When it comes to hiring top talent for your early career programmes, a well-designed selection process is crucial for identifying candidates who align seamlessly with the competencies essential for an organisation’s success. This process goes beyond shortlisting, prioritising professionalism, fairness, friendliness, and informativeness to place the candidate experience at the forefront.

Online Assessments

Utilising online assessments, such as Emotional Intelligence, Numerical Reasoning, Verbal Reasoning, and Inductive Reasoning, ensures a modern and efficient evaluation process. These assessments are thoughtfully designed to align with the brand, creating a seamless extension of the selection process. 

Acknowledging the diverse demographic of candidates, and incorporating an engaging and gamified approach to assessments enhances the overall experience. With a clear and straightforward marking system, these assessments rigorously evaluate a wide range of competencies, providing a robust understanding of candidates’ abilities.

Flexibility is key, especially for candidates managing academic commitments. Online assessments offer the freedom to complete evaluations at their own pace, accommodating various schedules and ensuring a user-friendly experience.

Personalised Insights into Motivations and Experiences

Interviews play a crucial role in gaining insights into candidates’ motivations and experiences. Whether conducted in person or online, these sessions involve a brief biographical interview and competency or experience-based questions, each accompanied by a scoring system.

Collaboration with stakeholders is integral to this process. Working closely to identify specific competencies and experiences ensures a targeted assessment aligned with organisational needs. Beyond the selection phase, interviews provide an opportunity to articulate the role and its intricacies to high-performing candidates.

A Holistic and Transparent Selection Journey

Early career selection goes beyond shortlisting; it’s about creating a framework that assures candidates they are making the right career move. The process is designed to yield the best shortlist, offering clarity and transparency through a distinct scoring mechanism. This ensures candidates leave with a positive experience, regardless of immediate fit, encouraging consideration for future opportunities. With a focus on clarity in feedback and a commitment to a comprehensive selection journey, organisations aim to make every candidate feel valued and informed, setting the stage for a positive employer-candidate relationship.

Written by Michelle Kearns.

When our marketing manager asked me to write a blog, I wracked my brain and thought about what people might want to hear about.

I settled on a blog on the biggest opportunities for talent attraction, assessment, and engagement in 2024. So, here goes.

Candidate Attraction

If I see another job advert talking about exciting opportunities, I might need to sit quietly in a dark corner for a few minutes.

It’s an area that needs a lot of improvement. The good news is that it’s easy to solve. Get your creative people (copywriters or marketers) involved in writing your job adverts.

Instead of telling people that it’s an exciting opportunity, tell them what makes it different. Tell them about your unique benefits or the cool projects that you work on. Talk about the positive impact that you have and the culture that you’ve built.

Ask your colleagues “Why did you accept the job offer with us?” or “What’s keeping you here?” and share the top snippets in your adverts.

Improving your job adverts is a quick win for 2024.

Candidate Assessment

Traditionally, most SMEs rely on unstructured/structured interviews to assess talent. Ambitious leaders of high-growth companies that want to start improving the accuracy of their hiring will see improving their recruitment process as a quick win – be that by improving interviewing techniques with training and the introduction of competency frameworks or by mirroring large corporates and introducing assessment centres.

As more businesses realise the benefits of becoming more selective and increasing employee engagement, they’ll see investment in the assessment of talent to be a “no brainer”.

Adding a more robust candidate assessment to your recruitment process could be a win for your talent strategy for 2024.

Employee Engagement

The UK has a problem when it comes to employee engagement. To put a figure on it, Gallup puts the UK rate at 10% vs a global average of 23%.

To put this into perspective further, the top companies globally have an average engagement rate of 72%. They also make a concerted effort to retain these highly engaged employees, allowing them to become more selective about who they bring in.

When comparing employee engagement levels, Gallup found that, versus the top quartile of business units and teams, the bottom quartile had the following differences in business outcomes:

• 81% increase in absenteeism
• 18% increase in turnover for high-turnover organisations
• 43% increase in turnover for low-turnover organisations
• 10% decrease in customer loyalty/engagement
• 18% decrease in productivity (sales)
• 23% decrease in profitability

There’s a huge opportunity for businesses to increase employee engagement in 2024 and in turn, increase their profitability.

One effective way to boost engagement is by promoting open communication channels and encouraging employees to express their ideas and concerns. Providing opportunities for professional development and growth can also enhance engagement, as employees are more likely to feel invested in their roles when they see a clear path for advancement. Recognising and rewarding employees for their hard work and achievements, whether through formal programs or simple expressions of appreciation, can significantly contribute to a positive workplace culture.

Conclusion

There are a lot of these types of blogs at this time of year making predictions on what the challenges will be.

I prefer to focus on the opportunities. If your business takes an interest in Attraction, Assessment and Engagement, they’ll all work hand-in-hand to set your business up for a stellar 2024 and beyond.

Build habits and processes that support your growth journey.

Corvus People is a consultancy that specialises in supporting businesses to Recruit, Develop & Retain high-performing talent. If you’d like help in any of the mentioned areas, we’d be happy to have a chat. Get in touch by emailing [email protected].

Written by Michael Hewitt.

A company’s success often hinges on the effectiveness of its sales and business development (BD) teams. These teams are the driving force behind revenue generation, client acquisition, and overall business growth. Assembling a high-performing sales force requires careful consideration and strategic hiring.

Given the dynamic and client-facing nature of sales roles, the interview needs to assess not only their product knowledge and sales acumen, but also their interpersonal skills, resilience, and ability to navigate challenging situations.

Effective questioning allows you to delve into a candidate’s past successes, learning experiences, and strategies for overcoming obstacles, providing valuable insights into their potential contributions to a sales team. In this context, the art of asking pertinent questions is pivotal in making informed decisions and ensuring the selection of candidates who align seamlessly with the demands of a dynamic and competitive sales environment.

In this blog, we’ll explore some simple questions you can ask during the interview stage to ensure you are recruiting the right talent for sales and BD roles.

Understanding the Candidate’s Background and Approach

Tell us about your previous experience in sales and business development.

This fundamental question provides insights into the candidate’s track record, the industries they’ve worked in, and the scale of deals they’ve handled. Look for candidates with relevant experience that aligns with your company’s products or services.

Describe a successful sale you closed. What was your approach, and what challenges did you overcome?

This question delves deeper into the candidate’s problem-solving skills and strategic thinking. It helps assess their ability to navigate challenges, negotiate effectively, and close deals successfully.

How do you research and identify potential clients or business opportunities?

A proactive and research-driven approach is crucial in sales and business development. This question evaluates the candidate’s ability to identify and pursue new business opportunities through market research and strategic planning.

Assessing Communication and Relationship-Building Skills

Can you walk us through your approach to building and maintaining client relationships?

Effective communication and relationship-building are cornerstones of successful sales and business development. Look for candidates who prioritise understanding client needs, maintaining open communication, and fostering long-term partnerships.

How do you handle objections from clients, and what strategies do you employ to turn a potential rejection into a positive outcome?

Resilience is a key trait in sales. This question assesses the candidate’s ability to handle rejection gracefully, pivot effectively, and turn challenges into opportunities.

Evaluating Strategic Thinking and Goal Orientation

What strategies do you employ to meet and exceed sales targets?

The ability to set and achieve ambitious sales targets is crucial. Look for candidates who can articulate clear strategies for goal setting, planning, and execution.

How do you prioritise your leads and opportunities to maximise efficiency?

Time management is a critical skill in sales. This question assesses the candidate’s ability to prioritise tasks, focus on high-potential opportunities, and manage their workload effectively.

Gauging Adaptability and Learning Agility

Describe a situation where you had to adapt your sales approach to a rapidly changing market or industry. 

The business landscape is dynamic, and adaptability is crucial. Look for candidates who can demonstrate flexibility, a willingness to learn, and the ability to adjust their strategies in response to market shifts.

What steps do you take to stay informed about industry trends and changes?

Continuous learning is vital in sales and business development. This question assesses the candidate’s commitment to staying informed about industry developments, market trends, and emerging opportunities.

Probing for Team Collaboration and Leadership

How do you collaborate with other departments, such as marketing or customer support, to enhance the overall customer experience?

Sales and BD don’t operate in isolation. Look for candidates who understand the importance of cross-functional collaboration and can work seamlessly with other teams to enhance the overall customer journey.

Have you ever had to lead a sales team or project? If so, how did you motivate and guide your team to success?

Leadership skills are essential for growth within a sales organisation. This question helps identify candidates who not only excel in individual contributions but also have the potential to lead and inspire a team.

Building a successful sales and BD team requires a meticulous hiring process. By asking these targeted questions during the interview stage, you can gain valuable insights into a candidate’s experience, skills, and cultural fit.

Remember, the right questions not only help you assess a candidate’s past performance but also provide a glimpse into their potential for future success within your organisation. Taking the time to identify and hire top-tier sales and business development professionals is an investment that can significantly impact your company’s bottom line and long-term success.

Written by Charlene Craig.

Graduates are the lifeblood of any growing company. Their fresh perspectives, innovative ideas, and hunger for success are invaluable assets that can propel your organisation to new heights. However, in a competitive job market, putting a post on Facebook just won’t do – attracting top graduate talent requires a well-thought-out strategy.

A strong recruitment campaign will form the foundation of your graduate programme, helping you get the best talent in the market for your business. To attract this talent, you must take a holistic approach to planning to ensure a seamless candidate experience.

In this blog, we will look at the key considerations for graduate recruitment and how you can ensure you are attracting and engaging with the right audience.

To start, you should define your value proposition – what makes you different? What can your programme offer them that others can’t? How can you help them develop? Make sure your materials speak to their need. Look at the following considerations for when you start creating your recruitment materials:

• Clear progression path – Top grads want to know that there is a clear progression path for them and like to see where they could get to – give them the facts and figures of what this looks like within your organisation.
• Reward – The best graduates will get up to speed quickly as part of a well-designed programme. Include regular reviews and opportunities for two-way feedback. Demonstrate “What’s in it for me” (WIIFM).
• CPD – Top grads want to develop professionally. Can you support them on the path to chartership/accreditation?
• Challenge – The world’s most successful companies only take the best of the best. Explain the challenges of the programme and what your expectations are of them in 1, 3, 6, and 12 months. Building a reputation for being a difficult company to get into is beneficial – it’ll put off the people who aren’t right and attract the ambitious and competent individuals that your business needs.

How to attract candidates pre-application

The pre-application phase focuses on generating awareness, capturing interest, building desire, and ultimately motivating potential candidates to take action by applying for your graduate program.  Also, think about when to start the program – some leading employers begin the awareness up to 9 months before onboarding.  Check with your local universities and colleges on their milkrounds.

Attention

Generate some word of mouth through engagement with universities and referrals from current employees. Create social media snippets to gain interest. Write job adverts that follow the AIDA format to ensure content is engaging.

Interest

Share success stories from past graduates or people who have advanced within your organisation. Create explainer videos on the unique things that you do and the impact you have on your industry. Demonstrate the WIIFM for candidates.

Desire

Talk about how challenging the recruitment process is. A highly selective recruitment process means they will work with top talent. It creates a competitive environment for candidates and can make your programme more sought after.

Action

Have a straightforward application process. A CV and cover letter are the most you should request (unless you must have an application form).

How to engage candidates post-application

The post-application stage focuses on engaging with candidates who have taken the initiative to apply for your program. This is where you take action to create a positive candidate experience and enhance your employer brand.

Engage

Take a high-touch approach with candidates. Build in time within the process to ensure you are engaging with them and keeping them bought in throughout each stage.

Communicate

Ensure applicants know where they are in the process and what the next steps are. Know where the communication points are within the process, and ensure you deliver on these consistently throughout – including as much information as possible to keep them well informed. Also, provide applicants with an approachable point of contact for any questions.

Feedback

Make sure all candidates get feedback. They may not be successful in this process, but you may want them to want to make an application to your company in the future. Feedback is a key driver in a positive candidate experience, so providing this will help build your employer brand.

By taking this approach in your graduate attraction efforts, you can help your company stand out in a competitive job market and secure the top graduate talent needed for your organisation’s growth and success.

Written by Michelle Kearns.

As the tech landscape continues to evolve at pace, companies are increasingly turning to artificial intelligence (AI) to enhance employee engagement (EE) and create more dynamic and personalised work environments.

Sounds great – ask ChatGPT to come up with an Employee Engagement strategy, which you or one of your colleagues can implement at the next Team meeting, sit back, and watch your EE levels soar.

If only it was that easy…

Serious consideration needs to be given to given to using AI before embarking on its use; such as deciding whether or not to invest in an EE-specific platform, and even more critically, working out how to align it with the broader HR strategy of your company.

Another fundamental aspect of leveraging AI for EE is understanding that it’s not a one-size-fits-all solution.

A strategic approach involves tailoring AI applications to align seamlessly with the unique culture and goals of your organisation. For example, if fostering collaboration is a priority, AI tools can be designed to enhance team communication and project management – reinforcing the company’s overall engagement goals.

Implementing AI solutions is just the first step; companies need to establish feedback loops and regularly assess the impact of these technologies on EE. This ongoing evaluation allows organisations to make necessary adjustments, ensuring that AI applications are evolving in tandem with the changing needs and expectations of the workforce.

It also needs to be remembered that EE is not a static metric; it requires ownership within the business, providing continuous attention and adaptation. This is where the importance of follow-up mechanisms comes into play, along with the ability to measure the impact of the changes you are implementing.

One way AI can significantly contribute to EE is through personalised experiences. Unlike generic, one-size-fits-all approaches, AI can analyse vast amounts of data to create tailored employee interactions. For instance, AI platforms can provide customised learning and development recommendations based on an employee’s strengths, weaknesses, and career aspirations. Not only does this foster skills development, but it also demonstrates your commitment to the professional growth of your team.

Another area where AI can make a tangible impact is in the realm of performance management. Traditionally, annual performance reviews have been the norm, often leaving employees feeling disconnected and undervalued. AI can transform this process by providing real-time feedback and performance insights. Through continuous monitoring, AI tools can offer constructive feedback, helping employees stay on track with their goals and fostering a culture of accountability.

Moreover, AI can play a pivotal role in streamlining administrative tasks, freeing up valuable time for employees to focus on more meaningful and fulfilling aspects of their work. Automating routine HR processes, such as leave management and expense tracking, not only reduces the burden on employees but also contributes to a more efficient and agile workplace – which in turn can positively influence job satisfaction and overall engagement levels.

However, it’s essential to strike a balance between automation and the human touch. While AI can handle routine tasks effectively, the human element remains crucial in more complex and emotionally charged situations. This underscores the need for a thoughtful and intentional integration of AI into the HR strategy.

“Approach employees as true partners, involving them in continuous dialogues and processes about how to design and alter their roles, tasks and working relationships—which means that leaders need to make it safe enough for employees to speak openly of their experiences at work.”
William Kahn, Organisational Psychologist.

The strategic integration of AI has the potential to revolutionise EE. The key lies in aligning your AI toolkit with your broader HR strategy, ensuring a seamless fit that enhances rather than disrupts the existing work culture. Continuous evaluation and follow-up mechanisms are critical to fine-tuning your AI solutions, making them adaptive to the evolving needs of your workforce. As businesses navigate the complexities of the modern workplace, embracing AI thoughtfully and strategically can be a game-changer in fostering a more engaged and motivated workforce.

Written by Ian Weatherup

Graduate recruitment is a crucial part of building a talented workforce for the future – it’s a process that requires careful planning, preparation, and execution, and those who want to secure top graduate talent need to start planning now for their 2024 intake.

This blog covers why graduate programmes are important, how long they take to recruit, and tips on what to prepare to ensure a seamless process for you and your candidates.

What are graduate programmes, and why are they important?

A graduate programme, in a nutshell, is a structured training and development initiative designed to mentor recent graduates into valuable assets for an organisation. These programmes are vital for several reasons:

1. Securing Future Talent: Graduate programs allow organisations to identify and nurture the next generation of talent, ensuring a continuous flow of skilled employees.
2. Tailored Development: They provide recent graduates with the necessary tools, training, and support to excel in their roles and contribute effectively to the company’s success.
3. Filling Skills Gaps: In a competitive job market, graduate programs help address specific skill shortages by customising training to the company’s needs.

Why start now for 2024 graduate recruitment?

Graduate recruitment is like every other aspect of recruitment right now – competitive. Starting your planning early can be a game-changer to the success of your recruitment efforts.

Here is why:

1. Resource Availability: By launching your campaign before final exams, you increase your chances of securing the best candidates, as they’re not yet committed to other opportunities.
2. Planning and Preparation: Beginning early allows you ample time to plan, create attractive collateral, and fine-tune your selection process.

How long does recruiting for a programme like this take? 

To help you visualise the process, here’s a timeline to consider.

• December: Gather your recruitment collateral, ensuring it’s engaging and informative.
• January: Launch your advertisements for four weeks to reach potential candidates.
• February: Compile your initial shortlist of candidates and send rejections to unsuccessful applicants.
• March: Carry out your chosen assessments and select your second shortlist. Communicate any further rejections with candidates and provide feedback.
• April: Conduct first-stage interviews and create the final shortlist, which will then be invited back and interviewed at the final stage. Again, let any unsuccessful candidates know and give them constructive feedback.
• May: Manage offers and provide final rejections to candidates.

What do you need to get started with a Graduate Programme?

Before you dive into the recruitment process, there is some essential preparation that is needed. Make sure you consider:

• Candidate Pack – include an overview of career paths, culture, CSR activities, and any other relevant company information that helps differentiate you from competitors.
• Job Description – outline of the responsibilities and an overview of your graduate training programme
• The attraction, recruitment & selection process – decide on the various milestones within your processes. When will you advertise? How many interview stages will there be? Which assessment tools will you use?
• Create interview structure & scoring matrix – create structures for your interviews which link to the competencies and qualities required within your early career intake.
• Identify advertising channels – make sure your advertisements are available on all social media channels and appeal to the right demographic.
• CEO Address – this is a personal touch to your recruitment campaign and can be used across your collateral. Make this authentic and provide insight into the organisation and opportunities available.

Preparation is key for a successful graduate recruitment process. By initiating your campaign early and adhering to a well-structured timeline, you can ensure a seamless process for both your organisation and the candidates. Remember, it takes time to identify, attract, and secure the best talent for your company’s future – start planning now to make 2024 a success in graduate recruitment.

Written by Michelle Kearns. 

Work is a huge part of our lives, so we should enjoy what we do. Therefore, it’s no surprise that people who dislike their job or feel dissatisfied with what they’re doing, won’t stick around for long.

Working to improve staff retention rates and keeping talented team members should always be a business priority. Low staff turnover means less time and money spent on recruitment; it also helps to build a strong employer brand, increasing your candidate attraction.

So, how can you improve employee retention and set your business apart from your competitors?

Hire the right fit

This might sound obvious, but the foundation of staff retention starts with hiring employees who align with your company’s values, culture, and job requirements. In terms of how we approach recruitment at Corvus People, we conduct thorough interviews and assessments to ensure that candidates not only have the necessary skills, but also show the right attitude, behaviours, and enthusiasm for the role and our own or our client’s organisation.

Have a clear onboarding process

A structured and comprehensive onboarding process can set the tone for your employee’s tenure. It helps to provide new employees with a warm welcome, an introduction to company policies, and a clear understanding of their roles and responsibilities. This in turn will help them feel valued and confident in their new position.

Communicate effectively

Communication is important in any business, and it’s clear that employees favour an open and honest working environment. Clear communication is essential in the workplace; especially if you want to build trust and ensure you have a positive company culture. Managers play an important part in this and businesses should equip them with the resources they need to deal with any issues effectively.

This helps staff feel supported in their role and improves staff retention rates. Employees appreciate feeling listened to by their managers and will ultimately feel happier in their jobs.

Encourage a good work-life balance

Poor work-life balance can lead to stress, burnout, and ultimately exits within your team. It’s important to consider your employees’ well-being and encourage a good balance across your business.

Some ideas could be to:

• Provide flexible and remote working options
• Encourage managers to focus on productivity rather than hours
• Encourage breaks
• Regularly review workloads
• Give employees time to volunteer
• Increase support for parents

There are many ways to prevent stress and burnout in employees, it can be as simple as insisting that employees take their full lunch break and leave the office at a reasonable time. Not only does it help your staff, but it also increases their productivity when they’re in the office.

Offer development opportunities

Career progression is a priority for the majority of professionals and a lack of development opportunities can lead to disengagement. As an employer, you should take the lead on this from day one. Work with your employees to decide on a clear career development path, and catch up with them regularly to check their progress. This could consist of monthly, quarterly, and yearly 1-2-1 meetings. This will help improve staff retention as you’ll ensure you’re giving your team members added responsibilities as they develop. As a result, they’ll feel confident that they can advance in the business and have influence within your organisation.

Praise and reward

Recognising hard work and showing staff that you appreciate their efforts is vital to improving retention rates in your company. One way to do this is to implement a monthly incentive scheme. For example, this could include crowning a ‘team member of the month’, where a small prize or bonus is given to the deserving winner, boosting morale and helping to make employees feel appreciated.

Ensure you are keeping up with average pay in your industry; if what you’re offering doesn’t meet this then your employees may go looking elsewhere. Don’t worry if you can’t offer the most competitive salary, there are other rewards and benefits that you might be able to provide, work life balance goes a long way in creating a desired work environment.

There are many ways to improve staff retention in your company and recognising that employees play a crucial role in your businesses’ success is a great start. By treating your staff well; and looking out for their best interests is a surefire way to ensure they don’t look elsewhere for a better opportunity.

Written by Helen Cosgrove

Fair pay is essential to foster lasting success and growth within your company. When employees are compensated equitably for their contributions, you will spark a sense of motivation and commitment within your teams. This builds trust and loyalty between your workforce and organisation. Fair pay can be more than just a financial transaction – you can leverage it to create a thriving environment where the individuals and the company flourish together.

The link between fair pay, retention, and growth isn’t just anecdotal – it’s backed by data. Studies consistently reveal that companies prioritising fair compensation outperform their peers in terms of revenue growth and profitability. A motivated, committed, and stable workforce fuels innovation, customer satisfaction, and ultimately, the bottom line.

Fair compensation practices don’t just impact the internal dynamics but also shape the company’s external image. Demonstrating commitment to fair pay creates a positive reputation, attracting top-tier talent in a competitive job market. It also nurtures a culture of trust between employers and employees, creating stronger long-term relationships.

More often than not, companies aren’t paying unfairly on purpose. It is a byproduct of neglecting salary research and reviews within their people management process. However, we recognise that it is challenging to exactly define what constitutes fair pay. Some considerations include:

• Job responsibilities and skills
• Salaries internally for similar roles
• Market conditions
• Company size and industry
• Geographic location
• Experience and seniority
• Other benefits within the package

It usually happens one of two ways when an employer finds themselves with inequitable pay in their business.

1. They are hiring in line with industry standards or based on the individual’s last role but aren’t reviewing existing staff to keep them at this rate.
2. They are hiring at the rate of their existing staff, but these aren’t being brought in line with industry standards.

Every business feels the effect of inflation and other economic pressures. So do their teams. Salaries should be reviewed regularly and increased in line with external factors to keep staff on a like-for-like pay scale. Creating pay bands is also a fair and objective way of ensuring salaries align with the role and means that people have an opportunity to develop and grow in their current position, without having to look to the next promotion as a key milestone for a pay increase.

Increasing your teams pay may seem like a cost to your business, but the long-term benefits usually outweigh the initial sting. When employees feel that their compensation aligns with their responsibilities and the market standards, they are less likely to seek opportunities elsewhere. This reduction in turnover translates to substantial cost savings associated with recruitment, onboarding, and training, while also nurturing a stable and experienced workforce.

As priorities amongst candidates continue to evolve, the spotlight on pay equity will remain crucial. Organisations that prioritise fair compensation, diversity, and inclusion are better positioned to create an environment that fosters innovation, collaboration, and sustainable success. It’s an ongoing journey that requires vigilance, self-assessment, and a commitment to creating workplaces that reflect our highest values.

Need help making sure your salaries are working for your team as well as your business? Get in touch today at [email protected].

Written by Charlene Craig

One of the most effective methods for hiring critical hires is the ghSMART “Who” method. The “Who” method is a structured interview process that focuses on identifying the candidate’s character and fit for the role. The method is based on the idea that the best predictor of future performance is past behaviour. It has a 90% success rate. 

The “Who” method consists of five steps: 

• The Screening Interview: This is a brief phone interview to assess the candidate’s basic qualifications. 
• The Who Interview: This is a detailed interview that focuses on the candidate’s character and fit for the role. The interviewer asks the candidate questions about their past experiences, challenges, and successes. 
• The Focused Interview: This interview is designed to gather additional information about the candidate’s skills and experience. 
• The Reference Check: This is a check of the candidate’s references to verify their qualifications and character. 
• The Skill-Will Bull’s-Eye: This is a final assessment of the candidate’s skills and will to succeed in the role. 

By following this method, you can increase your chances of finding the right person for the job and avoid making costly mistakes. 

Here are some additional tips for using the ghSMART “Who” method: 

• Be prepared: Before you conduct the interview, take some time to learn about the candidate’s background and experience. This will help you to ask more informed questions. 
• Be objective: Avoid making hiring decisions based on gut feeling or personal bias. Use the “Who” method to assess the candidate’s true fit for the role. 
• Give candidates feedback: Whether you decide to hire the candidate or not, it is important to give them feedback on their interview performance. This will help them to improve their interviewing skills and increase their chances of getting hired in the future. 

If you’d like to partner with a business that can do all the above and more, we can help. Get in touch for a free consultation at [email protected]. 

Written by Michael Hewitt