22 Tips To Help Attract The Best Talent For Your Company

After placing 14,000 people with 350 top organisations, we have learned a thing or two about how employers attract the best people – and why some companies struggle to recruit and retain good people. These days we find that the best candidates have a clear idea about the type of organisations they will and won’t work for – here are our 22 top tips to help you attract the right people.

1. Identify the requirement.

It sounds basic stuff but sadly too many organisations don’t accurately identify and share the requirements of the position they seek to fill. Everyone involved in the recruitment or interview process needs to be fully familiar with the needs and wants of the company.

Identify the qualities that the organisation seeks for in the candidate for a particular position and write it down. If there is no proper identification of requirements, then there’s a chance that candidates you select do not possess the required skills and aptitude.

2. Write a compelling and accurate job description.

There is an increased need to properly and accurately describe the actual role you are recruiting for to candidates. Outline the role as it really is today or you risk losing a new recruit in the first few months. Don’t just highlight the best parts of the job or how it might look in the future – and don’t hire for part-time when what you really have is a full-time job. A new recruit hired part-time being pressured to work extra hours isn’t a great motivator.

3. Have a reputation for being a great place to work.

Just as a company has a ‘brand’ designed to reflect what customers can expect of its products or services; a company has an employer brand that reflects what employees can expect of its employment practices. The best and most profitable customers are attracted by a brand that can be trusted to deliver on its marketing promises and the best talent is attracted by an employer that can be trusted to fulfill the promises made in a recruitment campaign or at interview.

Put simply, the businesses with the best employer brands attract more applications from the best candidates. Companies that appear in The Times Top 100 Best Companies for instance, enter the competition because they know that being recognized as a good employer has a direct effect on recruitment and ultimately bottom-line results.

4. Talent and skills over experience.

There are highly talented people out there who may be just perfect for the job you have within your company because of their set of skills, but who lack the years of experience you say you require in the job advert.

The fact that someone does not have previous experience in a particular position does not mean that they won’t be able to succeed. In fact, the contrary is proven every single day. Most people love challenges and are more than willing to work hard and strive to prove that they can be trusted to do a great job if you as an employer, give credit to their skills and strengths.

5. Big up your culture

If you are an SME, don’t worry about losing out on talent to bigger corporate firms. The entrepreneurial culture of a smaller business is a big selling point for attracting talent. Make sure this comes across in any job adverts you create.

6. Rewards and benefits

Make a good proposition for your candidates and let them know what you stand for as a company. How do you reward them and what’s their work-life balance like? Be clear about what your brand represents: this isn’t just what you tell your customers, but what you tell your staff. Benefits are about a lot more than the pay packet.

7. Network nous

The more of your people that network, the more your business’s reputation will be enhanced across your industry. Managers who are searching for new staff should always be making new connections and attending events. Offer referral incentives so that all your employees are encouraged to network.

8. Meet the team.

Try to avoid conducting all of the interview processes in a one-to-one meeting in private rooms. After all, your employment brand and culture should be a big selling point. Show candidates around the office and introduce them to potential team members – this way they’ll get a real feel for the business.

9. Be decisive.

Some businesses have a 30-day window for applications and then invite all the appropriate applicants in for interviews. The risk in this approach is that the best job seekers who applied very early on may have found somewhere else by that time. As soon as you see someone you like, get them in for a meeting.

10. Recruit first, job second.

If you are introduced to someone who is a ‘good fit’ for your company, create a role for them. Don’t get stuck in a routine and hire only when you have a vacancy. Keep the business fresh by doing things the other way around. The best businesses recruit people, rather than aiming to fill a specific post, create a position for talented potential employees whenever practical.

11. Offer the right rate for the job.

It’s a job seekers market right now and failing to offer at least the market rate is unlikely to attract the best candidates.

12. Provide personal development opportunities.

Every good candidate wants to know what opportunities there are for development. Failing to provide a personal development and progression plan is a big switch off for many good people.

13. Make time for recruitment.

At First Base we can help and support organisations to save time and money. Never the less, there remains a requirement for the right amount of time and attention to be allocated internally to ensure interviews are effective and that candidates get the best impression.

14. Don’t procrastinate

Being decisive is becoming really important. Some organisations simply take too long to make a recruitment decision and then lose the candidate to a more switched on company.

15. Health and wellbeing.

It’s would be difficult to miss how big this is right now. Organisations need to be serious about wellbeing at work, not just because it is expected but because it is the right thing to do. The more an organisation shows it really cares, the more attractive it is an employer.

16. Know what’s great about you as an organisation to work for.

Every job and every company has things that are great about them. In order to stand out from other potential employer’s, an organisation needs to know who they are trying to attract and what will motivate them to want to work with them.

17. Company values.

There is a whole new generation of talent who want to be paid well for a job well done AND to know that their personal values are aligned with those of their employer. Social issues and community awareness are high on their agenda.

18. Explain the recruitment process to every candidate.

Candidates selected for interview should know exactly what to expect; when they will be interviewed, where they will be interviewed and who will be involved in the interview. Make sure there are no surprises, no bad practices, no uncertainties and no confusion.

If you don’t portray your organisation as a great employer from the very start, the best candidate may decide your company is not the right fit for them.

19. Prepare for the interview.

Too many managers glance at a CV a couple of minutes prior to the interview. Leaving to the last minute means being unlikely to be able to ask insightful and intelligent questions or hold a meaningful two-way conversation.

Use the candidate’s CV to prepare probing questions about accomplishments, work ethic and attitudes.

Do a quick LinkedIn and social media check to explore outside interests and who they network with.

20. Have a conversation, don’t interrogate.

You can’t have a conversation unless you do some preparation. You simply won’t know enough to do anything other than ask questions. When an interview is conversational (and you listen effectively) candidates relax, speak more freely and provide more detail. Have a grown-up, respectful conversation and don’t use tricks or techniques to put the candidate under pressure.

21. Outline the next steps.

At the end of the interview always describe the rest of the recruitment process. Explain what you will do and when you plan to do it. Don’t force the candidate to ask. Tell them and if there are any changes following the interview communicate with them.

22. Follow up – with everyone.

It’s a fundamental business courtesy that says lots about you as an employer. Failing to follow up is incredibly rude, will be remembered and broadcast widely by those who invested time in your recruitment process but received little courtesy in return.

The team at First Base can help you to recruit and retain great people. If you would like to know more about why candidates and employers tell us that First Base is their first choice call 01453 755330 or email tricia.hay@first-base.co.uk

22 Top Tips to Help You Make a Great Impression at Your Next Interview

Over the past 22 years, we have helped over 14,000 great people to find their dream job. We’ve learned a lot about what employers are looking for when they interview candidates.

Here are our 22 top tips to help you make the best impression at your next interview.

1. Research the company and industry

Knowledge of the company and industry will impress an interviewer. It will also provide you with information to prepare one or two insightful questions beyond what the pay rate is. Showing genuine interest makes a real difference.

2. Prepare for common interview questions.

Every “how to interview” book has a list of a hundred or more “common interview questions”. So how do you prepare – even for the dreaded “Where do you see yourself in 5 years” Think about which questions you’re most likely to encounter given your background and the job you are applying for. Then prepare your answers so you won’t have to fumble for them during the actual interview.

3. Anticipate the interviewer’s concerns and reservations.

There are always more candidates for jobs than there are positions available. Interviewers look for ways to screen people out that don’t immediately match their expectations. Put yourself in their shoes and ask yourself why they might not want to recruit you (“I don’t have this,” “I’m not that,” etc.). Then prepare your response: “I know you may be thinking that I might not be the best fit for this position because [their reservation]. But you should know that [reason the interviewer shouldn’t be overly concerned].”

4. Clarify your “selling points” and the reasons you want the job.

Prepare to go into every interview with four or five key selling points in mind, such as what makes you the best person for the position. Have an example of each selling point and be prepared to tell the interviewer why you want that job, including what interests you about it and what abilities it requires that you possess. If an interviewer doesn’t think you’re really interested in the job, they won’t give you an offer.

5. Prepare questions for the interviewer.

Go to the interview with some intelligent and insightful questions for the interviewer that demonstrate your knowledge of the company. Interviewers always ask if you have any questions, and no matter what, you should have one or two ready.

6. Practice out loud.

It’s one thing to come prepared with a mental answer to a question like, “Why should we hire you?” It’s another thing to say it out loud in a confident and convincing way. The first time you try it, you’ll sound garbled and confused, no matter how clear your thoughts are in your own mind! Like the best presenters – do it another 10 times, and you’ll sound a lot smoother and more articulate.

7. Be on time!

It should go without saying, but it is never acceptable to be late to an interview. This is such a common standard that some employers will refuse to interview a candidate if they are late. Sadly, some candidates still fail to realise that there is a basic requirement to be on time.

8. Make the right impression in the first five minutes.

Some studies indicate that interviewers make up their minds about candidates in the first five minutes of the interview – and then spend the rest of the interview looking for things to confirm that decision. So what can you do in those five minutes? Go in with energy and enthusiasm, and express your appreciation for the interviewer’s time. Remember they may be seeing a lot of other candidates that day and some will have sapped their energy. Be the one to brighten up their day!

9. Be assertive and take responsibility for the interview.

Perhaps out of an effort to be polite, some usually assertive candidates become overly reserved during job interviews. Being polite doesn’t mean you have to be reserved or passive. An interview is like any other conversation – it’s a dance in which you and a partner move together, both responding to the other. Don’t make the mistake of just sitting there waiting for the interviewer to ask you about how impressive you are. It’s your responsibility to make sure they walk away knowing your key selling points.

10. Make your selling points clear.

Don’t bury your selling points in long-winded stories. Instead, tell the interviewer what your selling point is first, then give an example.

11. Be on the same side as the interviewer.

Some interviewers see job interviews as adversarial. Your job is to transform a potential “tug of war” into a relationship in which you’re both on the same side. Look at things from their point of view and make it clear you understand how important it is that they find the right person.

12. Think and behave positively.

No one likes a whinger, so don’t dwell on negative experiences during an interview. Even if the interviewer asks you point blank, “What did you like least about that previous job?” don’t answer the question as it’s been asked. Instead, say something like “I liked my previous job quite a bit, although now I know that I really want to make a career change”

13. End on a positive note.

Let the interviewer know that you’d really, really like the job, that you were excited about it before the interview, that you are even more enthusiastic now and that you’re convinced you’d like to work there. If there are two equally good candidates at the end of the search – you and someone else – the interviewer will think you’re more likely to accept the offer, and thus may be more inclined to make an offer to you.

14. Take a copy of your CV to every interview.

Have a copy of your CV with you when you go to every interview. If the interviewer has misplaced their copy, you’ll save a lot of time (and embarrassment on the interviewer’s part) if you can just pull your extra copy out and hand it over.

15. Make the most of the “Tell me about yourself” question.

Many interviewers begin interviews with this question. So how should you respond?

As well as an ice breaker, this question is a way for the interviewer to gain some insight into your personality. They also want to determine your fit for the job and the organisation. The interviewer doesn’t want to know everything about you – your answer needs to be a careful balance between declaring too much and making them wonder why you aren’t being more open with your answer. The interviewer wants to know that you have the sort of well-rounded personality and outlook that will fit well with their culture. Your research should, of course, include finding out about the culture of the organisation that you are hoping to join.

16. Don’t worry about sounding over-rehearsed.

Some people are concerned that if they rehearse their answers, they’ll sound overly polished or glib during the interview. Don’t worry. If you’re well prepared, you’ll sound smooth and articulate, not “canned”.

17. Speak the right body language.

Dress appropriately, make eye contact, give a firm handshake, have good posture, speak clearly and be well groomed.

18. Be ready for “competence-based” interviews”.

One of the most common interview styles today is to ask people to describe experiences they have had that demonstrate behaviours and competencies that the company thinks are important for a particular position. You might be asked to talk about a time when you made an unpopular decision, displayed a high level of persistence, or made a decision under time pressure and with limited information, for example.

Step one is to anticipate the behaviours the recruitment manager is likely to be looking for.

Step two is to identify at least one example of when you demonstrated each behaviour.

Step three is to prepare a story for each example.

19. Send thank-you notes.

Write a thank-you note after every interview. Type each note on paper or send them by email, depending on the interviewers’ preferences. Customize your notes by referring specifically to what you and the interviewer discussed. Handwritten notes might be better if you’re thanking a personal contact for helping you in your job search. Whatever method you choose, notes should be sent within 48 hours of the interview.

To write a good thank-you note, take time after each interview to jot down a few things about what the interviewer said.

20. Don’t give up!

If you’ve had a bad interview for a job that you truly think would be a great fit for you don’t give up! Maintaining a high level of motivation throughout your job search will mean the difference between securing a job sooner rather than later. Staying positive and motivated are the best qualities to keep you going and it will be worth it once you come to start your first day in your new job!

21. What do employers really want?

We’ve spent time with recruiting managers, HR directors, CEO’s and business owners. We’ve recruited for short term temporary contracts, part time admin roles to senior management position. When it comes to the people organisations want to hire, the story tends to be the same. All employers want the same things. They all want the ‘best’ candidates to apply, they all want to attract ‘great’ people. Good people shouldn’t be hard to find but you might be surprised how rare it is for candidates to see things from the employers point of view.

Check out this blog to remind yourself about seeing things from your potential employers point of view.

22. Make sure you keep the First Base interview checklist to hand!

If you’d like to know more about how the team at First Base can help you with your next career move call 01453 755330 or email tricia.hay@first-base.co.uk

What do employers want?

We have worked with clients ranging from SME’s to Partnerships, Global Corporations, Charities and the Public Sector.

Initiative

You see this in job specifications all the time – we want people who can use their initiative.

It’s reasonable to expect some good induction and training when you’re new. That doesn’t mean you can’t be considering early on how you can do things a bit better, do a bit of creative problem solving or deal with unusual situations on your own initiative. Don’t overdo it and take care about going beyond your authority, however, most employers would love to have people turn up the initiative dial a bit.

Ownership

Employers and managers are looking for people with a can-do attitude, who can be relied on to get the job done. They want people who will take ownership of their work. In all sectors, managers are busy and have conflicting multiple priorities to deal with. Having employees they can trust is really important.

If you want to stand out, make sure you can demonstrate that you take ownership of a job and that you are the one who gets things done.

Communication

Another thing you’ll see on most job specs is the requirement for good communications skills. It’s not just about speaking clearly or good grammar – it’s about communicating appropriately for the situation. Understanding which communication channel is the right one for the situation is increasingly important in a technological, social media-driven world.

Energy

Most people want to come to work to be energised by the people around them. Managers avoid negative people because they know that over time it drains everyone around them and it reflects poorly on their company brand. Don’t be the person who people avoid!

The fundamentals

Turn up on time, be courteous, say ‘thank you’ and ‘please’. Don’t be a moaner, present yourself well, respect colleagues, be trustworthy and be authentic. Everybody can spot a colleague who goes a bit overboard with initiative, ownership, communication and energy!

If you’d like to know more about how the team at First Base can help you with your next career move call 01453 755330 or email tricia.hay@first-base.co.uk

First Base team up with Forest Green Rovers

We have teamed up with Forest Green Rovers to support the great work they do throughout their community initiative with young people.

Every year, FGR recruit a team of new young ambassadors who promote the club and get the message out about all the things they do on and off the pitch. The young ambassadors get to see how sustainability works in practice at the stadium and learn how the players live and breathe their values. They then share their experiences with their families, friends and teachers.

At First Base, we firmly believe in our community and social responsibilities and have invested in helping young people into work since we started in business 22 years ago. In 2018 we launched the First Base Leadership Challenge, providing free world-class leadership coaching for young people in work with local SME’S. Teaming up with FGR and sponsoring a Match Day is a natural extension to our activities.

Employers and candidates tell us that First Base is their first choice for help with their recruitment requirements and their personal career progression. If you would like to know more about how the First Base team could help you, contact us on 01453 755330.

If you want that job – be on time!

Question: When is punctuality important at a job interview?

Answer: Always!

If you want to get off to a good start and earn some positive points at an interview, being punctual is absolutely vital.

“Punctuality is a fundamental business courtesy that demonstrates you can be trusted to deliver as promised” – David Tovey

First Impressions

It should go without saying, but it is never acceptable to be late to an interview. This is such a common standard that some employers will refuse to interview a candidate if they are late. Sadly some candidates still fail to realise that there is a basic requirement to be on time.

Look at it from the potential employers point of view. If the person who apparently is really keen to work for you walks in for an interview 10 minutes late, would you trust them to be on time and be organized throughout their employment with you? The recruitment process also takes up a lot of time for both employment agencies and employers – being late suggests that you are indifferent about the effort they are taking to help you find the job you want.

Have no doubt that potential employers have heard all the excuses:

Sorry I’m late..

“The traffic was terrible”

“The trains were running late”

“I had problems finding your offices”

Use these excuses (or the many similar ones) and all that the interviewer will be thinking is that you are not organised enough to plan your journey. They know what the traffic is like around Gloucestershire, on the roads and motorways. They know how the trains run, they also know about Google Maps and Sat Nav. Remember that they travel the same routes themselves.

“People don’t arrive late, they set out late” – David Tovey

But don’t arrive early

Arriving late is clearly not going to help you get the job you want – but being too early isn’t going to help your cause either. There are people who turn up 30 – 40 minutes early for a job interview and waltz in thinking it’s ok.

Just like when you turn up late, the recruitment manager is thinking.

You can’t (or don’t) follow instructions.
You don’t respect the recruitment managers time pressures.

Late or early – if they are thinking that about you before you have even introduced yourself – what do you think that does to your chances of getting the job offer?

Turning up too early for an interview can also make it awkward for your potential employer. The organisation might only have one meeting room, so if you turn up too early you’ll have to be seated in reception – sometimes next to another person also waiting to go into the interview for the same role as you. That can be uncomfortable for everyone.

A job interview provides the opportunity for you to shine, it’s your chance to make the right impression and the impression you make starts the moment you arrive. Those extra 30-40 minutes will count towards what the potential employer thinks of you.

What should you do?

Plan to arrive around 5 minutes early, not earlier and not later.

If you turn up too early:

Go to a local coffee shop. You get time to collect your thoughts and relax.
Wait in your car. As above; you get time to read any notes you have made and use your smart phone to check out the latest news about the organisation you are about to meet with.
Go for a walk. Take in the sights of the local area.

When it comes to choosing between two good candidates, it can be the smallest of things that make all the difference. Don’t miss out on your finding your ideal job just because you didn’t turn up on time, it’s totally under your control. Check out our blog “Why didn’t I get the job”.

Why use a recruitment agency?

With record numbers of people in work (32.54m and rising according to the Office of National Statistics in January 2019), it is not surprising that employers are increasingly turning to trusted Recruitment Agencies to find the talent they need. How clients work with their Recruitment Consultants has changed and there are more reasons than ever for businesses large and small to use a reputable agency. We have certainly seen clients now spreading the net to find the candidates they need.

Advantages of using a Recruitment Agency:

Candidates, not applicants

It takes effort and time to attract applicants whether they are responding to your advert, applying on spec or through your website. Inevitably a lot of time will be invested in filtering, assessing, matching and communicating with people who apply for the roles you have available. It’s at this time that the best talent is often lost due to delays and a poor applicant ‘experience’.

A good Recruitment Agency will only present you with candidates – job seekers that have already been screened and selected because they match the criteria you are looking for and are worthy of interviewing.

Save time

Recruitment is a time consuming activity. By using a Recruitment Agency you save time dealing with the application process, screening CV’s and avoiding initial interviews with people who turn out to be unsuitable. You and your own team save time on dealing with the whole recruitment process as they deal with everything from application through to providing feedback to candidates on your behalf.

Reach and Connections

Hard pressed HR or in house teams benefit from the long established reach and networks of a trusted recruitment partner. A good Recruitment Agency can generate a shortlist for interview faster than an in house resource because they working full time on building the networks and connections where high quality candidates can be found. Recruitment Agency web sites attract people seeking a career change every day, this provides a data base of talented people that can be matched with the employment opportunities you have

Fast access to key skills

At the top of the list of reasons for using a Recruitment Agency for many companies, is short term access to the key skills they need to cover leave and demand peaks. With high employment it’s not surprising that there is pressure on recruiting temporary staff as well a permanent staff. A good Recruitment Agency will have great relationships with their bank of workers, will track their availability and be able to place them in short term roles very quickly.

Promote your employer brand

A Recruitment Agency will position your company and promote your business to appropriate candidates. Whatever the size of your organisation, it is always helpful to have someone who understands your business, can answer questions that may arise and who is on your side to sell your company at a time when there are many more employment opportunities for good candidates.

Expert Knowledge

With consultants that specialise in specific sectors, a Recruitment Agency provides a wealth of knowledge that helps them to understand the skills and characteristics required of a specific role. This helps them to refine their search and put forward the most appropriate candidates. Sector specialists can advise on how to attract the right candidate and what salary range is considered competitive in the local area.

Long term relationships

A good Recruitment Agency is interested in building long term relationships with their clients. They develop a deep understanding of how you work and become a part of your team, available when you need them and ready to find the people you need to achieve your organisations goals and objectives.

Why First Base?

With a reputation for being reliable, responsive and well connected, the First Base team has matched hundreds of businesses with thousands of candidates since 1997. Do get in touch if you would like to find out more about how we can help you.

David Tovey and Tricia Hay