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Are you an employer, or looking for guidance on hiring? Below, you’ll find all our employer insights to help with everything from interviewing to interpreting market trends.
Onboarding can make or break an employee’s experience when starting a new role. Research by Gallup found that only 12% of “employees strongly agree their workplace does a great job of onboarding new employees.” [1] Considering a great onboarding experience can improve employee retention rates by 82%, neglecting these process can be both costly and
When it comes to onboarding new employees, the office manager’s job description isn’t just about setting up a new starter’s computer, phone and official documents. As you’re in the unique position of working across all departments, you can also play an integral role in the successful onboarding of new employees through more informal means. We
Regardless of the market, finding the perfect candidate for the role can be tough. To ensure you win the affections of your chosen star, stick to these five rules: 1. Become an employer of choice Becoming an employer of choice is as much about employee branding as it is about simply being a fantastic company to
When hiring permanent staff, good open-ended interview questions can provide a perfect opportunity to break the ice with nervous candidates. They can help to paint a picture of prospective employees in a broader sense by allowing them the opportunity to tell their story in an unstructured way. Hopefully, these should prompt unrehearsed responses, resulting in
When hiring a executive assistant, PA or other administrative position, it is essential to get the interview right. The judgement you make at the end could have dramatic consequences for your team or your business. Therefore, before every meeting with a potential employee, it is worth taking the time to prepare, going through the questions you
Recruiting is no walk in the park. Most hiring managers will know that a bad appointment could potentially cost their business threefold: the cost of searching, the cost of hiring, and the cost of training. So it’s all the more important to get it right first time. Having a structured hiring policy will play an
Sometimes, once your recruitment agency has presented you with a shortlist, you may prefer to carry out a telephone interview ahead of a more formal face-to-face meeting or a video interview with a potential candidate. There are several reasons for this; for instance, you might be looking to relocate someone from another country or have
We remind our candidates daily, ‘Don’t forget to prepare!’. If they want the job, they need to show that they’ve completed their research by being able to talk intelligently about the role and business. It’s the same advice for you, hiring managers. If you’re looking to hire an executive assistant, for example, you’ll need to
20 years ago, most workers would leave school or university, find themselves a job and work their way up the ladder, staying within the same company for five, 10 or even 20 years. As such, the idea of ‘longevity’ on a CV stuck, as employers looked for employees who could demonstrate their loyalty. The idea
When recruiting a new permanent role, it goes without saying that if you’re looking for the best, you’ll probably need to go above and beyond to find them, let alone secure their interest and employ them. It’s also likely they already have a job, so what can you do to stand out? Where can you
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