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Is Your Team Ready for the New Year? Here’s How We Can Help You Build It 

As the New Year approaches, it’s a perfect time to reflect, strategise, and prepare for the opportunities ahead. One key question to ask yourself is: Is my team ready to hit the ground running in January? If your answer is anything less than a confident “yes,” we’re here to help. 

Why Now Is the Time to Act 

The start of the year often brings fresh challenges and ambitious goals, making it essential to have the right people in the right roles. Whether you’re looking to fill skill gaps, expand your team, or enhance performance, starting early ensures you’re fully prepared when business ramps up. 

Recruitment can be a time-consuming process, but with the right partner, you can navigate it efficiently and effectively. By planning ahead, you’ll avoid the scramble of last-minute hires and set your business up for a successful year. 

How We Can Support You 

At First Base Employment we specialise in connecting businesses with exceptional talent. Here’s how we can help you: 

1. Strategic Workforce Planning 
   Our team works closely with you to understand your business goals and identify your workforce needs. Whether it’s temporary staff to cover a seasonal peak or permanent hires to support long-term growth, we’ve got you covered. 

2. Access to Top Talent 
   With an extensive network of skilled professionals across various industries, we can quickly find candidates who are not only qualified but also a great fit for your company culture. 

3. Streamlined Recruitment Process 
   From drafting job descriptions to screening candidates and arranging interviews, we handle the heavy lifting. This allows you to focus on running your business while we find the talent you need. 

4. Tailored Solutions 
   No two businesses are the same, which is why we offer bespoke recruitment strategies. Whether you need a single hire or an entire team, we’ll craft a solution that aligns with your unique needs. 

5. Post-Hire Support 
   Our support doesn’t end once the candidate starts. We offer onboarding assistance and check-ins to ensure a smooth transition and long-term success. 

Start the Year Strong 

Imagine starting the New Year with a team that’s motivated, skilled, and ready to achieve your business goals. By partnering with us, you’ll gain a recruitment ally dedicated to your success. 

Don’t let staffing challenges hold you back in 2025. Contact us today to discuss your hiring needs and discover how we can help you build a stronger, more resilient team. 

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.

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.

How to Stop Candidates Dropping out of the Hiring Process

Have you ever had someone back out of a job offer? 

Often, you may not discover that your new recruit has dropped out of the hiring process until a couple of weeks before their start date or worse, on their first day, when they just don’t turn up! This can cause all sorts of issues including the time and resources spent on the interview process, discussions with teams surrounding a plan for onboarding and the purchase of tech or a vehicle.

Most candidates will have a notice period and therefore may have a gap of a month or more, between accepting a job offer and their first day in the role. For more senior roles, a realistic notice period could be up to three months.

Keeping in touch with your new recruit is key to ensuing your candidate doesn’t drop out of the recruitment process. Regular communication between making an offer and their start date is often overlooked, but this key strategy can prevent any disappointing news in the future and beginning the process again. We call this maintaining the motivation to move – this can quickly diminish if comms are stopped altogether.

A lot can happen in a month. Think about how quickly things moved in 2020! 

People change their minds and sometimes they are just too nervous to let you know. As a recruitment agency we are now finding an increasing trend in candidates declining offers, that they had previously accepted. Applicants may be at risk of redundancy and therefore panicking about both their financial situation. This is resulting in job seekers making quick decisions to accept an offer that may not actually be the right fit for them. An increasing number are being counter offered by their current employer as a result of changes happening fast, or backing out of a role if they accept a better offer.

Working with a good recruitment agency can help prevent candidates dropping out between the offer and start date as, ultimately, good recruiters want to find you the right candidate from the get go – they don’t want to be looking for a replacement a few weeks down the line. 

Your recruiter will qualify applicants in a series of communications over time.  I recently had an experience where, having spoken to a candidate several times, alarm bells started to ring.  I’ve been doing this a long time and my gut instinct is spot on. I spoke to my client to raise my concerns and together, we decided on a course of action which included agreeing on a timescale and keeping other candidates close by should we need them. As it turned out the candidate, as predicted, dropped out and took another job role where, perhaps, no such diligence was applied. We dodged a bullet.

By maintaining contact you really can ascertain any problems early on and protect your business from being on the back foot.

I suggest keeping in touch at least once a week; this could be a courtesy email to check they have received their contract and see if they have any questions, or a video call to explain what their first day will be like. Let’s face it, their first day probably isn’t going to be the same as it would have been this time last year and this will open up a conversation to cover off any concerns or questions. If you don’t receive a response don’t worry initially, however, make sure you follow up and have a plan B just in case. 

Once your job offer is accepted don’t just sit back and wait. From my experience, communication with your new recruit, right up to their first day is hugely important.

Lilly Chappell, recruiting into the office environment at all levels.