilst minimising bias in your recruitment decisions.

Whilst there a numourous Behavioural Assessment available, we took a closer look at the numbers for Behavioural Assessments by Predictive Index.

Studying the Accuracy of the PI BA Reports
Between May 2018 and August 2019, the PI science team conducted a study, titled “Report Accuracy,” to assess the accuracy of the PI BA reports. Participants were directed to a survey hosted by GetFeedback, Inc. and asked to rate the accuracy of their PI BA report. Over the course of the study, an average of 59 responses were collected per week, with a total of 4,032 participants completing the survey between May 25, 2018, and September 9, 2019.

Results of the Study
Of the 4,032 participants, 3,535 (88%) completed the survey for their own PI BA report, while 497 (12%) completed the survey for a report that was not their own. When asked to rate the accuracy of the PI BA report, the participants provided an average rating of 4.4, with 86% of respondents providing a rating of 4 or 5, both of which are considered to indicate high report accuracy.

Reference Profile-Specific Results
The PI science team was able to match participants’ feedback and ratings to their Reference Profiles, which categorize a variety of behavioral patterns. The results showed that the majority of participants felt their PI BA report accurately described their behavioral drives, regardless of their Reference Profile.

The Numbers Speak For Themselves
The results of the study conducted by the PI science team at Predictive Index speak for themselves. The vast majority of participants felt that their PI BA report accurately described their behavioral drives, and the high ratings received indicate the validity and reliability of the PI BA.

Are you interested in learning more?

Read the latest blog: https://360talent-solutions.com/exploring-the-accuracy-of-predictive-indexs-behavioral-assessment/

 

If you are looking for a solution to help with pre-employment screening and selection, the PI Behavioral Assessment™ may be the better choice. However, if you’re more focused on improving communication and managing others, the DiSC Personality Profile may be a better fit. Ultimately, it’s important to carefully consider the strengths and limitations of each solution before making a decision.

Are you interested in learning more?

Read the latest blog: https://360talent-solutions.com/what-is-the-right-assessment-tool-for-your-organization-disc-or-the-predictive-index/https://360talent-solutions.com/exploring-the-accuracy-of-predictive-indexs-behavioral-assessment/

Yes, the Predictive Index is GDPR compliant.

Predictive Index has taken several steps to ensure that it complies with the regulation’s requirements.

Are you interested in learning more?

Read the latest blog: https://360talent-solutions.com/is-predictive-index-gdpr-compliant/

Predictive Index (PI) is a leading provider of psychometric assessments, offering a range of tools to help companies make better hiring and talent management decisions. Founded in 1955, PI has a long history of providing reliable and valid assessments to organizations around the world.

Their assessments can help you to:

✅ Identify skill gaps in your organisation.

✅ Better understand job requirements and create job profiles.

✅ Better screen and select candidates.

✅ Identify internal talent for promotion and succession planning.

✅ Increase hiring accuracy

✅ Reduce time and costs to your hiring process.

✅ Improve employee engagement and retention.

 

Are you interested in learning more?

Read the latest blog: https://360talent-solutions.com/how-predictive-index-can-help-you-overcome-skill-shortages-in-your-industry/ 

CV/RESUME

A CV (curriculum vitae) is a longer and more detailed document that is typically used when applying for academic or research-related positions. It includes a comprehensive listing of an individual’s educational and professional history, publications, and other achievements.

A resume, on the other hand, is a shorter document that summarizes a person’s work experience and qualifications for a specific job or industry. It is typically used when applying for non-academic or non-research-related positions.

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/what-is-the-difference-between-a-resume-and-a-cv/

Common cliches to avoid in a resume include:

  • Using overly formal or elaborate language
  • Making exaggerated or grandiose statements
  • Using overly general or meaningless buzzwords, such as “team player” or “results-driven”
  • Including irrelevant information, such as your hobbies or a personal statement
  • Using a generic template or format
  • Including typos or grammatical errors
  • Focusing too much on your responsibilities rather than your accomplishments

It’s important to make your resume stand out and highlight your unique qualifications and experiences, rather than relying on cliches or generic language. Instead, use specific examples and quantify your achievements to demonstrate your value to potential employers.

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/what-are-the-most-common-cliches-to-avoid-in-a-resume/

In Switzerland, there are no specific legal requirements for a resume. However, it’s important to keep in mind that certain information should not be included in a resume as it is protected under Swiss law.

    1. Discrimination: It is illegal to discriminate on the basis of race, gender, age, religion, sexual orientation, or disability. This means that you should not include information on your resume that could be used to discriminate against you.
    2. Personal Information: It is illegal to include sensitive personal information such as your date of birth, marital status, or health information.
    3. Language: It is important to write your resume in a clear and professional manner, using proper grammar and spelling.
    4. Privacy: It is important to protect your privacy. Therefore it is not recommended to include your contact information like phone number or email address on the resume but rather in a cover letter.
    5. Misrepresentation: It is illegal to provide false or misleading information on a resume.

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/what-are-the-resume-guidelines-and-recommendations-for-switzerland/

To update your CV, follow these steps:

Review your current CV and make a list of any information that is no longer relevant or accurate.

Add any new information that is relevant to your job search, including any new skills, education, or work experience.

Make sure your CV is well-organized and easy to read, with clear headings and bullet points.

Use a professional font and layout.

Proofread your CV for grammar and spelling errors.

Consider getting feedback from a mentor or career counselor to make sure your CV is as strong as it can be.

It’s also good to have different versions of your CV tailored to specific job applications, highlighting the most relevant skills and experiences for each position.

The three main parts of a CV that you should update first are:

  1. Education: Make sure that the education section of your CV is current and accurate, including any degrees or certifications you have earned since your last update.
  2. Work experience: Update your work experience section to include any new jobs or promotions you have had, and make sure the information is relevant to the job you are applying for.
  3. Skills: Make sure to include any new skills you have acquired, and highlight those that are most relevant to the job you are applying for.

It’s also important to update your contact information, and consider adding a professional summary or objective statement that highlights your qualifications and career goals.

There are a few key elements that should be included in the structure of your CV:

  1. Contact information: Include your name, address, phone number, and email address at the top of your CV so that employers can easily contact you.
  2. Professional summary or objective statement: This should be a brief statement that highlights your qualifications and career goals, and should be tailored to the specific job or promotion you are applying for.
  3. Education: List your educational background, including the degrees you’ve earned, the institutions you attended, and the dates of graduation.
  4. Work experience: List your work experience in reverse chronological order, starting with your most recent job. Include the job title, company name, and dates of employment. Describe your responsibilities and accomplishments in each role, using specific examples and action words.
  5. Skills: List the skills that are most relevant to the job or promotion you are applying for. This can include both technical skills, such as proficiency in a specific software program, and soft skills, such as strong communication or leadership abilities.
  6. Certifications, trainings, and professional development: Include any relevant certifications, trainings, or professional development you have completed.
  7. Awards and recognition: If you have received any awards or recognition for your work, include them in your CV
  8. Additional sections: Depending on your field, you might want to include additional sections, such as publications, presentations, or volunteer experience.

It’s also important to make sure that your CV is well-organized and easy to read, with clear headings and bullet points, and use a professional font and layout.

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/what-is-the-right-cv-for-me/

2 professionals shaking hands
INTERVIEWING

Behavioral interview questions are a type of interview question that ask the candidate to describe specific examples of past behavior in order to predict how they may behave in the future in a similar situation. These questions are often framed in the format of “Tell me about a time when…”, and are designed to uncover a candidate’s skills, experiences, and attitudes that are relevant to the job they are applying for. Examples of behavioral interview questions include: “Tell me about a time when you had to work on a team project under a tight deadline,” or “Can you give an example of a difficult problem you solved in your previous job?”

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/how-do-i-answer-behavioural-questions-in-an-interview/

Interviewers ask behavioral questions for a number of reasons. Some of the main reasons include:

  1. To assess a candidate’s qualifications: Behavioral questions allow interviewers to gather specific examples of a candidate’s skills and experiences, which can help them determine whether the candidate is qualified for the job.
  2. To predict future behavior: As mentioned, behavioral questions are based on the idea that a candidate’s past behavior is a good indicator of their future behavior. By asking about specific examples from the candidate’s past, the interviewer can gain a better understanding of how the candidate is likely to handle similar situations in the future.
  3. To evaluate problem-solving and decision-making skills: Behavioral questions often ask candidates to describe situations where they had to solve problems or make decisions. This allows interviewers to evaluate the candidate’s ability to analyze information, identify issues, and come up with solutions.
  4. To evaluate soft skills: Behavioral questions can also be used to assess a candidate’s soft skills, such as communication, teamwork, and leadership.
  5. To get a sense of how the candidate will fit in the company culture: Behavioral questions also help interviewer to understand how the candidate’s personality, work ethic, and values align with the company’s culture.

Overall, behavioral interview questions are a powerful tool for interviewers to gain a better understanding of a candidate’s qualifications, skills, and work style, which can help them make more informed hiring decisions.

Are you interested in learning more?  

Read the latest blog: https://career-optimiser.com/how-do-i-answer-behavioural-questions-in-an-interview/

Some common behavioral interview questions include:

  1. Tell me about a time when you had to work on a team project under a tight deadline.
  2. Can you give an example of a difficult problem you solved in your previous job?
  3. Describe a situation when you had to handle a difficult customer and how did you handle it?
  4. Can you tell me about a time when you had to make a difficult decision?
  5. Can you give an example of a situation where you had to adapt to a change at work?
  6. Can you tell me about a time when you had to go above and beyond the call of duty in order to complete a project?
  7. Describe a situation when you had to work with a difficult coworker and how did you handle it?
  8. Can you tell me about a time when you had to learn a new skill quickly?
  9. Describe a situation when you had to present a complex idea to a group of people?
  10. Can you give an example of a situation when you had to work under pressure?

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Read the latest blog: https://career-optimiser.com/how-do-i-answer-behavioural-questions-in-an-interview/

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