Archive for the ‘Job applicants’ Category

What’s wrong with your careers website?

Friday, April 4th, 2014
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Long gone are the days where you sent your CV via letter, pigeon or a very enthusiastic owl. Candidates expect so much more from a company careers website now.  And in an ever-advancing world, their expectations should be met.

Let’s break down the numbers. In 2013, only 4% of all people who browsed the internet stayed on one page longer than ten minutes. Research at PPS shows the average stay on a website is often less than two minutes. That means if your guest does not find what they are looking for in seconds – they will go elsewhere.

So, here is your challenge. Pull up your careers site.  You have one minute to show me why I should spend two hours filling out your application form.

If you are struggling, you are part of a large percentage of companies who need to re-haul their careers pages.

So – what can you do to make your website sticky? Easy, give them what they want.

Look at the following examples. Remember the golden rule: if your careers site does not hook people within a few minutes, you’re doing it wrong.

1 -    Create easy to view content with lists

Who doesn’t like a good list?  Websites are no longer streams of text. Create a list with effective reasons to click ‘apply’ like Adobe:

Adobe's careers website

Adobe’s careers website

 

 

 

 

 

 

Adobe uses simple imagery and words like ‘great, transformative, endless, powerful’ to prove that this is where candidates should aspire to work. A website that uses the word ‘transformative’ without me wanting to turn to my book of ‘made up words that companies use’? Brilliant.

2 -    Relate to your company culture.

If you pride yourself in a relaxed company atmosphere, strong internal communications or just have a really nice set of desk lamps, then tell the prospective candidates through the tone of your advert. The Onion’s satirical wit may not work for all companies, but why not reflect your company’s ethos in the advert? Who said that adverts have to be serious?

Look at this sparkling ad for Listening Intern at The Onion:

The Onion's job advert for a "Listening Intern" position

The Onion’s job advert for a “Listening Intern” position

 

 

 

 

 

 

 

 

 

 

 

 

 

3 –      Be transparent.

How many more images of “friendly smiling woman running with briefcase” will we have to submit our eyes to? The era of transparency is upon us; do not ruin your website with fake images.

Take housing association, Wandle, for example, who enlisted us and employer branding agency, Peter’s Fox, to create their careers website. No long-winded baffle or random office images here – just authentic shots of people who actually work at Wandle. The result? A careers website that is true to Wandle’s brand and employee culture.

And consider Google’s use of their own Headquarters in their imagery. OK, perhaps your office may not be quite like Google, but it is far more interesting to a prospective candidate than perfect teeth and awkward poses.

Life at Google uses a number of images from Google's offices

Life at Google uses a number of images from Google’s offices

 

 

 

 

 

 

 

4 –   Hit the checklist

Finally, work through the following checklist. Have you:

  • Posted your jobs on your own company website, or made it easy to reach your careers site from your website?
  • Posted your jobs on social media?
  • Reduced the amount of text on your site to a minimum, whilst still giving candidates important information?
  • Used clear and friendly text which mirrors brand voice and company culture?
  • Engaged your candidates socially through ‘share’ buttons?
  • Used quotes from current employees, videos, games and other media to create a hub of vital information?
  • Made it very, almost painfully, easy to apply?

Once you have checked off this list, you’re on your way to career website awesomeness!

What does your careers website looks like? How effective a recruitment tool is it? Here at PPS, we create career websites for several of our clients. Take a look at the careers website we created for Wandle, in partnership with Peter’s Fox.  Interested in finding out more? Get in touch.

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

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Let’s give up bad recruitment for Lent.

Friday, March 14th, 2014
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9 days in, and after the post-bloating of Pancake Day, I hope everyone who’s participating, is settling in to their yearly regimes of giving up a treat for the religious holiday.

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Research by the ever-scientific and always accurate Daily Mail has shown that giving up can be a very rewarding process. It claims  people could save up to £18,425 if they gave up chocolate, cigarettes, alcohol and coffee every year during lent.

So, if holding back on the occasional Dairy Milk can save thousands of pounds, surely giving up on poor recruitment processes can do the same?

What do we need to give up (not just for lent) in recruitment?

1. Give up on not using an Applicant Tracking System

You’re falling over piles of applications that came through the post and email. You have spread sheets overwhelming your desktop. Why then, would you not streamline the process by using an ATS?

An applicant tracking system (ATS) is a software package which allows electronic handling in a recruitment environment. At PPS, we use our own in-house recruitment system (MORS)  which shapes and moulds to the needs of our clients. More importantly, our technology delivers information that matters – just take a look at what our technology does for Turning Point‘s recruitment process.

Our software doesn’t hold us back like that obligatory chocolate bar and the yearly “summer diet” – it grows with us.

Using an ATS will save you valuable time and money, as well as improve your candidate’s experience through timely responses and efficient processes. So give up doing it alone!

2. Give up on disliking social media.

LinkedIn screenshot

Give up avoiding social media as a recruiter this Lent.

You’ve heard it before, but it’s worth repeating. Social media is a tool with endless possibilities. So, take the time to figure out how social media can fit into your recruitment campaigns. If not used effectively, you could be limiting the amount of  applications you receive by a serious percentage. Take the time to understand the inner workings of Twitter, Tweetdeck, Facebook and LinkedIn and use that as your ‘giving up on being old fashioned’ for lent.

3. Give up on poor candidate experience

Candidates have a choice to be an employee, as much as you have the choice to employ them! The impact of a negative candidate experience resonates far beyond the candidate experiencing it – your brand and future talent pools are also at risk of the wrath of negative word of mouth. So, this Lent give up on delivering poor candidate experiences.

It’s time to show a bit more affection towards your candidates. Use an automated service, like PPS’ MORS to send text messages, helpful hints and tips and refined interview questions at the click of a button. Engage online platforms such as Google Hangouts to encourage active candidate participation. Or simply, call candidates back when you said you would and stop them from having a better relationship with your voice mail service than you.

So, they were our top three things to stop doing for your recruitment life – and for lent – which overall should save you time and money. What would you suggest?

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

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Innovation, recruitment evolution and Vanilla Ice

Friday, February 28th, 2014
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Stop, collaborate and listen.

When we think about top innovators or evolutionary theorists, we may think of the likes of Charles Darwin or Steve Jobs- well, Google certainly does anyway.

Innovation can come in all shapes and sizes

Innovation can come in all shapes and sizes

But really, who could be more inspiring than that guy with the oddly trimmed goatee and a sensational 90’s one-time rap hit?

Maybe a more seasoned recruiter would give a better example, but, as a “recroobie”, I look to Vanilla Ice for my innovation inspiration.

Innovative thinking allows us to progress, respond to competition and develop unique selling points. These are all important elements within the world of recruitment. And what better way to get those results than stopping, collaborating and listening?

Innovation, like evolution, should be a force and not a process. Ideas bind us together, they mutate and they spread.  Stopping is the catalyst that allows us to act out of curiosity and begin to collaborate.

Here at PPS we are always looking for new ways to interact with candidates and create the highest response rate possible for our clients.

Our Thames Water Graduate recruitment team were able to do just that by collaborating with our  marketing team to create a truly unique and innovative recruitment experience.

Through sharing, listening and maintaining a strong focus on success we were able to host an extremely fruitful Twitter Q&A session with prospective applicants (search #AskTWGrads on Twitter to see for yourselves). This not only allowed us to interact with candidates in an entirely new way, it also increased Thames Water’s follower count,  encouraged an influx of applications and enhanced Thames Water’s employer brand.

Vanilla Ice could be an unlikely source of inspiration in the recruitment world

Vanilla Ice could be an unlikely source of inspiration in the recruitment world

Innovation allows us to attain the seemingly impossible. In an industry thriving on change and flourishing at such a rapid rate, we need to keep up.

With that in mind, how can one recruiter effectively prep 15 candidates for an assessment centre in under 1 hour? Well, by implementing something as easy as a conference call – which we did.

It’s a little bit like Queen and David Bowie creeping in at the beginning of ‘Ice Ice Baby’. We need to utilise what we have in order to revolutionise the way we think.

We are constantly looking to evolve – and within this industry, we need to stop, collaborate and listen in order to achieve that.

Recruitment will always be growing and developing. And will it ever stop? Yo- I don’t know.

How do you develop and innovate your recruitment processes? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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PPS celebrates 2 years of recruitment with Turning Point!

Friday, February 14th, 2014
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All around the world today, people everywhere will be celebrating their relationships.

And here at PPS, we’re no different. Except, it is a different type of “ship” we’re celebrating. A partnership.

PPS Turning Point recruitment

PPS and Turning Point celebrate their two year recruitment partnership today!

 

Two years ago today, began our recruitment partnership with Turning Point – one of the UK’s leading Health and Social Care organisations. Since then, by Turning Point’s own admission, we have become, “an integral part” of their HR team. In fact, it’s hard to imagine a time when PPS did not fully manage Turning Point’s recruitment function.

When the idea of working together first surfaced, Turning Point were on the hunt for a partner who was as forward-thinking as they were.

They wanted a “one-stop end-to-end” service for their recruitment managers and candidates alike.

They didn’t just want quality hires – they wanted meaningful recruitment data and a sophisticated applicant tracking system along with it too.

Looking back so far, we’d like to think we’re achieving this – and more (click to enlarge):

TP FINAL FINAL

 

Aside from the facts and figures, here’s what the people at both PPS and Turning Point had to say:

 Melissa Moore, Recruiting Partner at Turning Point:

“PPS have worked hard to ensure the service they provide is suited to both the organisation and the applicants. We now have a seamless process that makes the PPS recruitment team an integral part of the wider HR team. PPS provide essential management information to both recruiting managers locally and senior stakeholders within Turning Point making them not only a resourcing partner but a strategic one too. The team are fantastic and are very flexible with their approach to our recruitment.

Dave Beesley, Account Manager at PPS:

“The partnership between PPS and Turning Point has grown from strength to strength over the past 2 years. The key to our partnership so far is our shared desire to constantly evolve and improve as the recruitment world changes. Turning Point is an aspirational organisation – passionate about the service they provide. We share that passion about recruitment here at PPS – and that’s important. Ultimately, we are very proud of our partnership with Turning Point, and I am really excited about the future.”

Here’s to a fruitful two years and many more to come, Turning Point!

Want to know more about the recruitment partnerships we share with our clients? Get in touch, tweet us, or chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Attraction methods: A “recroobie” perspective

Friday, February 7th, 2014
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I’m new to recruitment, a ‘recroobie’ if you will.

Up until 5 months ago, I never would have even considered the importance of ‘candidate experience’, let alone “screened” something.  There have been so many new concepts to consider, a number of different elements to focus on and of course, several jobs to find the perfect candidates for . It wasn’t until I started to get sourcing, job posting and mass tea-making under my belt that I realised how important attraction methods are.

Know your audience - and plan your attraction and sourcing strategy accordingly

Know your audience – and plan your attraction and sourcing strategy accordingly

Having spent 3 years of my life studying for a journalism degree, the majority of people I know question this profession, “It’s not really relevant to you, is it?” Well actually, I think it is. Journalism is all about knowing your market and your audience, and well, recruitment isn’t that different. For example, when direct sourcing, I think it is important to consider candidates as our audience and look at things from their perspective.

I’m still learning, but I think that drawing on some of the following points can help to make  for a more seamless and engaging  recruitment process.

  • Tread on their social footprint:

    Understanding our candidates' social footprints can help us communicate effectively

    Understanding our candidates’ social footprints can help us communicate effectively

What better place is there to interact with someone than the sites they use to network with their friends and families? People are way more likely to read a 140 character Tweet than a 300 word advert. They would probably prefer to reply to your Facebook message than return the voicemail you left them a few days ago.

These are passive candidates, whose interest and interaction we can really get a feel for. If we have the platform to  source and interact with our candidates using their social footprint, then why shouldn’t we?

  • Search Engine Optimisation:

Be the candidate! What keywords would you, or your ideal candidate use to find the job you’re recruiting for? Find out if the role has any well-known terms or phrases – and use them. This is a simple but effective way of attracting candidates and helping them to find you.

  • Advert Writing:

    A job advert is often the first touchpoint between a potential employee and employer

    A job advert is often the first touch point between a potential employee and employer

All too often job adverts take on the same, monotonous format. “This is the job, this is what you’ll be doing- fill in an application form if you like.”

Adverts should be compelling, they should sell the job and the establishment. The candidate needs to feel engaged and excited by the prospects of the role.

“Are you passionate?” “Are you ready to take on an exciting new experience?” “Do you want to work for one of the best organisations in the field?”

The job advert is often the first point of contact a company has with a potential candidate. It is up to us to ensure the job advert persuades the candidate to initiate further conversation.

  • Being industry savvy:

Know your market. Research similar jobs, is the salary you’re offering comparable to others? What benefits are similar businesses offering to prospective employees?  Can a candidate get a better deal/recruitment experience elsewhere?

So, as a self-confessed recroobie with a degree in journalism, I have learnt  the two are more similar than first apparent.  So, as the world changes and moves forward, recruitment needs to, too.

We will use social networking to interact with candidates, recruiters will become marketing experts and, in some instances, journalists might even become recruiters.

What’s in your attraction and sourcing armour? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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The Recruitment(al) Life

Friday, December 13th, 2013
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I’ve been working for PPS for three months now, and in my time so far, I have learnt many a thing! Namely; always expect the unexpected in recruitment where no day is the same and – always get the breakfast egg and bacon sandwich on Fridays.

I thought it would be a good idea to share what I’ve learnt so far in the form of a blog – a Taylor’s Top Tips to Tremendous Recruiting, if you will. Read through, and recruiters – new and experienced, share your thoughts and your tips below!

1. Candidate experience is key!

Customer service is something most associate with hospitality and retail, however it is just as important in recruitment. You want the “customer” in your recruitment process – the candidate – to have the best candidate experience they can have. This doesn’t mean giving them the job, this means regardless of the outcome of their individual application, the candidate is put first throughout the entire process – at every touch point. Whether it’s a general enquiry or calling to offer a candidate, always try to build a good rapport, be empathetic and make them feel like the Number One priority – always.

It's always good recruitment practice to have a "Plan B" in place.

It’s always good recruitment practice to have a “Plan B” in place.

2. Always have a plan B

Recruitment is notoriously unpredictable and known for its unexpected nature; jobs coming in thick and fast, candidates dropping out minutes before interviews. With this in mind, it is great practice to have a contingency plan when mistakes occur, when life happens, when minds change. Always be on your toes! Be ready for anything! [Insert another cliché here!]

3. Never make promises you can’t fulfil – learn how to say no!

We’ve all been here. We have a moment to spare (it doesn’t happen very often), and a client gets in touch asking for a teeny tiny favour. What do you do? You, of course, help out and in turn, this helps the client relationship. However, it is important to remember to set boundaries with your clients. This is, after all, a business relationship in which you – the recruiter – know more about recruitment than your client. What may seem like a harmless favour now can easily turn into a long-standing inefficient and unprofitable situation in which the overall recruitment process suffers. It pays to know when to say yes, and when to say no.

Above all however, you’ll be hard pushed to find an industry that keeps you on your toes as much as recruitment does. You get to help candidates make career moves that can intrinsically improve their quality of life. You guide companies build workforces of dedicated and talented employees to drive success and growth.

Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Jon TaylorWritten by Jon Taylor, Graduate Trainee Recruiter at PPS

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Putting the Human back into Recruitment

Friday, December 6th, 2013
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Technology, hey?

It has advanced so much in recent years that, with it, our lives have transformed along the way. You only have to watch this video to see my point. Here; a baby, so intuitively in-sync with her iPad, the mere action of turning a page in a magazine is foreign.

TIDES of Change outlines five disruptive forces shaping the new world of work

TIDES of Change outlines five disruptive forces shaping the new world of work

This week, two of our colleagues delivered an insightful presentation around the TIDES of Change theory and Disruptive Forces that affect our world of work.

Whilst technology was unsurprisingly, a key focus of the presentation, the most important takeaway was the idea that the human element is still vital. This is even more imperative in the recruiting world, where every day we are in contact with – wait for it, real people – and not iPads or smartphones (despite all the voicemails you’ve left over the years). Real people, who are looking to make changes in something that’s personal to them – their careers.

Undoubtedly, technology at PPS is essential to the work we do. Our tailor-made MORS system allows both us and our clients to have full control over the recruitment process and deliver a fair and consistent process for all candidates.

However, the vital part of our work doesn’t come from intricate coding. It comes from communication. It comes from the creativity, intuition, professionalism and empathy of our recruiters. Real, human communication and a supportive recruitment process that means that we get feedback like this from candidates:

“I’ve never come across a company so committed to getting the right staff that they walk you through every step of the recruitment process. Keep up the good work.”

“Every time I contacted the recruitment team, I felt welcomed and never felt an inconvenience – they were extremely helpful and friendly.”

Technology continues to evolve every day, and its role in today’s business cannot be denied. However, amidst these advances, it is even more of a necessity that we retain the human element in all we do.

How do you use technology in the recruitment process?

Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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How do you hire great graduates?

Friday, November 29th, 2013
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The reason I ponder this is because I met with a grad recruiter client last week, who said, “Lee, we know we recruit good graduates but now, we want to recruit great graduates”.

I took a sharp breath. How do you go from good to great? I thought about this for a couple of seconds, chose my response, and executed the best open Good to greatended question I could fathom – “Well… that sounds like a great idea, but what‘s the difference?”

And so, he proceeded to present a fairly well-defined list of what he viewed as the differences between good and great.

And I listened.  And I listened some more, and then I continued to listen for even longer.

Amid a haze of adjectives that would have even the most ardent Countdown fan running for their lives from Dictionary Corner, what I eventually learnt was, that to him, ‘great’ was quite simply  those graduates who truly wanted to work for his business.

And why did he want ‘great’, and not just ‘good’?  They performed better.  Who can argue with that?

How could he spot them?  They were more enthusiastic, they knew his competitors and had even applied to some, they demonstrated  that extra little bit of knowledge about the industry and to top it off, they demonstrated a pure passion that couldn’t be replicated in others.

So I asked him how he thought we could best work together to find ‘great’.  Among his ideas and suggestions, the thought of video interviewing cropped up. His rationale for using it – “graduates like it, they’re used to it, it’s their thing isn’t it”.

And so followed a discussion around its pros and cons, to which I asked – if video interviewing didn’t exist, what else could we do?

blog graduate change recruitment

Thinking “small” can help make “big” changes to your graduate recruitment process

Silence.

“Well”, I suggested, “How about we just tighten up the ‘Why do you want to work for us’ question that we ask at telephone interview stage?”

I continued. “Let’s raise the benchmark and only give above average scores to those candidates whose answers go further than just verbatim of what is in the About Us section of your website and annual report. Let’s probe to see if  they have a deeper understanding. When they talk about competitors, let’s ask for a few names and check if they have applied to them.  When they say they are passionate about the industry, let’s ask them to demonstrate it.  What have they done to prove they should be scored higher than a good applicant, and as such are a “great” candidate?

In the end, we came to the conclusion that video interviewing could wait.  We could elicit what we were looking for by making small refinements, not wholesale changes.

I guess the point of this blog really then, is to suggest that the recruitment landscape is changing at quite some rate. As such, there will always be the temptation to try something brand new and emerging in the hopes it helps to improve the quality of hire.

Ultimately, however, there is often little need to make wholesale changes.  It’s the small incremental ones, which if executed correctly, will deliver the best outcomes.

If you recruit graduates, apprentices or trainees and you want to go from good to great, why not play The Generation Y Game and find out what it might take.

leeWritten by Lee Burman, Business Development Manager at PPS and all-round cool kid. Follow him on Twitter and connect on LinkedIn!

Enjoyed this blog post? Share it with your followers and friends! You may also enjoy reading 5 things a Graduate would change about Graduate Recruitment and Successful Graduate interviews – the interviewer’s perspective

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GUEST BLOG: Successful Graduate interviews – the interviewer’s perspective

Wednesday, November 27th, 2013
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We shake hands, exchange greetings and I offer a drink.  We sit down, I explain the format, then start asking the questions that will determine whether the person in front of me is suitable for further consideration in the available role.  It’s a very familiar process, and I’m far less nervous than the candidate.

interviewAre you nervous? Perhaps you should be!

But maybe I should be nervous. Whilst research shows that interviews can be a highly valid form of assessment, am I really sure that the script I am about to follow really ascertains whether the individual has the right skills, knowledge and motivation for the role? If this is a question you have ever considered, I hope my blog will be of some interest!

As the graduate and industrial placement season gets into full swing, I thought I’d share my recent interview experiences on the validity and reliability of interviews.  For now I will just focus on two key points; interview design and candidate motivation. A future blog will look at my views and experiences of assessing job-person fit and the best structure to use for graduate interviews.

1.       The wrong questions waste time and money

The best questions are the ones that stop the candidates in their tracks. I have recently conducted a review of over 800 interview responses to the question ‘Tell me about a time when you had to manage a range of tasks at the same time’. Out of the 800 candidate responses, 650 referred to them planning their university work load. From the client’s perspective, the interviewers were wasting time gathering information from this question when there is so little variation in individual’s responses. Not surprisingly, 90% of the graduates scored an average mark to this question. Assuming the interviewers spent 10 minutes on this interview question, and with 800 candidates being interviewed, they have just wasted 133 hours – that’s nearly 4 weeks of work – on data that will not aid them in their selection decision making process.  Whilst you could strongly argue that it is the candidate’s responsibility to provide an example that stands out from the crowd, it is our responsibility to ensure that each question allows us to use the full marking range. Testing of interview questions is key to avoid costly mistakes like this being made, and feedback from the interviewers should be collated regularly to spot flaws in the design.

2.       Do they really want the job?

In a time where unemployment is high, employers could be mistaken for thinking that there are a wealth of enthusiastic graduates out there who want to work for them. In reality, many graduates tend to panic and apply for a number of different roles in different industries in the hope that this will guarantee them a job of some form.  I have seen many incredibly talented candidates rejected from recruitment processes as they haven’t convinced the company that they want to pursue a career with them. But from the company’s perspective it is far worse to have recruited these bright and capable people only to lose them six months down the line after companies when they go and pursue their desired career pathway.

Quite simply, to assess motivation effectively, it is all down to the questions you ask. Very basic motivation questions tend to ascertain whether the candidate knows the relevant data about the company they are applying for but all this shows is that your website is well stocked up on facts and figures.  In interviews, I often hear candidates talk about wanting a challenging role and so I start this challenge at the interview stage. If they really want a challenge, ask them questions that make them (and you) squirm a little.  So when they say ‘they like the culture of the company’, ask them to describe the culture as they see it, and why they have these views. And when they say ‘they want a role in a certain sector’, ask them what other companies they have applied for and the reasons for this. Suddenly you will learn so much more about whether the sector and/or the role is really right for them. The more detailed and direct the questioning, the less likely it is that you will get a vague response. Don’t leave the interview without knowing for sure what their motivation for the role is. You almost want to get to the point where you feel you are being interviewed by them, as the candidates who really want the role are the ones that really want to find out more about your own experiences in the company to cement their thoughts that this is the role for them.

I would love to hear your views on this. What have been your experiences of competency based questions and assessing motivation? Have you been successful in designing interviews that use the full scoring range? Get in touch and let’s share experiences and best practice.

Written by Jacqui Rice, Organisational Psychologist at Loganberry Limited

What did you think of this blog? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

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Why you should telephone screen.

Friday, November 8th, 2013
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Any recruitment process worth its weight in gold has a thorough screening practice in place – one that swiftly distinguishes the suitable from the unsuitable, saving time and money for the employer along the way. The good folk at PPS employ a number of

Telephone screening can be a valuable tool in your recruitment campaign

Telephone screening can be a valuable tool in your recruitment campaign

screening techniques; not least, the mighty telephone screen.

A pre-employment telephone screen is a great way to determine the fit of a candidate to a specific role. In turn, as recruiters, we can quickly establish which candidates to focus our resources, energy, and time on. Overall, this delivers a far more streamlined recruitment process – in which, both candidates and employers benefit.

We’ve devised 5 reasons why telephone screening should be a part of your recruitment process;

1. Flexibility

The telephone screen process can be as quick or as elaborate as your client’s needs require. The purpose is to identify if the candidate is a good fit, and if they should progress to the next stages of the recruitment process. The more you find out on the phone, the easier it is to make an informed decision on a candidate. As such, the telephone screen is good tool to have in your recruitment armour.

2. Deciding factor

It is a great way to decipher, in a few minutes, a candidate’s communication skills – a key attribute which may not always come

A quick 10 minute chat can help you make an informed decision on a candidate's suitability for a role

A quick 10 minute chat can help you make an informed decision on a candidate’s suitability for a role

across in an application form or CV.

The candidate that looked great on paper? A telephone screen might highlight a poor communicator in real life. Got a candidate you can’t decide on? A quick 10 minute chat could confirm your suspicions and save you from putting an unsuitable candidate through, and an employer’s time from face-to-face interviewing them. Either way, a telephone screen helps such things slipping through the radar, and harming the quality of the later stages of recruitment.

3. Fill in the gaps

In today’s job market, it’ll come as no surprise that you may receive a number of applicants with missing gaps in their

employment history. Taking the time out to call the candidate and conduct a telephone screen can help to fill these gaps in. Again, this helps you, the recruiter; to make a well-informed decision about a candidate. More importantly, it gives those who have been out of employment, a fair chance to put forth their suitability for a role.

4. Determines candidate’s ability to think on their feet

Most candidates won’t expect to be involved in a screening over phone. As such, it’s a great window for you to find out what they

A telephone screen can help you fill in the missing gaps in a candidate's employment history.

A telephone screen can help you fill in the missing gaps in a candidate’s employment history.

really know about the role or the company, rather than what they are able to research before an arranged telephone interview.

5. Objectivity

Since you won’t be able to see the person, your initial reactions will be based solely on the content and delivery of the responses provided, rather than by physical appearance or facial expressions. This is always a positive!

Do you agree with us? What are your thoughts on the value of telephone screening? Do you employ it yourself and find it useful, or are you dubious about its benefits? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Find Megha on LinkedIn

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