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How do I use the STAR method to prepare for my competency based interview?

Many forward-thinking clients now utilise competency-based questions at interview. This allows the interviewer to glean real-life examples of relevant situations that are important to them when looking to recruit, as well as allowing the candidate to think freely about their experiences (work-related or not) and showcase their thought process and decision-making skills.

We took a deep dive into the STAR method of preparing for a competency-based interview which can be helpful when thinking through a comprehensive response.

The STAR format is one method for answering interview questions that assesses your experience in a given scenario. Thinking through the Situation, Task, Action, and Result will give the interviewer a clear specific, concrete example of how you’ve handled similar situations in the past (and gives you a great basis for talking about the experience).

Situation: Describe a specific situation or task you were involved in.

Task: Explain what you had to accomplish or achieve in that situation.

Action: Describe the specific steps you took to complete the task or resolve the situation.

Result: Explain the outcome of your actions and the impact it had on the situation or task.

When using the STAR format to answer interview questions, it’s important to be honest (as always). If you’ve actually experienced the situation you’re being asked about (in work, education, your personal life) you will find it easy to answer as you’ve lived the experience. Be honest and take a moment to think through when you have encountered the experience before answering and cover each of the points below.

1. Be specific: Provide specific examples and details when describing your situation, task, actions, and results. This will help the interviewer better understand your experience and how it relates to the position you are applying for. 
2. Keep it relevant: Make sure the examples you use are relevant to the job you are applying for. Use examples that demonstrate the skills the interviewer is looking for.
3. Use active language: Use active verbs and descriptive language to describe your actions and the results of your actions.
4. Practice: Practice answering interview questions using the STAR format before your interview. This will help you become more comfortable with the format and give you a chance to refine your responses.

Here’s a quick example of how you might answer the question “Can you give me an example of a project you’ve been responsible for in your previous employment”.

Situation: During my last job as a project manager, I was tasked with leading the development of a new website for the company.

Task: The task was to develop a new website that was user-friendly, responsive and met the company’s brand guidelines and also make sure it is completed within the budget and timeline

Action: To accomplish this task, I gathered requirements from all stakeholders, put together a project plan, and assembled a team of developers, designers, and QA testers. I also established clear milestones, timelines, and budgets for the project. Throughout the project, I regularly communicated with the team, stakeholders, and my manager to ensure that everything was on track.

Result: The website was launched on time and within budget, and received positive feedback from users, stakeholders and the management. The website also helped the company to increase its online sales by 15% in the first quarter after the launch.

By breaking down your answer into these four distinct areas you can ensure that the question is covered comprehensively and maximise your chances of being shortlisted (or offered) the job role.

If you’d like more tips and advice on ensuring your next interview goes well, check out our regular blog posts at www.first-base.co.uk

What are the benefits of using our Industry Expertise?

At Team First Base, one of our core values is that of Industry Expertise, but what does that mean for the people we work with?

We took a deep dive into what our industry expertise means to our clients across each of the sectors we offer.

1. We have well-established networks and access to a specialised talent pool within our respective industries.
2. We have connections with passive candidates who may not be actively searching for new opportunities but possess the skills and experience sought by organisations. This access allows us to source highly qualified candidates that may not be readily available through traditional channels.  
3. We can streamline the hiring process and save valuable time for organisations. Having a clear understanding of the required skill sets and qualifications enables us to efficiently screen and shortlist candidates. The industry knowledge we have gained from over 25 years in business, also helps in conducting targeted searches, reducing the time spent on sourcing and screening unqualified candidates.
4. We stay up-to-date with market trends, including changes in talent supply and demand, emerging skill sets, and remuneration benchmarks. We provide organisations with valuable insights into the current landscape, helping them make informed decisions regarding talent acquisition strategies, salary offers, and competitive positioning.
5. The team at First Base possess specialised knowledge and expertise in their respective fields. They are familiar with industry-specific recruitment best practices, including sourcing strategies, candidate assessment methods, and interview techniques. Leveraging this niche expertise, we can guide organisations in optimising their recruitment processes and ensuring a higher quality of candidate selection.
6. We can enhance your business branding and reputation. By working with us in partnership, we’ll support you in attracting top talent and building a positive experience. This can result in higher candidate engagement, increased employee retention, and improved perception among industry peers.
7. While there is a cost associated with engaging us, leveraging our industry expertise can result in cost savings in the long run. Efficient and effective candidate selection reduces the risk of hiring mistakes and turnover, which can be costly. 

In summary, we offer the advantages of deep industry knowledge, access to specialised talent pools, efficiency and time savings, market insights, niche expertise and best practices, enhanced employer branding, and potential cost savings. These benefits can contribute to successful and targeted hiring, resulting in better-quality candidates and improved organisational outcomes.

If you would like to discuss how we can help, don’t hesitate to contact us on 01453 755330, info@first-base.co.uk or click here.  Anything you discuss with us is completely confidential and there is no obligation to use our services.

What do I do now my exams are finished?

Congratulations on completing your exams! 

What a relief to finally finish and be able to look forward to some free time over the summer months. 

You may be starting Uni or a college course come September, but in the meantime, take some time to breathe and put some thought into what you want to gain from your time off. 

Having just had the same conversation with my son who finished his A levels today, I thought it may be useful to get some ideas down for those of you who are thinking now what?

There are so many opportunities available to you, the World really is your oyster – have a read through the following list and see if there’s anything that you’d like to consider:

1. Explore new places, both in the UK and overseas. You could visit countries or cities you’ve always wanted to see, or embark on an adventure with friends or family. Travelling can broaden your horizons and create lasting memories, as well as give you valuable life experience. 
2. Consider some work experience or volunteering in a field related to your future studies or career interests. It can provide valuable insights and enhance your CV ready for your next move. It’ll also show future employers that you can commit to working hours and be reliable, as well as develop your communication skills.
3. Engage in community volunteer work. It’s a fulfilling way to give back, make a positive impact, and develop new skills. Explore opportunities in areas like education, environmental conservation, healthcare, or social services. You’ll meet like-minded people and start forming networks that could open up opportunities later in life.
4. Use the summer to learn a new skill or pursue a hobby. It could be anything from painting, playing a musical instrument, coding, cooking, photography, or writing. Find information online or on local Facebook pages: workshops and classes are often low cost and you’ll be surprised at the range of events happening on your doorstep.
5. Catch up on books you have been meaning to read or delve into subjects that interest you. Self-study materials, online courses, or educational platforms can help you explore a wide range of topics. Get involved in relevant discussions and develop your communication skills at the same time.
6. A university or college course can be demanding, so take some time to relax and recharge before September; spend quality time with family and friends, enjoy leisure activities, practice self-care, and prioritise your well-being.
7. Use this time to get organised and ready for the upcoming academic year. Familiarise yourself with course content and start any required readings. You can also reach out to future classmates or join online groups to connect with others.
8. Don’t forget the life admin stuff. Consider your finances and familiarise yourself with logins for banks and student loans etc. Use this time to learn how to cook some simple meals if you’ll be living away from home and be sure to look into the process for registering with a doctor for example. All important stuff if you’re relocating for either work or study.
9. If you have any personal projects or ideas you’ve been meaning to pursue, now is the time. Whether it’s writing a book, starting a blog, launching a small business, or creating art, summer can provide the freedom and focus to bring your ideas to life.

Remember, your summer break is a valuable opportunity to explore, grow, and recharge before the next chapter of your life. 

If you’re looking for work over the summer months to fund any of the above, register with a local agency that will be able to help you find employment. They will know which temp jobs are more suitable for you as some employers will want recent experience which you may not have.

Although experience is not always necessary, remember, you’ll still need bags of enthusiasm, good timekeeping and communication skills. If you turn up on time and work hard, there will always be more opportunity to return for holiday work and you’ll be considered more favourably if permanent jobs come up when you’ve finished your studies.

Above all, enjoy! You have worked so hard and studied for so long. Enjoy the break and take advantage of every opportunity available to you.

Want to work in Recruitment? Do you know what it really entails?

At First Base, our team works tirelessly to match the right people to the right job roles but much of their workload is as much about rejection as it is about placing candidates.  They speak to hundreds of people each week to ascertain their right to work, suitability for a job role, personality, and cultural fit for the companies we work with.

When they find just the right person it all seems so easy (even more so when they can identify the right person off the top of their heads), however, the role of recruiter necessitates a broad skillset.

We’re always looking for great candidates to bring on board as recruiters, so here’s a snapshot of just what a typical day in the life of a recruiter entails:

1. Speaking to and visiting new* and existing clients in order to take a brief on open job roles, to check in or to discuss future business growth plans and issues the client may be facing.
2. Managing their diaries to ensure the right mix of time spent with current clients and those who have expressed an interest in recruitment services, following up on leads, and reaching out to prospective clients.
3. Taking detailed job briefs including shift patterns, overtime rates, facilities on site, opening hours, lunch breaks (paid or unpaid), skills required, salaries being offered, and timescale (you must be bold enough to ask every question you can imagine ensuring you understand).
4. Speaking with clients clearly about ways to recruit and the associated fees.
5. Reviewing CVs and job applications from potential candidates is a key part of a recruiter’s day. They will assess candidates’ qualifications, skills, and experience to determine whether they are a good fit for the role (or any other role currently available). Utilising tools to remember those candidates very very well.
6. Sourcing active and passive candidates through a variety of channels such as a CRM, job boards, social media, referrals, and professional networks.
7. Screening and interviewing candidates both by phone and face-to-face to assess their qualifications, skills, and suitability for each role. This means being resilient enough to keep reminding** people if they forget appointments / a call with you. 
8. Detailing rates of pay, shift premiums, and holiday allowances to candidates.
9. Coordinating interviews (virtual, phone or face-to-face) with hiring managers, setting up times and dates, locations, and instructions to enter sites or join virtual calls.
10. Following up with all parties concerned to provide feedback and agree on next steps***
11. Negotiating offers with candidates and communicating the details of the job offer.
12. Gaining references.
13. Keeping accurate and comprehensive records of all recruitment activities, including CVs, relevant licences, RTW, job roles, hiring managers, HR managers, finance contacts, interview notes and communication with candidates ****
14. Our Recruiters stay up-to-date with industry trends and best practices to ensure that their recruitment methods are effective and are always abreast of changes in their given sector***** in order that they can speak with both clients and candidates proficiently and professionally.
15. Networking with industry professionals, attending job fairs, and other events to build relationships and expand their knowledge of available candidates.
16. Managing their time to ensure they have the right people when clients need them.

This is a general overview of a typical day in the life of our recruiters – it seems a lot but when you get it you get it. If you’re ultra organised, great at admin, naturally interested in learning (everything) and personable enough to chat to everyone, then it can be a fantastic career with bags of variation and the opportunity to progress quickly onto a more senior role. 

*The role of recruiter will mean you’re speaking to a variety of clients on a daily basis and traveling to meet with them in order to fully assess the role and work environment where possible.

** People are busy, but sometimes, they’ll change their minds and not tell you.

*** Having to give bad news as well as good news and doing this sensitively whilst protecting the reputation of all parties.

**** When people are taking holidays, what they do and do not want to do, how flexible they can be, why they want to work a particular work pattern or leave their current job role.

*****They are able to advise on salary rates being offered, shift patterns that work and can suggest ways to improve on the success of a recruitment drive that is struggling.

8 tips on how to onboard a new member of staff

When someone new joins your team, it’s important to provide them with the support they need to settle in quickly and easily.  Here are a few things you can do to support them and maximise their success from day one:

1. Assign a mentor or buddy to the new employee, who can provide guidance and support during the transition period. This person can help the new employee understand the company culture, answer questions, and provide information about the team.
2. Clearly communicate the expectations for the role, including job responsibilities, performance goals, and any specific team policies or procedures.
3. Make sure that the new employee has access to the resources they need to do their job, such as shared documents, project management tools, and any other software or systems the team uses – this can be right down to the emails they have access to so ensure you have thought everything through.
4. Organize a team meeting or lunch, so that the new employee can meet their colleagues and start building relationships.
5. Encourage the new employee to participate in team meetings and activities, and make sure they have an opportunity to share their ideas and opinions in a safe environment.
6. Schedule regular check-ins with the new employee, to ensure they are adapting well to the team and the company and to address any issues that may arise.
7. Be available to the new employee, to answer any questions they have and provide support as needed.
8. Encourage the new employee to provide feedback on their experience truthfully without fear of recourse, and use it to improve the team’s processes, culture, and work environment.

By providing the necessary support and resources, you can help the new employee feel more comfortable and confident in their new role within the team from day one.

We hope everything goes swimmingly but don’t be afraid to bring up issues with them in a professional and clear manner if you see any unexpected behaviours.  It’s so important to set clear expectations from the outset.

How do I find more time to interview candidates?

We’re seeing more and more businesses report that they just don’t have the time to interview whilst they juggle the myriad of demands of running the organisation.

There’s so much going on that they lose sight of the importance of bringing on the right team to support the plans put together for 2023 and find themselves firefighting (doing the work of three people whilst they try to keep all the balls in the air).

It’s important to remember that an engaged and empowered workforce is critical in achieving growth AND adding to that team successfully, is just as key.

Candidates continue to be in short supply and are moving fast hence it’s so important to have a robust network of people that you can call on when business needs dictate it.

If you don’t have time to interview potential candidates there are a few things you can do: 

1. Consider using pre-interview assessments to help you quickly identify the most qualified candidates. These can be a great way to quickly highlight candidates with the right skills and experience, without having to spend as much time interviewing.
2. Ask current employees or industry contacts if they know of anyone who would be a good fit for the role. Personal referrals can be a great way to quickly identify qualified candidates.
3. Conduct virtual* interviews using video conferencing software. This allows you to interview candidates remotely, without having to meet in person. 
4. Consider hiring a candidate on a trial period or as a temp to start**, to determine if they are a good fit for the role and the company culture. This can be a good way to get to know the candidate without needing to conduct a long interview process.
5. Outsource the interview process to a consultant, HR professional, or a member of your team who is not involved in the day-to-day operations of the company. This would allow you to focus on your business while someone else conducts the interview process on your behalf.
6. A recruitment agency can handle the entire recruitment process*** for you, including advertising the job, screening cv’s, conducting interviews, and providing a shortlist of qualified candidates.

* Remember that virtual interviews should not replace the face-to-face interview, but act as a first step in identifying those you’d like to meet.  Meeting people, and allowing them to see and feel the culture of your business, is key.

**In today’s market, we are seeing a heightened need for stability hence a temp-to-perm arrangement or a permanent role from the get-go is far more attractive to job seekers

***A good recruitment agency will look after your reputation in the marketplace whilst you’re able to concentrate on all the other aspects of your job role. Look for great communication and a commitment to understanding the business. Invest in building a strong relationship in order to get the best out of your recruitment partner.

How can I find the right people in 2023?

How to navigate a shortage of candidates in 2023.

The need for the right staff has never been more apparent. Being on the front line, where candidates are moving so quickly (and sometimes disappearing off the face of the earth) we put our heads together and came up with our top tips for navigating this challenge.

1. Expand the recruitment pool: Look beyond traditional recruitment sources and consider candidates from a wider range of backgrounds and industries
2. Offer flexible working arrangements: Attract a wider range of candidates by offering sustainable flexible working arrangements such as remote work, part-time work or flexible hours (always consider business needs and the needs of new recruits/those training)
3. Improve employee retention: Reduce the need to bring in new staff by looking after current employees. This can be achieved by offering competitive remuneration packages, career development opportunities, a positive work-life balance and a safe environment in which to learn.
4. Invest in Tech: Analyse processes and invest in technology to streamline and or automate.
5. Build a strong employer brand: Build a strong employer brand to attract top talent. This can be achieved by promoting the company’s culture, values, and mission, and by highlighting the benefits of working for you (including the location of your business, ease of transport links, cities, and towns of interest: the lifestyle will be important to some).
6. Leverage Recruitment Agencies and headhunters: Leverage recruitment agencies and headhunters to find the right calibre of candidates for the job. Build a relationship and be safe in the knowledge that a great recruitment agency will have ears and eyes to the ground to find you the right people.  Be open and honest, let them learn about you and the business and they will be out there acting as advocates.

These are some of the strategies that can be used to navigate a shortage of candidates in 2023. It is important to consider which strategies will be most effective for your company based on your specific needs and resources.

Top tips for attending an interview on zoom in 2023

How to smash your next online interview

I was privy to a recording of a highly professional zoom* interview yesterday, and one which was… not so polished.

For anyone undertaking an interview for a job you’re keen on here are some tips on how to prepare for a Zoom interview in 2023:

⚡Test your equipment: Make sure your computer or device, internet connection, and camera are in good working order beforehand. Test your Zoom connection and familiarise yourself with the platform’s features.

⚡Dress professionally: Even though you will be interviewed remotely, it is important to dress professionally as you would for an in-person interview. This shows respect and professionalism to the interviewer.

⚡Find a quiet and well-lit location: Find a quiet and well-lit location for your interview, free from distractions and interruptions. Make sure your background is tidy and professional.

⚡Be on time: Be on time for your interview, just as you would for an in-person interview. Log in to the Zoom call a few minutes before the scheduled start time to ensure that you are ready to begin on time.

⚡Have a copy of your CV and any relevant documents: Have a copy of your CV and any relevant documents easily accessible, in case the interviewer asks to see them.

⚡Keep a positive attitude: Keep a positive attitude and maintain good eye contact with the interviewer by looking directly at the camera, not just the screen.

⚡Be ready to answer common questions: Practice answering common interview questions and have some questions ready to ask the interviewer – things that are important to you in ascertaining if this is the right job role for you.

⚡Follow up: Send a thank you note or email to the interviewer after the interview to express your gratitude and reiterate your interest in the position.

By following these tips, you will be well-prepared for your Zoom interview and can feel confident in your ability to make a strong impression on the interviewer.

If you’d like more tips and advice on ensuring your next interview goes well, watch out for our new website – brimming with ideas to ensure your next interview (on or offline) goes well.

www.first-base.co.uk

*zoom is one of many online meeting providers

5 Tips to Improve Your Recruitment Process

You’ve come to the conclusion that you need to review your recruitment process. You’re engaging candidates but they don’t go the full distance – some drop out prior to the interview whilst others interview but don’t accept the job you’re offering.

5. It doesn’t stop there

How to Write a Standout CV

YOUR CV IS YOUR PERSONAL ‘SALES PITCH’
Your CV is your opportunity to sell yourself so make sure it really works for you. It’s important you keep it clear, concise and easy to read to ensure that the recipient can easily digest the key points (bullet points can help with this). Employers won’t generally have long to look at each CV they’re sent, so aim for no more than two pages in length if at all possible.

• Detail your full name, address and contact details (mobile phone and landline if you have one, plus your email address)
• Personal Profile (a paragraph about you and what you’re looking for in your next job role): Crafting your CV to align with the job you’re  applying for is crucial to making it standout. Achieve this by adjusting your personal profile to the job’s specifications. Examine the job description and extract frequently mentioned buzzwords, key skills, or required software systems. It’s crucial, however, that you only include these if you are genuinely proficient in them.
• Experience: List your experience in chronological order with the most recent first. Show the dates you were employed in each role, for  example, Feb 2014 to present, the company you worked for and the job role you undertook. Use the buzzwords, key skills and software systems as identified above in your work history (again, only if you have genuine experience in these areas).
• If there are any gaps in your employment history be sure to clarify what you were doing in these times periods.
• Qualifications: Include all relevant qualifications in this section. For example degrees, exam results, external courses you’ve attended or in house training you’ve undertaken.
• A bit about you and your personality. Is there anything you’d like to add to give a flavour of you as an individual? Remember that if you include “I’m an avid reader and enjoy learning new skills” you may well be asked what you are currently reading. Be absolutely honest here in order that you can answer truthfully.

It’s good practice to provide a covering letter/email telling the employer why you feel you are the right fit for the role. This can also help the interviewer when it comes to shortlisting candidates for interview.

Above all, proofread! Make sure there are no spelling mistakes, grammatical errors or ‘text speak’ in either your covering letter or CV.

As an aside, we see a lot of inappropriate / unprofessional email addresses that were set up in years gone past. Have a think about whether you’d like to set up an alternative account purely for job applications.

ATTITUDE MATTERS AS MUCH AS EXPERIENCE

While your experience of course counts, a willing and ‘can do’ attitude can give someone a distinct advantage over another applicant. Make sure your cv stands out by using positive and optimistic language. In your cover letter, for example, you could explain how you arrived at the decision to get into this field of work and highlight how you went about gaining the skills necessary.

The CIPD encourages HR (Human Resource) professionals to ‘recruit for willingness, train for skill’. This is something a lot of recruiters will have in mind during the interview process. A prospective applicant, who shows a willingness to learn and develop can often be trained in the skills required for the role

GAIN A COMPETITIVE EDGE
If you get an interview and it comes down to a choice between you and another candidate, there are a number of factors employers will consider when deciding who to offer the job to. You can gain a competitive edge by making sure you present yourself well, both in terms of looking smart, ensuring you display positive body language and the right attitude.

Always, always do your research about the employer in order that you feel prepared. You’d be surprised at how many people don’t check even the basics prior to attending interview. The company website is a great place to start but if you can find up to date company news to get a two-way conversation going, you’ll have set yourself apart.

You’ll usually be asked at the end of an interview if you have any questions. It’s so important to show interest in the job role and the company you’re applying to – be prepared with a few ideas of questions that you can ask about the business in order to show that you’re fully engaged.

If you need further advice, get in touch with us today! You can contact us via email, phone, or using the chat feature on our website.