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How to ace the interview process - Step 6 ֠Personal Conduct We all know that getting a new job can be a difficult process to go through, from searching for the ideal role to the interview, the first day of the new job, and everything in between. So, stay tuned to our series of fortunate events for tips and advice on how to ace the hiring process. Hopefully, after researching everything there is to know about the business before the interview you should be able to have a strong reply to any question that they fire your way. But before you arrive, there are a few things that you might want to take note of to ensure that your personal conduct is on point, not just your remarkable responses. Keep track of time֠Being late will set a bad impression on you from the start. Arriving 15 minutes early is the perfect amount of time. If you are running late, itҳ very important that you are courteous and apologetic to the employer. Ring ahead to let them know youҲe running behind and try to collect yourself before entering (looking hot, flustered, and confused is not going to help your professional image). On the contrary, being too early can also put the interviewer under pressure and rushed, potentially making them irritated. Dress to impress ֠Most often than not, formal office wear isnҴ actually worn in the office anymore. However, it is still important to show up to the interview looking clean and smart. Whether your potential employers have a casual office uniform or not, you need to dress to impress and prove that youҲe willing to put in some effort to win them over! Sportswear, loungewear, or trainers are a complete no-go. We also advise staying away from revealing clothing. Practice introductions ֠The first impression that they will have of you face-to-face will be the way that you introduce yourself. Be sure to remember who your interview is with, just in case you need to tell the receptionist whom you are meeting (and you can bet that it will get back to the interviewer if you donҴ). Check up on any emails that you have received before the interview to see who will be on the panel. If it doesnҴ state who will be there, donҴ be afraid of asking. When you first meet your potential employer, going in for a handshake is a polite and formal way to greet. Make sure you practice this with a friend or family member before you go, as you donҴ want to come across as weak and nervous and you definitely donҴ want to come across as confrontational and overpowering. Smile, be firm, and donҴ hold on for too long. Turn off your phone ֠Even when your phone is on silent, the sound of it vibrating away in your pocket or bag can be off-putting for you and the hiring manager. Turning your phone off so there are no distractions or interruptions is a must! If your phone does ring, genuinely apologise and immediately turn it off. Have a Drink ֠Having a drink can not only be personally beneficial to quench your nervous dry mouth, but it also shows that youҲe calm and collected, settles your nerves, and will also act as a nice little distraction, giving you a quick breather between questions. IҤ advise that you opt for a glass of water to quench your nervous dry mouth.༯strong> Body Language ֠Presenting your body language in a professional manner is key the first few times you meet a potential employer, as the chances are that theyҬl only get to meet you once or twice before hiring and that means that theyҬl be scrutinising your every move. Here are our doҳ and donҴs: Do: Sit up straight, look genuinely interested, keep good eye contact. DonҴ: Slouch, lean forward towards the interviewer, point, cross your arms, stare for too long, fidget, keep looking around the room. DonҴ Over-share ֠Thereҳ a very fine line between bonding over common interests and over-sharing about your life. Itҳ important to be open and friendly as theyҬl be assessing how youҤ fit into the team and if your personality would match those already in the company, but only share relevant parts of your life with them. DonҴ complain about previous employers, colleagues or jobs as this is a massive red flag. Likewise, discussing personal topics like relationship issues, family problems or addictions is also a no-go. Show Gratitude ֠At the end of your interview make sure to thank the interviewing panel for their time (with that good firm handshake we discussed). Itҳ also a nice touch to follow up with a thank you email. We hope you enjoyed reading step 6༯strong>֠Personal Conduct Click here to read step 1ࠖ The Job Hunt Click here to read step 2 ֠The CV Click here to read step 3ࠖ The Cover Letter Click here to read step 4 ֠The Application Click here to read step 5 ֠Interview Research If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp

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Soft skills: Why are they important & how do I assess them? Technical skills are needed for practically every job role however it is also important not to forget those soft skills too. In a market which is still experiencing a candidate shortage, itҳ important for organisations to cast a wider net when assessing whether or not someone has the capabilities to do a job, this means looking at the natural behaviour and personality traits a candidate has as well as their technical skills. The difference between the two is that hard skills are built up over time and with experience, these are normally developed in previous roles or throughout life. They refer to the Ѵechnical skillsҠthat someone has to be able to perform a task or do a job. Some of the common examples are: Computer skills (Outlook/Microsoft/Excel) Critical thinking Problem-solving Soft skills are personal attributes an individual has They are a range of social and interpersonal skills which will be suited to particular types of work. Some of the most common soft skills are: Teamwork Patience Time management Communication What is Changing? Organisations are having a change of heart about what type of qualities they are looking for when recruiting. Many will focus more on how well their employees can communicate due to the popularity of remoteworking and hybrid. The importance of having their workers communicate well and efficiently is becoming more popular than ensuring someone has a list of technical skills to be able to do the job the day they start. Monsterҳ The Future of Work 2021: Global Hiring Outlook revealed soft skills such as collaboration, dependability and flexibility are among the skills employers most prize in workers ֠technical skills can be taught much more easily than soft skills In terms of assessing soft skills, this can be done effectively using psychometric testing, something we offer to those wepartner with during the recruitment process. There are different tests to assess different capabilities, and we can advise you on which are most appropriate. Assessing soft skills can be done through more interactiveinterview processes, walking around your organization with candidates for example and introducing them to different stakeholders to observe how they interact rather than just sitting them down for an interview. We can also assist you with developing certain interactive tasks for candidates to do which will draw out certain capabilities and approaches. Its also crucial to use the right types of interview questions too, behavioral andpersonality assessment question types will help you to assess how well candidates would learn new processes and information rather than only using situational questions that candidates would struggle to answer if they have little experience in the area of work. How to assess a candidateҳ soft skills There are many interview questions and ways of assessing candidates to measure their soft skills, however, this can be a timely process and can easily be condensed. Here are a few simple ways of assessing your candidateҳ soft skills: Ask candidates what soft skills they think are important ֠this could be asked against the criteria of the job description and person specification to help identify if the candidate can match any areas similar to the role Ask for specific examples of these soft skills in action ֠this is where the candidate identifies which soft skills they use regularly. Ask them to refer to previous situations, working with colleagues, leading a team, etc. Have the candidate explain their strongest and weakest skills ֠this gives you an idea of the range of skills they have and also where they may need to improve What Recruiters & Businesses can do As times change and different traits become more desirable, asHiring Managers and Recruiters we can use our initiative and start amending our recruiting materials and processes to ensure that we attract the best candidates. Bhayani Recruitment offers a holistic approach to recruitment. We can support you from the start right up until the end of the process to the point of you providing an offer. For further information on what we offer, look through ourwebsite. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Tips on recruiting the best HR candidates for your company! HR is the department that every company requires in some format, whether internal or through an outsourced business partner. Through our work over at Bhayani HR & Employment Law, we truly understand the work that HR professionals do, which helps us to look for the right qualities and knowledge in candidates. Here are some of our top tips at Bhayani Recruitment on recruiting in human resources: Ensure the true nature of the company is clear Most HR professionals are hyper-aware of culture within a business, a lot more so than your average employee, so you need to make sure your advert gives an insight into the culture you have and what the values of the business are. There are going to be times when the business is facing difficulties and HR will have to have a lot of involvement, that time may even be now. HR expect challenges to walk into and by discussing how they would approach certain challenges in the recruitment process, will ensure you end up recruiting someone who is prepared for them and moreover, has the right skills and experience to handle them. Having honest and open discussions allow for full transparency to the candidate about this job role. They will not be faced with anything surprising when starting with the business that may lead to them wanting to leave. If you are moving towards a change in values or culture, be honest with this and ask the candidate questions regarding the situation, they may have ideas to input, and this also allows you to gauge what type of business candidates are looking to work in at the moment. Spend time on the job description, person specification and advert What you are looking for in your ideal candidate must be clearly stated from the start. In your person specification ensure you clearly state what type of person you are looking for so that people can self-select, this includes previous experience, work style, skills and personal attributes. The job description identifies what the candidate will be doing within your business, roles and responsibilities that they will undertake to be able to do the role efficiently. You donҴ need to put everything from the job description and person spec into the advert either, only key points. Itҳ nice to include a short list of priorities for the incoming HR person too to give them a flavour of what they will need to do, rather than generally stating what the role looks like. Be prepared to go through a robust process HR candidates are clued up on what a good recruitment process looks like, so you need to ensure you are legitimately selecting people and are demonstrably being fair. A poor and woolly process is likely to lose you candidates as they will see this as a huge red flag from their potential new manager. It doesnҴ need to be ѰerfectҬ however, it needs to be fair. Your person specification can be used to design your interview questions and the candidate can be scored against this criteria. We can help you to design an appropriate process and give guidance on doҳ and donҴs. Remember they canҴ do everything! We will help you pitch the role correctly in terms of salary and job title, starting by asking you what you need the HR person to do. Some HR positions are very broad (stand-alone positions) and others are much more specialist within a HR department, but overall, what HR is not, is IT, facilities, health and safety, or an events planner. Sometimes of course these elements come into the role however for those thinking about recruiting their first HR person, be realistic about the persons skillset. Many people may not have had experience of all processes throughout the employee lifecycle too, so to expect them to be able to confidently approach every variable between recruitment to termination and also write you a new people strategy, could be unreasonable. DonҴ be put off by the title HR roles really do vary from organisation to organisation. If you are looking for a Head of HR for example, donҴ be entirely put off by candidates who have previously held шR Business PartnerҠroles or шR AdvisorҠroles, look at their duties and responsibilities listed on the cv. Likewise, many people who have held the role шead of HRҠmay not have had as much experience as those who have been in advisory roles if their role was stand-alone and there was, in practice, minimal HR work and they were also responsible for general operations. Context is everything, you need to look at the size of the businesses they have worked in, the type of business, who they reported to and the size of the team. Let us help! We offer a holistic and tailored approach to recruitment and are experts in the HR field, we will assist you with: Job design; drafting of the job description & person specification; designing the interview process; making an offer; collecting references; preparing the contract of employment; and onboarding.༯li> If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Soft skills: Why are they important & how do I assess them? Technical skills are needed for practically every job role however it is also important not to forget those soft skills too. In a market which is still experiencing a candidate shortage, itҳ important for organisations to cast a wider net when assessing whether or not someone has the capabilities to do a job, this means looking at the natural behaviour and personality traits a candidate has as well as their technical skills. The difference between the two is that hard skills are built up over time and with experience, these are normally developed in previous roles or throughout life. They refer to the Ѵechnical skillsҠthat someone has to be able to perform a task or do a job. Some of the common examples are: Computer skills (Outlook/Microsoft/Excel) Critical thinking Problem-solving Soft skills are personal attributes an individual has They are a range of social and interpersonal skills which will be suited to particular types of work. Some of the most common soft skills are: Teamwork Patience Time management Communication What is Changing? Organisations are having a change of heart about what type of qualities they are looking for when recruiting. Many will focus more on how well their employees can communicate due to the popularity of remoteworking and hybrid. The importance of having their workers communicate well and efficiently is becoming more popular than ensuring someone has a list of technical skills to be able to do the job the day they start. Monsterҳ The Future of Work 2021: Global Hiring Outlook revealed soft skills such as collaboration, dependability and flexibility are among the skills employers most prize in workers ֠technical skills can be taught much more easily than soft skills In terms of assessing soft skills, this can be done effectively using psychometric testing, something we offer to those wepartner with during the recruitment process. There are different tests to assess different capabilities, and we can advise you on which are most appropriate. Assessing soft skills can be done through more interactiveinterview processes, walking around your organization with candidates for example and introducing them to different stakeholders to observe how they interact rather than just sitting them down for an interview. We can also assist you with developing certain interactive tasks for candidates to do which will draw out certain capabilities and approaches. Its also crucial to use the right types of interview questions too, behavioral andpersonality assessment question types will help you to assess how well candidates would learn new processes and information rather than only using situational questions that candidates would struggle to answer if they have little experience in the area of work. How to assess a candidateҳ soft skills There are many interview questions and ways of assessing candidates to measure their soft skills, however, this can be a timely process and can easily be condensed. Here are a few simple ways of assessing your candidateҳ soft skills: Ask candidates what soft skills they think are important ֠this could be asked against the criteria of the job description and person specification to help identify if the candidate can match any areas similar to the role Ask for specific examples of these soft skills in action ֠this is where the candidate identifies which soft skills they use regularly. Ask them to refer to previous situations, working with colleagues, leading a team, etc. Have the candidate explain their strongest and weakest skills ֠this gives you an idea of the range of skills they have and also where they may need to improve What Recruiters & Businesses can do As times change and different traits become more desirable, asHiring Managers and Recruiters we can use our initiative and start amending our recruiting materials and processes to ensure that we attract the best candidates. Bhayani Recruitment offers a holistic approach to recruitment. We can support you from the start right up until the end of the process to the point of you providing an offer. For further information on what we offer, look through ourwebsite. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Soft skills: Why are they important & how do I assess them? Technical skills are needed for practically every job role however it is also important not to forget those soft skills too. In a market which is still experiencing a candidate shortage, itҳ important for organisations to cast a wider net when assessing whether or not someone has the capabilities to do a job, this means looking at the natural behaviour and personality traits a candidate has as well as their technical skills. The difference between the two is that hard skills are built up over time and with experience, these are normally developed in previous roles or throughout life. They refer to the Ѵechnical skillsҠthat someone has to be able to perform a task or do a job. Some of the common examples are: Computer skills (Outlook/Microsoft/Excel) Critical thinking Problem-solving Soft skills are personal attributes an individual has They are a range of social and interpersonal skills which will be suited to particular types of work. Some of the most common soft skills are: Teamwork Patience Time management Communication What is Changing? Organisations are having a change of heart about what type of qualities they are looking for when recruiting. Many will focus more on how well their employees can communicate due to the popularity of remoteworking and hybrid. The importance of having their workers communicate well and efficiently is becoming more popular than ensuring someone has a list of technical skills to be able to do the job the day they start. Monsterҳ The Future of Work 2021: Global Hiring Outlook revealed soft skills such as collaboration, dependability and flexibility are among the skills employers most prize in workers ֠technical skills can be taught much more easily than soft skills In terms of assessing soft skills, this can be done effectively using psychometric testing, something we offer to those wepartner with during the recruitment process. There are different tests to assess different capabilities, and we can advise you on which are most appropriate. Assessing soft skills can be done through more interactiveinterview processes, walking around your organization with candidates for example and introducing them to different stakeholders to observe how they interact rather than just sitting them down for an interview. We can also assist you with developing certain interactive tasks for candidates to do which will draw out certain capabilities and approaches. Its also crucial to use the right types of interview questions too, behavioral andpersonality assessment question types will help you to assess how well candidates would learn new processes and information rather than only using situational questions that candidates would struggle to answer if they have little experience in the area of work. How to assess a candidateҳ soft skills There are many interview questions and ways of assessing candidates to measure their soft skills, however, this can be a timely process and can easily be condensed. Here are a few simple ways of assessing your candidateҳ soft skills: Ask candidates what soft skills they think are important ֠this could be asked against the criteria of the job description and person specification to help identify if the candidate can match any areas similar to the role Ask for specific examples of these soft skills in action ֠this is where the candidate identifies which soft skills they use regularly. Ask them to refer to previous situations, working with colleagues, leading a team, etc. Have the candidate explain their strongest and weakest skills ֠this gives you an idea of the range of skills they have and also where they may need to improve What Recruiters & Businesses can do As times change and different traits become more desirable, asHiring Managers and Recruiters we can use our initiative and start amending our recruiting materials and processes to ensure that we attract the best candidates. Bhayani Recruitment offers a holistic approach to recruitment. We can support you from the start right up until the end of the process to the point of you providing an offer. For further information on what we offer, look through ourwebsite. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
How to ace the interview process - step 5 - Interview research We all know that getting a new job can be a difficult process to go through, from searching for the ideal role to the interview, the first day of the new job, and everything in between. So, stay tuned to our series of fortunate events for tips and advice on how to ace the hiring process. Well done! YouҶe successfully applied for a job, and they liked your application and CV so much that they have invited you to come in for an interview! The thought of going in for an interview can be quite scary and daunting, especially if you havenҴ done one in a while. The worst thing youҤ want to do is attend that interview having done no prior research or preparation! Doing research about the company and role not only shows that youҲe keen and interested in the job, but it also gives you a good insight as to whether youҤ fit in with their company culture and work environment. Your research will tell you whether you want to or are qualified to work for that company. It also gives you valuable information you can reference in your cover letter or interview. Our advice on what to research: Job details ֠The worst thing you can do is go into an interview without even knowing what job youҶe applied for. It will only show the interviewer that you have no interest or ambition to get the job and will put them off from the get-go. However, this isnҴ the only reason why you need to know this information, how do you even know if the job is right for you if you havenҴ researched it? This will include duties, responsibilities, recruitment, salary, location, and job benefits. Products or services ֠You will need to understand what the company does, whether this is by making products, or selling their services, you need to know what the heart of the business is. Along with this, knowing who the clients of the business are will benefit you as it shows you understand how the business operates and who its target audience. Company History ֠Knowing a companyҳ history will give you a better understanding of its stance in the industry and what it might be doing in the future, why they have the values and mission that they do and how they act on them, and it will also act as good knowledge to drop into conversation to show off how genuinely interested you are in the company. Company structure and key players ֠Knowing how the company is structured will give you a further understanding of how they operate internally and where your place may be within that. Finding out who the key players are such as CEOs, Directors, Heads of departments, etc. will make good conversation pieces in the interview, especially if you know who will be conducting the interview. YouҬl be able to make conversation with them about their role in the company and any achievements or news that they may have posted about recently. Please keep in mind that these should be professional conversations only, you donҴ want to come across as an internet stalker. Research common interview questions ֠Create responses for them and practice those responses before you get invited to an interview. Ask a friend or professional contact to do a practice interview with you. If you are well-prepared, you will be more confident and comfortable when you go into your next interview. Industry ֠An interviewer may ask how you perceive his companyҳ position in its industry, who the firmҳ competitors are, what its competitive advantages are, and how it should best go forward. Itҳ also worth brushing up on the negatives of the industry and trying to create some ideas of resolutions for this.༯strong> Company values, mission, and culture ֠Understanding a companyҳ mission will give you insight as to why it exists, what the overall goal is, and where they want to be in the future. Usually, company values will align with the mission to ensure that all the employees are working towards the same goal. Researching and assessing if this suits your personal values is important as your core values should support the companyҳ vision and shape its culture. The culture of a company lies more on the shop floor, with the attitudes and practices of the employees. Clarifying that a company has a healthy culture is one of the most important things you should do before you join a new role, as this could be the difference between staying for 6 months or 6 years. A simple message on LinkedIn or looking on reviews Glassdoor from someone who has or does work there currently can give you this answer. Recent news, events and social media ּ/strong> Having a scroll through the companyҳ website, social media pages and any press articles about them can give you a good insight into what they are getting up to at the moment. This will act as good ammunition for conversation starters in the interview and show that you have a keen interest in the company and are staying up to date. We hope you enjoyed reading step 5 ֠Interview research Click here to read step 1ࠖ The Job Hunt Click here to read step 2 ֠The CV Click here to read step 3ࠖ The Cover Letter Click here to read step 4 ֠The Application Click here to read step 6 ֠Personal Conduct If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Soft skills: Why are they important & how do I assess them? Technical skills are needed for practically every job role however it is also important not to forget those soft skills too. In a market which is still experiencing a candidate shortage, itҳ important for organisations to cast a wider net when assessing whether or not someone has the capabilities to do a job, this means looking at the natural behaviour and personality traits a candidate has as well as their technical skills. The difference between the two is that hard skills are built up over time and with experience, these are normally developed in previous roles or throughout life. They refer to the Ѵechnical skillsҠthat someone has to be able to perform a task or do a job. Some of the common examples are: Computer skills (Outlook/Microsoft/Excel) Critical thinking Problem-solving Soft skills are personal attributes an individual has They are a range of social and interpersonal skills which will be suited to particular types of work. Some of the most common soft skills are: Teamwork Patience Time management Communication What is Changing? Organisations are having a change of heart about what type of qualities they are looking for when recruiting. Many will focus more on how well their employees can communicate due to the popularity of remoteworking and hybrid. The importance of having their workers communicate well and efficiently is becoming more popular than ensuring someone has a list of technical skills to be able to do the job the day they start. Monsterҳ The Future of Work 2021: Global Hiring Outlook revealed soft skills such as collaboration, dependability and flexibility are among the skills employers most prize in workers ֠technical skills can be taught much more easily than soft skills In terms of assessing soft skills, this can be done effectively using psychometric testing, something we offer to those wepartner with during the recruitment process. There are different tests to assess different capabilities, and we can advise you on which are most appropriate. Assessing soft skills can be done through more interactiveinterview processes, walking around your organization with candidates for example and introducing them to different stakeholders to observe how they interact rather than just sitting them down for an interview. We can also assist you with developing certain interactive tasks for candidates to do which will draw out certain capabilities and approaches. Its also crucial to use the right types of interview questions too, behavioral andpersonality assessment question types will help you to assess how well candidates would learn new processes and information rather than only using situational questions that candidates would struggle to answer if they have little experience in the area of work. How to assess a candidateҳ soft skills There are many interview questions and ways of assessing candidates to measure their soft skills, however, this can be a timely process and can easily be condensed. Here are a few simple ways of assessing your candidateҳ soft skills: Ask candidates what soft skills they think are important ֠this could be asked against the criteria of the job description and person specification to help identify if the candidate can match any areas similar to the role Ask for specific examples of these soft skills in action ֠this is where the candidate identifies which soft skills they use regularly. Ask them to refer to previous situations, working with colleagues, leading a team, etc. Have the candidate explain their strongest and weakest skills ֠this gives you an idea of the range of skills they have and also where they may need to improve What Recruiters & Businesses can do As times change and different traits become more desirable, asHiring Managers and Recruiters we can use our initiative and start amending our recruiting materials and processes to ensure that we attract the best candidates. Bhayani Recruitment offers a holistic approach to recruitment. We can support you from the start right up until the end of the process to the point of you providing an offer. For further information on what we offer, look through ourwebsite. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Soft skills: Why are they important & how do I assess them? Technical skills are needed for practically every job role however it is also important not to forget those soft skills too. In a market which is still experiencing a candidate shortage, itҳ important for organisations to cast a wider net when assessing whether or not someone has the capabilities to do a job, this means looking at the natural behaviour and personality traits a candidate has as well as their technical skills. The difference between the two is that hard skills are built up over time and with experience, these are normally developed in previous roles or throughout life. They refer to the Ѵechnical skillsҠthat someone has to be able to perform a task or do a job. Some of the common examples are: Computer skills (Outlook/Microsoft/Excel) Critical thinking Problem-solving Soft skills are personal attributes an individual has They are a range of social and interpersonal skills which will be suited to particular types of work. Some of the most common soft skills are: Teamwork Patience Time management Communication What is Changing? Organisations are having a change of heart about what type of qualities they are looking for when recruiting. Many will focus more on how well their employees can communicate due to the popularity of remoteworking and hybrid. The importance of having their workers communicate well and efficiently is becoming more popular than ensuring someone has a list of technical skills to be able to do the job the day they start. Monsterҳ The Future of Work 2021: Global Hiring Outlook revealed soft skills such as collaboration, dependability and flexibility are among the skills employers most prize in workers ֠technical skills can be taught much more easily than soft skills In terms of assessing soft skills, this can be done effectively using psychometric testing, something we offer to those wepartner with during the recruitment process. There are different tests to assess different capabilities, and we can advise you on which are most appropriate. Assessing soft skills can be done through more interactiveinterview processes, walking around your organization with candidates for example and introducing them to different stakeholders to observe how they interact rather than just sitting them down for an interview. We can also assist you with developing certain interactive tasks for candidates to do which will draw out certain capabilities and approaches. Its also crucial to use the right types of interview questions too, behavioral andpersonality assessment question types will help you to assess how well candidates would learn new processes and information rather than only using situational questions that candidates would struggle to answer if they have little experience in the area of work. How to assess a candidateҳ soft skills There are many interview questions and ways of assessing candidates to measure their soft skills, however, this can be a timely process and can easily be condensed. Here are a few simple ways of assessing your candidateҳ soft skills: Ask candidates what soft skills they think are important ֠this could be asked against the criteria of the job description and person specification to help identify if the candidate can match any areas similar to the role Ask for specific examples of these soft skills in action ֠this is where the candidate identifies which soft skills they use regularly. Ask them to refer to previous situations, working with colleagues, leading a team, etc. Have the candidate explain their strongest and weakest skills ֠this gives you an idea of the range of skills they have and also where they may need to improve What Recruiters & Businesses can do As times change and different traits become more desirable, asHiring Managers and Recruiters we can use our initiative and start amending our recruiting materials and processes to ensure that we attract the best candidates. Bhayani Recruitment offers a holistic approach to recruitment. We can support you from the start right up until the end of the process to the point of you providing an offer. For further information on what we offer, look through ourwebsite. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
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