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08 February 2012

Content Schedule

View our full forward features content schedule that will benefit your company.

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04 January 2012

101 of the Most Ridiculous Job Interview Questions Ever

Two tips for spotting trick interview questions Job interviews.

All too often they can feel like an exercise in catching you out. Fortunately it is possible to prepare so that you’re ready to respond and give as positive a response as you can to those trick interview questions. Here’s how to spot them:
1. If it involves imagining yourself as something (e.g. What biscuit would you be if you were a biscuit?) - These questions may sound daft, but they are aimed at learning something about how you see yourself. So instead of giving the temptingly easy silly answer (“Squashed fly (Garibaldi) biscuit because I feel downtrodden most of the time”) focus on something that will communicate a positive message about you.
2. If it’s weird and out there and leaves you feeling a bit confused (e.g Yellow is over here. Blue is over there. Where are you?) - At first you’ll be waiting for the punchline, but many of these questions are about seeing how you are at blue sky thinking or at responding to more obscure topics. The best thing to do is to respond in character with the question and take it seriously, again whilst aiming to give a good flavour of your character.
Get more unusual job interview questions in our eGuide 101 of the Most Ridiculous Job Interview Questions Ever. Download your copy now.
19 December 2011

2012 Game Plan for Next Generation HR

Three steps to achieving next generation HR in 2012

Looking to accelerate your HR approach in 2012? Wondering how you can upgrade your recruitment process to create better results for your business? Here are three steps to achieving next generation HR in the New Year.

1. Look at the big picture

Take a step back and consider the bigger picture of your entire recruitment approach. Consider how well each stage of the HR funnel flows into the other. Where are the weak points? What is draining your resources? This big picture view will give you a vital insight into how to achieve more from your recruitment approach in 2012.

2. Start with the spec

While it’s essential to look at the big picture to achieve next generation HR, it’s also essential to assess each stage of the recruitment process. How well is your job spec approach working right now? Are your job specs actively bringing in the best people for your organisation?

3. Take your selection process from linear to 360 degree

Could your selection process actually be limiting the success of your recruitment campaigns? It could be, if you are relying on a conventional linear approach rather than assessing potential recruits using a 360 degree methodology.

Learn more about how to achieve next generation HR. Download our eGuide The 2012 Game Plan for Next Generation HR now.
28 November 2011

How to Win the Fight for Talent in 2012

What would you change about your talent resource management approach?

What are your goals for your talent resource management in 2012? What would you like to change? What would you like to see improve? Here’s a checklist of areas to assess to help you maximise your talent resource management.
1. Job spec: Your job spec will significantly boost your talent resource management strategy if it’s done right. This means reviewing the way you currently put job specifications together and adapting it to ensure you create specs that will help you select high calibre recruits.
2. Recruitment reach: Your recruitment reach is an essential element of talent management. Upgrade your approach so that it embraces both traditional and increasingly popular online and social media channels and you are on course to attract a great range of talent.
3. Selection: Could your selection process be letting you down? Evolve your approach to a 360 degree one to maximise your talent resource management in the year ahead.
4. Cultural match: Put the cultural match at the core of your talent management strategy to create better results. This means ensuring that your new recruit has an approach and attitude that fits - rather than fights - the culture of your company.
Learn more about maximising your talent resource management now in our FREE eGuide - How to Win the Fight for Talent in 2012.

Download your copy now!
02 November 2011

12 Ways to Maximise the Onboarding Process

Onboarding best practices for better results

Onboarding is an important aspect of recruitment, yet it often gets overlooked. This is an error that is costing recruiters both in terms in finance and time. So what are the key onboarding best practices that recruiters need to be aware of?

Create a plan: Ensure that your employee onboarding follows a clear plan to get the best out of new recruits and reduce the risks of staff attrition. Set a clear strategy for what you want to achieve for and from each new recruit and make sure that all the different areas are covered.

Keep it cultural: Another important onboarding best practice is to ensure that it is part of your organisational culture. Instead of it being just one stage of your talent pipeline, see onboarding as something that everyone in the whole company should support. Start by looking at how your employees currently understand onboarding and then assess what you can do to make it more effective. Creating a confidential forum for feedback and input is an important start.

Find out more about onboarding best practices with our FREE eGuide - 12 Ways to Maximise the Onboarding Process.
10 October 2011

101 Ways to Fend off a Recruitment Consultant

Play hide and seek?
Throw your phone away?
Speak Latin?

What would you do to fend off a recruitment consultant?

Our FREE eGuide - 101 Ways to Fend off a Recruitment Consultant takes a lighthearted look at what you can do to evade the interest of a professional recruiter.

We all know how persistent recruitment consultants can be.

Our FREE eGuide gives you plenty of ways to win over your opponent with tips on what to do when they phone - and when they call in person.

In your eGuide you’ll find tip and suggestions, including:
- Ideas on how to avoid the advances of a professional recruiter
- Tips on what to ask them when they start asking you for business
- Approaches for getting behind the spiel and finding out how they really work
- Things you can say on the phone to stop them from calling back
- Things you can try in person to put them off
- Unsure about how to respond to that recruitment consultant?
With our eGuide, you’ll be more prepared for when they do get in touch.

Whether you're dealing with a persistent recruiter who just won't give up - or you’re working out what to say in response to a first phone call.

Never fear the recruitment consultant again. Download your eGuide now.
09 October 2011

How To Build a Pipeline of Top Talent

Human resource - or driving force?

The people you recruit make a big difference to your organisation.

So how do you find the true talent, those employees who will stay and grow with your company? What’s the right way to spot, find and nurture talent?

Recent research has shown that the majority of employers feel unsure about how to spot talent. It has also been revealed that many companies are losing out by failing to select the right employees.

Finding and nurturing talent is explained in our free eGuide How To Build a Pipeline of Top Talent.

In it, you’ll find out about:
- Why employers are experiencing a crisis in finding the right people to staff and grow their business
- Why the recession is making it harder to find the ideal candidates
- Why the talented candidate you need might not even be looking for your vacancy
- The important difference between the ‘active’ and the ‘passive’ jobs market
- The four cornerstones of exceptional talent
- What has changed in the market to find, recruit and retain the right candidates
- The four common mistakes employers make when taking on talent - and how to avoid them
Talent can make the difference between profit and poor performance.

Yet, as we show in our eGuide, failing to find and nurture it is a major issue for many companies. Plus, the current economic climate is actually making it more difficult for employers to attract and employ talented candidates.

Want more on how to employ a driving force rather than a human resource? It’s all in our free eGuide. Download your copy now.