How to ask a candidate why they declined an offer…

Skilled talent is getting harder and harder to come by. According to Google research, 89% of businesses are experiencing a skills shortage and more than half (54%) feel it’s harder to find skilled talent now than three years ago. With so much at stake, it’s no wonder businesses are choosing to investigate why candidates decline job offers at their organisation.

We reveal the 6 most common reasons candidates reject an offer, what businesses are doing to stand out in the competitive market, and how to ask a candidate why they declined an offer.

Reasons to decline a job offer

1. No sense of ethics or values

Today’s candidates are attracted to employers with solid values, especially regarding diversity, equity, and inclusion (DEI)  and environment, social and governance (ESG) . In fact, over half (53%) of younger workers  will reject an employer they perceive as unethical, and 22% of 18 to 34-year-olds say they hold corporate values above salary when looking for an employer.

Related: What’s your company’s EVP? (Employee Value Proposition)

2. Lack of flexibility

Flexibility is essential to professionals, especially in the wake of the pandemic. As a result, many of them expect a certain degree of flexibility regarding how they work — whether that’s a choice of in-office days or the ability to adapt their working day to suit their lives

Research for the 2023 Salary Guide showed that employers were consistently failing where work-life balance was concerned, and potential employees will be on the lookout for this. However, almost a third (31%) of employers recognised that flexibility was a crucial sticking point for candidates. As a result, they use it alongside competitive salaries to attract talent.

3. Remuneration negotiation

Benefit and salary negotiations can draw out your recruitment process, so ensuring your initial offering is attractive enough before you begin is essential. Excessive haggling and negotiation can leave a bitter taste in a candidate’s mouth and makes your offer look uncompetitive compared to the others they’re getting.

4. Candidates didn’t get a sense of company culture

Professionals aren’t just accepting a role; they’re also opting to join a company culture. Positive relationships with their teammates make them 2.7 times more likely to be happy in a job.

By not sharing the company mission or describing the personality traits of an ‘ideal teammate’, you’re missing the opportunity to paint a picture of the unique dynamic that sets you apart from competing businesses.

5. No opportunity for progression

Because career goals are never static, one of the most attractive aspects of a new role is the growth prospects on offer. According to research by Gallup, the highest-quality candidates will use interviews to assess the level of opportunity on offer and base an acceptance on this.

Failure to ask interview questions designed to reveal your candidate’s favoured career path and not explaining how your business can offer progression along the same trajectory is an oversight that can cost you a first-choice candidate. If opportunities to progress are not clear from application or interview, it stands a good enough reason for candidates to decline a job offer. 

Related:  The Top 10 Traits of People Who Advance in Their Careers

6. The work doesn’t offer a valuable experience

When asked what drives happiness at work, the top-ranking responses from employees were gaining a sense of accomplishment and undertaking interesting, meaningful work. Daily tasks which are too complex or too easy will fail to satisfy an employee and may cause them to drop off before the end of probation (if they accept the job at all).

It’s helpful to advertise the aspects of the job which offer the opportunity to lead or participate in key projects, the ability for professionals to set targets and goals, and to take ownership of their own tasks.

How to ask a candidate why they declined an offer

1. Put your personal emotions on the back burner

It can be hard not to react strongly after your job offer has been declined, but it’s imperative you keep a cool head before responding. This might mean taking a beat before responding or leaving the email for an hour or two to help create distance. Clapping back is a sure-fire way to push that candidate further out of reach and garner a bad reputation at the same time.

2. Ask for more information

Politely ask whether the candidate would be happy to share why they’ve rejected the job offer. Let them know they’re more than entitled to walk away without giving feedback but that their answers could help you improve your hiring process. Let them know that you’re open to negotiating and that you’re more than willing to make the offer more attractive.

3. Identify potential to negotiate

If your candidate is happy to share more information with you, look for the potential to negotiate. In some instances, you can turn the rejection around with simple changes to your offer. Ask the candidate if they’d reconsider should you come back with a preferable deal. If they decline, respect their answer, and wish them luck for the future.

Hiring new staff amid a talent crunch is incredibly difficult, so it’s worth enlisting expert help. 

Get in touch with our recruitment experts today for access to the best talent.

For more advice on hiring best practices, visit the Cavendish Maine Insights page now. https://www.cavendishmaine.com/news/news

Social Media, whether you are an advocate of it or not, it’s hard to ignore the fact that so many people are on it, use it and market through it. If you are looking to reach a wide audience then it seems that investing in social media is the way forward. These figures released by Moneyzine really highlight just how prolific social media consumption is so if you are looking for a way to boost brand awareness and sales, then it is worth checking out.

As of January 2022, there were 57.6 million social media users in the UK

With YoY growth of 4.6 million or 8.7% shows that social media has never been as popular as it is today. 86% of internet users in the United Kingdom use social media platforms as well, which is above the average percentage in Western Europe.

29% of people in the UK use social media to research brand awareness

I am sure we have all checked LinkedIn or maybe Facebook or Instagram to check out a brand and its products and also its people, alongside the website it is a useful tool to see latest news and product information.

58% of UK and Irish business use social media daily   Using data gathered from social media has proven to be so efficient that most businesses collect new info daily. 31% of organisations do it weekly, 10% monthly, while fewer than 1% of businesses don’t do it at all. With over half the businesses using social media daily, if you are not can you afford not to be?

The average UK social media user spends 1 hour and 48 minutes daily on social media

This is one of the social media addiction statistics UK people can’t be too proud of but it’s still below the global average of 2 hours and 27 minutes. But with this much time spent on the platforms it is a great opportunity to highlight your brand.

35% of UK people chose a competitor when a brand takes too long to respond on social media

Furthermore, 35% of the interviewed consumers also claim they’ll not complete a purchase if they don’t receive a reply to their social media query in time. 18% of them will give a negative review on social media, while 33% will complain about it to their friends and family. If there’s one thing you shouldn’t miss out on as a small business in the UK, that’s investing time and effort into building customer loyalty.

Social Media ads account for 30.3% of the total digital advertising spend in the UK

22.5% of people discover brands through social ads and 15.9% of them do the same through social media comments, last year brands invested around $8.25 billion on social media ads!

For more interesting facts and figures around social media consumption and how brands harness it, check out the full article here Compelling UK Social Media Statistics for 2023 (moneyzine.com)

Running Effective Sales Meetings

Anyone who runs or attends a sales meeting will get home and be asked ‘how did it go?’ and you have to avoid the answer being ‘it was a waste of time’. Whether it’s your first time planning a sales meeting agenda or your 100th, we hope to share some tips from our experience and from Salesforce.com that might help you to get the most from your meetings as this is a skill that top Sales Managers should have.

Why hold a sales meeting?

As a sales leader, meetings with your whole team should be a valuable health check for your business. You can pass down company news and hear what is happening on the ground. Your team can bond, share ideas, learn, hear and be listened to. The sales leader can spot challenges, opportunities, emerging talent and threats.

But the time spent preparing for, conducting and following up has a cost and you need to ensure it has meaning and value. This starts with the agenda.

What is a sales meeting agenda?

A sales meeting is an internal check-in between sales leaders and practitioners at a company and meant to give sales team members the information they need to do their jobs well. Typically the Sales Manager will run the meeting and Sales Representatives and Agents will attend.

Leaders highlight important updates that could include:

– Current company-wide sales performance

– What’s top of mind for the business

– Competitive insights

– What the team’s next priorities should be

The next 10 tips will help you stay on track, show respect for your team, and be as efficient as possible in your sales meetings.

1. Simplify the agenda and goal

Make sure you and your team know what you’re meeting about in crystal-clear terms.

Don’t call your salespeople together without a clear agenda and a few simple objectives. Pulling salespeople into a meeting takes them away from revenue generating tasks and their time should be respected.

Once you’ve developed your agenda and goals, decide who the best person will be to speak to each topic.

Work with presenters in advance to answer these questions:

– Who will kick off the meeting?

– Who will present?

– How will you handle transitions?

– Will you save questions for the end or answer them throughout?

– Is there a key call to action (CTA) you want every meeting attendee to take?

Send the agenda to attendees ahead of every meeting. It can be a loose outline, but this will show everyone that you’re focused on making solid use of their time.

2. Troubleshoot technology

Whether you are presenting virtually or in person, test the technology and your ability to use it in advance. Assemble the presenters early. It may only take 10 minutes, but it pays off in dividends. If it’s just you running the meeting, you can do the same thing on your own: Test your equipment and go through the presenting motions just as you would during the real thing.

3. Start — and end — on time

Respect your team’s time by keeping the meeting on schedule. Your attendees will have made other arrangements based on the scheduled finish time and too many sales meetings end weakly because people have to drift off to meet other commitments.

If you notice meetings go over, revisit your agenda by asking for attendee feedback to learn which topics are most valuable. You don’t want to cut important conversations short, but you also need to keep an eye on time, and this is a delicate balance.

4. Choose the right frequency

Make the meeting count. If you just need to broadcast information, could you do it in an email rather than getting the whole team together?

If you are covering the same information in every meeting, it is probably too frequent. Don’t feel pressured to meet every time you planned to. If you cancel a meeting because you have nothing to share, this time can be given back to the team and they will appreciate that you’re not holding meetings just for the sake of it.

5. Brief the team

As the leader, it’s your job to update the team on anything you’ve learned that might not have been passed down to them yet, especially if it’s been a while since you last met.

Brief everyone on any pricing changes, stock availability, marketing initiatives, product news, leadership shifts or other integral information that could affect how they sell. Follow up on any issues or questions from past meetings, too. This part of the sales meeting may run for different amounts of time, and if the topic has the potential to run too long, consider having a special sales meeting with only that item on the agenda.

6. Ask the team to discuss their updates and obstacles

When you are all together in a sales meeting, it’s often helpful to have everyone share what’s working and what’s not. Touch base on leads and accounts, how key conversations are going, and everyone’s overall status report regarding hitting their targets and KPIs.

On top of progress, listen for any roadblocks. As a manager, if members of your team are hitting roadblocks, you need to be aware so you can help clear the path.

Once you know what’s going well and what needs additional focus, you can develop an action plan with individual team members or a larger group.

7. Amplify key wins

Did a team member open a new account? Exceed their target six months in a row? Set aside time in your sales meeting agenda specifically to give them kudos. Not only do people often appreciate being recognised, it’s good for the entire organisation.

Recognition is a good motivator for both the individual being recognised and the team. A survey from the Society for Human Resource Management (SHRM) and Globoforce shares that “68% of HR professionals agreed that employee recognition has a positive impact on retention and 56 percent said such programs also help with recruitment.”

Be specific in your praise, too. Saying you appreciate that someone took the time to onboard a client who needs more attention than usual will mean more than a generic “good job.” Of course, not everyone likes being publicly singled out, so make sure you’re giving team members credit in the formats they prefer. You can vet this with each rep in one-on-one meetings.

8. Make space for ideas, questions, and collaboration

Your sales meeting agendas should always include time to exchange thoughts as a group. These meetings aren’t only about what you want to communicate; they’re also a way for team members to learn from each other and build on one another’s best practices.

For example, you may invite brainstorms on:

– Who is achieving best results on new product sales and how?

– What are the biggest objections and how do we overcome them?

– Where are our products in their lifecycles? What’s hot and what’s not?

– What additional support could be provided by the company?

– What are our competitors doing?

– Shaping goals for the next quarter or year

9. Decide on next steps

As you work through each item on your sales meeting agenda, clarify any action items and who’s responsible for following up on each. No one should leave the meeting feeling ambiguous about next steps.

Team members can be responsible for following up with their own prospects and customers. However, the sales leader should take responsibility for department-wide needs raised during the meeting. Make it clear which updates you want the team to bring to the next meeting and always make sure you do what you say you are going to do.

10. Motivate the team

Sales can be hard. This profession is marked by a lot of rejection and patience, and mistakes will be made from time to time. Sometimes the market slows down and prospects just aren’t biting. No matter the reason why times are tough, the team as a whole — or individual sales reps — will struggle sometimes.

During these times, it’s your opportunity as a leader to address issues head on and communicate authentically with the team. If you share why you’re still inspired and motivated about the team’s work, others will be motivated, too. Carve out time in your agenda to do that when times get tough.

And in easier times, use fun and positive ways to motivate your team. Events such as meals, bowling, escape rooms, driving ranges, comedy shows are good ways to say thank you and bond your team such will support each other.

Tough times don’t last, but tough sales teams do.

It goes without saying that your sales meetings can only do so much to inspire your team and sometimes you will identify gaps that can only be met with fresh recruits. You might be interested in our articles about Interviewing techniques and improving your appeal as an employer. Please Contact Us if we can offer any support or advice on any of these topics.

In our 30 years of working with Sales Managers we have encountered some of the best and worst examples! We thought it would be useful to provide some Insight into the qualities of great Sales Managers for anyone who aspires to become one. If that is you, you might be interested to visit our job page.

Introduction

Sales management is a specific form of leadership focused on motivating a team to achieve defined sales goals. It involves setting clear objectives, providing inspiration and guidance, and monitoring progress. Successful Sales Managers possess strong communication and problem-solving skills, as well as an understanding of marketing and customer relationships. Most importantly, they will be able to lead by example. You need to be able to walk your talk as a Sales Manager!

What is Sales Management?

Sales Management is the ability to motivate and direct a sales team to optimally reach its defined objectives. It is a creative and inspiring way of leading a team to success, which involves focusing on customer satisfaction, employee engagement, and a positive company culture. Sales leaders are responsible for setting and communicating objectives, providing feedback, coaching and maintaining high performance standards for the team.

Benefits of great Sales Management

Improved Sales Performance
Sales leaders are responsible for inspiring and motivating their teams to reach their sales goals. They provide guidance and direction and foster an atmosphere of collaboration and accountability. Done properly, this will lead to improved sales performance, with better results. What gets measured gets done!

Enhanced Customer Service
Through effective hands-on coaching and providing the right resources, sales leaders can help team members deliver excellent customer service. This will result in improved customer satisfaction, retention and, in turn, higher sales results.

Improved Employee Retention

When you have a team of motivated and engaged employees, they are more likely to stay with the company in the long run. This has the benefit of reducing turnover costs and providing a steady source of reliable talent.

Steps for Harnessing the Power of Sales Leadership

Establish Clear Goals

The first step is to establish clear and measurable goals. The goals should be aligned with the company’s mission and objectives and should be communicated clearly to the sales team.  To ensure success, you should also identify your ideal customer and your target market.

Communicate Effectively
Effective communication is essential to sales leadership. The sales Manager should use clear and concise language when communicating with team members and should always be open to hearing any feedback or suggestions from the team.

Encourage Collaboration
Fostering a team spirit is essential for successful sales leadership. Encouraging collaboration among team members helps to create a sense of unity and raises productivity levels.  Sales Managers should also promote open communication and encourage team members to share information and ideas. Celebrating success is also an important way to motivate the team and keep morale high.

Lead By Example
The Sales manager must demonstrate the right behaviour and appropriate decision-making. This includes setting an example of dedication and hard work, as well as being a role model for team members. Showing commitment to the team and the goals is an important part of successful sales leadership.

Provide Support

Finally, Sales Managers should be available to their teams and provide ongoing support and coaching. Provide clear and constructive feedback and be sure to offer recognition when achievements are made.  Having a supportive and encouraging team atmosphere is important for successful sales leadership.

When team members feel appreciated and supported, they are motivated to perform at their highest potential.

Conclusion

Our experience is that great Sales Managers find it easier to recruit and retain high performing sales people. They want to coach their team members to be the best they can be and encourage them to strive to reach their career goals even if this means that they will eventually move on. Conversely, this attitude tends to make people stay. Sales people tend to be motivated by success, recognition and financial reward. Great Sales Managers recognise this and celebrate all successes, remember to say Thank You and ensure that targets are realistic in order that financial rewards come to those who deserve them. If you are looking for a new role as a Sales Manager or new people to join your team please Contact Us to take the next step.

Unless you are in HR you will be forgiven for never having heard of an EVP, but if you are job seeking or recruiting you should find out more. Many smaller companies have plenty of offer but struggle to describe it and lose the fight for talent to larger employers. Many job seekers don’t know what to look for in their next employer. An EVP will help.

An EVP is different to a company’s Employer Brand which focuses on the external personality a company presents to the labour market. An EVP is an internal promise that an employer makes to its employees in return for their skills, experience and commitment. Having a strong EVP will help you recruit and to retain the talent that you need. If you get it right, it means increased length of service and less time and money spent on recruitment.

How do you create an EVP?

This is best done in consultation with all employees. Ask your colleagues why they joined the company and why they stay? How do they describe the culture? How do people feel when they come to work? Does the company have core values? What is the feedback from exit interviews?

List all the elements of the reward package and benefits that you offer to your staff. Include everything – salary, bonus, company car schemes, cycle to work, gym membership, healthcare, free parking, safe cycle storage, showers, access to transport networks, air conditioning, free biscuits … it all counts.

Ask your customers and suppliers how they feel about you? How do they describe your approach to business?

This will help you to:

• Know your values. Be clear about your company values and how they translate into the working environment.
• Be honest and transparent about your core values, benefits, and the type of employee best suited to work at the company. Your EVP is not meant to be for everyone, only those that would best fit the business.
• Give examples. Back your statements up with evidence. If, for example, your organisation values people development, provide concrete examples of initiatives that support this.
• Highlight what makes your EVP unique. Your employee value proposition showcases your competitive advantage when attracting top talent. Use this opportunity to highlight what makes working at your company different from others within your market.

Who does this best?

If you are an employer that needs to strengthen its EVP. We are happy to guide you. Please Contact Us for more information.

It will be no surprise to hear that you can find great examples at Google, Microsoft and Apple with generous financial benefits and employee experiences. But your firm can do this brilliantly too.

Think about how you can describe your company, its reputation, your purpose, how you communicate, employee feedback opportunities, your reward package, benefits, car policy, long-term incentives, flexible working (part time / full time), agile working (office based / home based), onboarding process, training, opportunities for study leave or personal development, corporate and social responsibility, equality, diversity and inclusion, social experiences, family values, carers leave, maternity and paternity support and opportunities to progress.

If you work through the steps you will have deep understanding of what you offer and be able to articulate this through your internal communication, advertisement texts and ‘careers page on your website. Your staff will be less vulnerable to approaches from competitors and you are more likely to attract the staff you want.

And if all of this makes you feel that you need to work for a company that really understands its EVP please visit our Job Search page for current options.

And finally, here’s one example we like from a company in Norway who really understand what makes them special! Whereby

At Cavendish Maine we have been recruiting Export Sales Manager’s for British businesses for decades and were pleased to see recent news reports that the UK is joining the CPTPP, but is it as good as it sounds?

The headline details are pretty exciting. The 11 CPTPP countries (Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore and Vietnam) account for a population of 500 million consumers that British exporters will be able to access with 99% tariff-free goods making our products less expensive. The UK is the first non-founding country to join making the combined value of the economies of all members around £11 trillion.

What’s the down-side?

It’s going to take a while to feel the benefit. In 2019 the CPTPP countries accounted for less international sales value than we achieved in Germany. Presently the US is twice as valuable to us as all CPTPP countries combined. There are also some risks attached to two-way trade that could, for example, threaten British farming with cheap agricultural imports.

We spoke to the Export Director of a British garden products manufacturer who said…

“The CPTPP deal will have a few benefits, but we are already working within the four largest markets of the eleven countries in the CPTPP and the trade agreement does nothing that outweighs the loss of trade from being a member of the Europe Union”.

Conclusion

The CPTPP was heralded as “a benefit of Brexit” and showed that we are striking out and making our own global decisions. Most commentators believe the deal is a positive step for the UK, and there are benefits to be celebrated – but they are long term for most exporters. However, there will be some companies who will realise an enormous opportunity here. If your company is finding it increasingly hard to remain price competitive in European markets and you have a product that is Made in Britain, this might be the time to switch focus on the CPTPP countries.

We work with many medium sized British businesses that tell us that their export success depends largely on the people in that team. The knowledge of how to open and build international markets is paramount and this includes knowing how to utilise the Department for International Trade and sector specific bodies such as Gardenex. If you feel that your export sales could be improved by strengthening the talent in your team, please Contact Us to discuss how we can help.

If you are in sales, your career depends on your ability to motivate customers to act and purchase products. To be successful you need to have certain qualities. Some of these are easier to learn than others but all can be improved. In this Insight we will introduce five of the most important traits that every sales professional needs. If you are facing a Performance Review these are some of the attributes that your boss might be assessing you against.

Trait #1: An Understanding of the Customer

Understanding the customer is essential. Each customer is different and has individual needs. If you can understand your customer’s challenges, goals and motivations, you will be able to deliver a fantastic customer experience.

The best way to do this is by asking the right questions. This will help you to understand each customer’s needs and how to best meet them. Active listening ensures that salespeople are truly absorbing the information the customer is providing and the customer feels heard.

Trait #2: Adaptability

Successful sales people are adaptable and are often compared to chameleons in their ability to change their technique to suit their audience. Some customers need data and evidence; some need personal reassurance; some value service over price. Adaptability requires intuition, the ability to ‘read the room’ and good listening skills.

Trait #3: Product Knowledge

Having deep knowledge and understanding of the products you are selling is essential if you are going to meet the needs of your customer. However, the best sales professionals know how to turn product features into the advantages and benefits that their customer really needs. They also understand the most frequent objections they are likely to face and how to overcome them.

Trait #4: Communication Skills

Successful sales professionals possess excellent communication skills in person, via phone or email. A great salesperson will be able to build rapport with the customer and craft a persuasive conversation that will secure long-term sales results.

If you want to improve your communication skills, focus on your listening and questioning techniques. It is also a good idea to improve your storytelling skills. Creating stories around the product to better explain its advantages and to build a connection with the customer is a really effective tool.

Trait #5: Persistence

Sales is often a numbers game and the only way to win is by staying in the game. The most successful sales professionals have the resilience and willpower to never give up.

They understand that every “no” is a step closer to a “yes” and strive to continue even when faced with challenging objections.

Salespeople can improve their persistence by setting realistic short-term goals and tracking progress over time.

It is common to feel frustrated by a run of bad luck. If this happens, remember why you are in sales, take time to celebrate small victories and look for the baby steps that will return you to success.

Conclusion

We have been recruiting sales people for UK businesses for over 30 years and know that the over-riding quality of all great sales people is the ability to make other people like and trust you. If you can do this successfully you will have the opportunity to ask questions, listen to answers and build a selling proposition that will be well received.

If you want to get into sales or feel that your qualities would be best employed in a new role please visit our jobs page for information on new opportunities.

Spring is here, and new year resolutions have long since been forgotten. Performance and salary reviews have been and gone, so what is next for you and your career???

Your New Year resolutions could have included things like.

i) Get better sleep.
ii) Start a new workout routine.
iii) Practice mindfulness.

You may also have found yourself setting some goals around your career, including exploring the employment market.

But you can’t simply wish your way to a more fulfilling career. You have to work at it.

To help you find a position in 2023 that matches your skills, experience and interests, start working toward these job search goals now:

Goal #1: Update your CV and LinkedIn profile

You can probably think of a million things you’d rather be doing than writing a CV. But you’ll do yourself a favour if you have an up-to-date document at your fingertips.
One mistake people frequently make is to wait to revise their CV until they find a job opportunity that interests them. That prevents them from applying for the position right away. And by the time they have an updated version ready to submit, it may be too late. So, don’t delay.

While you’re at it, review your LinkedIn profile and make sure it reflects your most recent professional accomplishments. Your profile is essentially your online CV, and many employers search for candidates on LinkedIn as part of their recruiting efforts. You want your profile to reflect the same information as your traditional CV.

Another advantage of having a polished LinkedIn profile? Recruiters often use LinkedIn to identify passive job seekers. With a solid online profile, you’ll increase the likelihood that a recruiter will take a closer look at you.

Goal #2: Strengthen your skill set

To realise your job search goals, you need to be ready to compete for the roles you want, of course. And no matter your chosen industry or career, developing an in-demand skill or pursuing a certification can help you to stand out as a candidate.

Pursuing professional development shows initiative and a commitment to learning, as well as an understanding of what it takes to excel in your field. It also makes it easier for you to answer the question that all hiring managers are likely to ask in one form or another: “How can you add value to the organisation?”

Possessing certain abilities and credentials can also help you negotiate a higher salary.

Goal #3: Prioritise job satisfaction

It’s a good time to assess your job search goals — as well as your personal aspirations — and determine exactly what type of employment opportunity to seek. Many professionals are doing that as they look ahead to a new year — and leave a very disruptive one behind.

Perhaps you’d like to work in a different industry, for example? Or take on a more fulfilling role with greater responsibility? Maybe you’re looking for a remote work opportunity that provides a flexible schedule? Formulate a clear idea of what you’re aiming for, so you can better focus your search for a new position.

Goal #4: Audit your online presence

You can assume all potential employers will review your LinkedIn profile (refer to Goal #1). But some will also look at other channels to see if they can form a more complete picture of you as a job candidate. Consider how you present yourself on social media and online forums. You may need to do some digital housecleaning.

Make sure all information is current and accurate and presents you in the best possible light. If there’s anything you wouldn’t want a potential employer to see — photos from a vacation or your unfiltered thoughts about a politician or a sports team’s poor performance, for example — review your privacy settings.

Goal #5: Expand your professional network

Your professional network can play a critical role in your ability to achieve your job search goals. In lieu of in-person networking during the pandemic, look for virtual events hosted by professional or alumni organisations, or other groups relevant to your profession or industry.

Also, reach out to new contacts on LinkedIn and ask trusted colleagues, mentors and friends for their recommendations. Be both strategic and genuine in your requests to make connections. And don’t stop nurturing ties with the professional contacts you already have.

Related: https://www.cavendishmaine.com/potential-pitfalls-of-the-virtual-interview/

Goal #6: Be persistent

Most employers today are taking great care to choose job candidates who are likely to thrive in their unique organisation. So, even if you’re a top candidate for a job, it may take weeks and several rounds of interviewing before you hear back about a final decision.

Don’t get discouraged. But don’t just wait around for an employer to make up their mind. Stay in contact with the hiring manager. Continue networking. Keep applying to other jobs that interest you. And consider building a relationship with a recruiting professional. After all, nothing is certain until you’ve signed on the dotted line.

Best of luck in realising your job search goals — and achieving all your other 2023 goals!

For further help and advice, please do not hesitate to speak to a Consultant at Cavendish Maine.

If you are in a management role you probably interview candidates as part of your job but, in a candidate short market, you need to stand out if you are going to appeal to best talent.

Job seekers like to be interviewed. It gives them an opportunity to shine and differentiate themselves. It also allows them to assess you and your business.

If you want to look like an employer of choice, then making sure your interviewing techniques are up to standard is an essential step in separating you from your competitors. It shows you are selective and, if successful, will make the candidate feel like they have reached a high bar in securing an offer.

Yes, you still need to sell the idea of working for your company. Tell the candidate what they can expect, the challenges, the support, the team and the package as part of your interview plan. If you need any advice in this area please Contact Us.  

You might also be interested in our short video clip on Protecting and Enhancing Your Employer Brand through the recruitment process.

However, this article is focused on the interview questions you should have in your mental library so that you can pick the right combination for the role.

Do not try to ask all questions in all interviews!

The Basics

These are low-intensity questions that you might use to get the interview started:

– Tell me about yourself.

– What is most important to you in a work environment?

– What do you know about this company?

– Describe your relationship with your current colleagues.

– What are you most proud of in your professional life so far?

– What do you enjoy doing outside of work?

– How would your managers and co-workers describe you?

– How do you want to be managed?

– Why do you want to work for this company?

– What are your greatest strengths?

– What is your biggest weakness?

– Why do you want to leave your current role or company?

Intermediate Questions

These are a little more challenging, will put the candidate under more pressure and will test their ability to think before answering.

– What is one fact that you haven’t included in your CV, but would love to?

– What is the most recent thing you have learned?

– If somebody asked you to give an impromptu presentation on any topic, what subject would you pick?

– What nonprofessional skill would you most like to learn?

– If the decision was down to you and one other candidate, what would you say to persuade me to hire you?

– Describe a time when you proactively identified and addressed an issue at your company.

– Tell me about a time when you failed to achieve your goals and had to follow a different approach. What happened?

– Walk me through your time management system.

– Imagine you need to implement a new process that you do not have much experience with. What steps do you take to gather information and ensure successful execution?

– Pick five adjectives that best describe you.

Hard Questions

These questions are designed to take the candidate out of their comfort zone and talk about issues that might prefer not to include in an interview:

– What is the most difficult lesson you have had to learn thus far?

– What piece of critical feedback do you receive most often?

– If you could redo your career, what would you change?

– What have been your most positive and negative workplace experiences?

– Talk about a time when you had to work with someone whose personality was very different from yours.

– What is the farthest out of your comfort zone you have been while working?

– How do you deal with failure?

– How do you communicate bad news?

– Share a time when you made a decision that involved great risk. What was the situation, the final verdict, and the result?

– Walk me through a time when you had to adapt to major change within your organisation.

We provide our Clients with a wide variety of services including advice on how to structure interviews and how to include questions that relate to the skills and experience you are looking for.

If you would like any additional support this area please Contact Us for more information.