Tag: Tips and Tricks

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Shortlisting for Success – 3 Insider Tips!

Shortlisting for Success

Choosing candidates to interview can be a challenge, particularly when you have a popular role on offer and an abundance of applicants. There are a range of tips and tricks that can help you better understand your candidates and how they would suit your organisation. From decoding CVs to discerning hidden talents, there are some key strategies that can help you shortlist a position successfully.

 

Understand their values and interests

One of the most important things to understand when you’re shortlisting candidates for your team is how to look for cultural fit. If you read a CV holistically you can usually gain a good understanding of a candidate’s hobbies and interests, how career driven they are, whether they have taken time away from work to travel overseas and so on. It’s also important to remember that a job application and CV will only tell you so much, so we can’t under-emphasize the value in making that initial phone call to candidate to talk about their background, skills, experience and career goals, and also gaining an understanding if they have a genuine interest in the specific role they have applied for.

Know the red flags

There are a range of things to look out for when assessing your candidates and looking over their CVs and applications. It’s important to be discerning when reading resumes, taking note of any missing information or gaps. Significant gaps in employment are a reason for concern, and raises the question of how the candidate could afford to live over that period. Understanding why they left their last job or why they want to leave their current job is also important as this can show you how well they work in a team, or how they don’t. Job hopping without legitimate reasons can suggest a lack of commitment, or a lack of specific career goals.

Understand their work experience and job roles

Usually when reviewing job applications and CVs we are on the lookout for career progression over time. This doesn’t necessarily mean changing jobs or organisations, however it is a good sign if a candidate is taking on additional responsibilities, putting their hand up for promotions, or acting in leadership opportunities when managers are away. This shows that the candidate has natural leadership ability, and is most likely a high performer, rather than someone who plods along in their role.

 

In summary, shortlisting takes a good eye, sound judgement, and plenty of practice. By incorporating the strategies we have outlined here, you can not only identify the best-suited candidates for your vacancy; you can build a highly skilled team that aligns with your values and can drive your organization forward.

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Candidate

Five Tips for Promotion in the APS

Five Tips for Promotion in the APS

Winning a promotion in the Australian Public Service can be a challenge, particularly as you move into more senior positions where there is more competition. It can be particularly difficult as you transition into executive level positions and your focus changes from being a subject matter expert to a leader. While there is no exact route that promises you will achieve what you’re looking for, if you put the time and effort into the right areas, your chances of success will significantly improve. Here are five key tips that will help you get there faster.

Build Relationships and Engage with Others

Communication is one of the most important things to focus on when you’re trying to move into a more senior role, particularly as your responsibilities will start to focus more on leading people and influencing internal and external stakeholders. One of the people you’ll want to be talking to is your direct manager, letting them know what you’re looking for and asking for any opportunities they could offer to you. You need to work toward convincing your manager that you are capable of taking on those extra responsibilities and that you have the skills and mindset to work through the more complex challenges. Similarly, having a preference for working alone can have a negative impact on your chances if you can’t engage with others at the same time. Leaders need to be approachable and to act as the strategic connection between the team and upper management, so it is crucial to be able to communicate effectively both upwards and downwards, no matter where you are in your career.

Upskill Yourself

Building up your skills and education can provide you with strong foundations and convey that you are willing to put in the extra work to benefit your team and career. It is important that you show you want to learn more and are interested in your work and industry. Having that ability to learn more will convey how you can better your team and workplace. As you learn more about your role, you will begin to master it. Doing some leadership-related study also looks great on your CV, shows you’re ambitious, and can help you work with others more effectively.

Take on Opportunities

You might be seeing openings appearing within your team to lead or manage projects. Taking the initiative to grasp the opportunities in front of you can give you the boost of experience you need to convince your manager that you can do something bigger. At the same time, you can start to keep evidence of your achievements, working to understand your mistakes and reflect on them to inform your actions later on. Working in a taskforce, or having some acting experience looks great on your CV and will give you some excellent examples you can draw upon in your application or during your interview. It’s a great way to be able to demonstrate your competence at a particular level.

Start Working Strategically

Those who are looking to become successful managers have to understand how to identify trends that could have an impact on their team and be able to plan how to move past them. You need to understand the goals of your organization, division or section and to be able to convey these to others. Leaders are often very skilled at translating the strategic vision to the practical objectives of the team and are also usually very good at “horizon scanning” for potential issues which could impact the organization, division or section in the future.

Never Assume

Most importantly, when you are applying for, and interviewing for a promotion, one of the traps is to assume that the people interviewing you have an understanding of you or your work. During an interview, be sure not to rely on any assumed knowledge, give full and well-rounded examples and if you are applying for a promotion be sure to provide examples with the right level of complexity to demonstrate your competence at that level. Remember, your interview is your time to shine so be sure to put your best foot forward.

 

Winning a promotion can be a long and complicated process, often with the occasional setback, but if you utilize these tips you are certainly well on your way!

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Mastering the Art of Interviewing: How to Win Over High-Calibre Candidates

Mastering the Art of Interviewing

Finding the perfect candidates for your interviews is just the beginning. With competitive talent becoming scarcer and candidates getting pickier, it’s time we all learn to improve our interview style. Today, interviews are more about convincing the perfect candidate you’re the right choice than it is the candidate convincing you to hire them. You’re going to have to work harder, and smarter, to catch that talent. Here’s how you convince them to stay.

How to prepare

The interview is crucial in both your understanding of the candidate and their understanding of the workplace. Chances are, they know more about you than you know about them. A good way to prepare, both for yourself and your candidate, is to look at it from their point of view. Think about the last time you went through an interview. Assess what you found useful or nerve-wracking and use your own experiences to make the process as comfortable and balanced as possible.

Create Comfort

Interviews are always stressful, and sometimes this can cost you a candidate. Minimising this to the best of your ability is important to ensure they see you positively, and you don’t scare them away. Try to provide as much information as possible, what to wear, where to go, and what you’ll be talking about are all great things to let your candidate know.

Pick the Perfect Location

Location is always important. Just like meeting someone new, the first impression can make or break you. Anywhere too noisy might distract from the importance of the conversation, but performing the interview at the office might distance you socially or make the candidate nervous. Choosing an environment where you’re both comfortable to express what you’re looking for and need from each other could be pivotal to the answer you get after putting out an offer.

Write Your Best Questions

The questions you ask your candidate will form the foundation of your professional relationship. If you want to start off friendly, try beginning with a casual conversation. Something deeper than the weather, but nothing so personal as family. When it comes to the questions themselves, while asking for their greatest weakness might seem like a time-saver, what does it actually tell you? Most likely, such a direct question will get you a rehearsed answer. What you’re going for is authenticity. Ask about their work life, what they enjoy about their current job, or what they think about your company.

 

In the Interview

Think about the perfect ‘fit’

Making sure your team fits together like a puzzle is important in creating a strong workplace culture. Consider whether they will get along, or if you could grow together. Think about their future potential, who they could be in a years’ time. Remember, the person you meet at interview might change when you get to know them. Ask them questions you think will show what their values are and see if yours align.

 

Let them ask you questions:

Have a bit of back and forth with them. If you make the interview feel like a conversation, you’re more likely to get a well-rounded view of the candidate, and they will better understand you and the workplace culture you’re a part of. In addition, the questions they ask will often tell you about their thought processes. Or, how interested they really are. Letting your candidates interview you helps them to better understand your company, and it demonstrates that you value their opinions and concerns.

Sell the role

The interview is as much for you as it is for them. If you like the candidate, spend a bit of time highlighting the role and workplace. They’re not likely to say yes to an offer if you don’t let them know what a great opportunity it is. Chances are, there are other options and employers who are looking for candidates just like you are. So, feel free to really sell it.

 

Maintaining a strong and convincing interview process can be challenging and time consuming. If you find you don’t have the time or ability to find the high calibre candidates you need, we can take all the hassle out of it for you. Our recruitment services are all-encompassing and personalised to your needs to help you attract the best talent in the market.

 

Times are changing, and so are your candidates. If you don’t meet them where they are, chances are you’ll be losing out on high quality talent. It’s important to emphasise how important your staff are in your workplace through how you coordinate your interviews, how comfortable your candidates feel, and how well they understand your values. Using these tips in your interview might just help you in securing your dream team. So, be bold, be friendly, and win over that candidate!

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5 Tips for Running Australian Public Service Interviews

As a panel member involved in an Australian Public Service (APS) recruitment process it’s important to get the most out of the interviews. Conducting interviews with fairness, transparency and adherence to the APS values is vital to find the best candidates for your organization. Here are 5 things to consider when running your next APS interview process.

 

Prepare Structured Questions

Develop a set of well-structured questions that align with the position requirements and the APS values. This ensures a fair and consistent interview process.

 

Assess APS Values Alignment

Include questions that assess how well the candidates’ values align with the APS values of Impartiality, Commitment to Service, Accountability, Respect and Ethical Behaviour.

 

Behavioural-based Questions

Use behavioural-based questions to gauge candidates’ past experience and actions in relevant situations, as these can provide insights into their potential future behaviour and performance

 

Diversity and Inclusion

Ensure that your interview panel consists of diverse members to avoid bias and promote inclusivity. Also consider incorporating questions that assess candidates’ commitment to diversity and inclusion.

 

Scoring and Feedback

Develop a scoring system to objectively evaluate candidates’ responses, and as a panel work together to achieve a consensus on each candidate’s performance. Also be prepared to provide constructive feedback to unsuccessful candidates to help them improve for future opportunities.

 

 

For assistance running your next APS recruitment process, please don’t hesitate to contact us on 02 6103 7000 or email hello@cbrrecruitment.com.au.

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Candidate

3 Things to Remember When Writing Your APS Job Application

Writing a job application (sometimes known as a “pitch” or an “expression of interest”) for the Australian Public Service can seem daunting at first. It might seem like there’s no way you can write the amount they are asking for about yourself, or alternatively if you have had a long career you might think that you need to write more. Luckily, there are some great tricks, and we have summarised the key points from one of our public service job application training courses below, which will help you structure and plan your application so all you have to do is focus on the details!

The Position Requirements

The first thing you’ll want to look at when writing your application is the job ad / position information pack itself. Take note of the responsibilities and duties listed, as well as what they list as their ideal candidate.

Often, the qualities of their ideal candidate will align closely with the Integrated Leadership System (ILS) criteria relevant to the role you’re applying for. This means you can speak directly to their ideal capabilities by articulating your experience and skills against the ILS criteria and the capabilities listed.

You will need to prove you are capable of carrying out those responsibilities and providing evidence of this by providing relevant examples. Do this well and there is a strong chance you will be their ideal candidate.

Formatting

You might be surprised that the format of your application can be just as important as the content. If your application is poorly formatted, this makes it more difficult for the Panel to understand you and less likely to read your entire application. Panels also play very close attention to your spelling and grammar.

Using a simple format that is structured toward the role responsibilities or skills can help the Panel easily navigate your application. This also means you need to avoid using any pictures or fancy formatting, which can often lead to you missing out on extra written content. These can also be reproduced unpredictably within in departmental recruitment systems. Be aware that providing an application that is too short is just as bad as one that is too long.

Content

When it comes time to get down into writing, keep in mind what level you need to be speaking to. Have your ILS criteria handy, and make sure you’re proving that you both think and act at the right level. Dedicate some examples to demonstrate how suitable you are for the role.

Just stating you’re capable won’t cut it. You’ll have to prove it with clear descriptions of how you approached a specific situation and achieved an outcome.

The Australian Public Service often uses specific words and jargon, such as “communicates with influence”, some of which will be included in the position information or selection criteria. Use these words so you are “speaking the same language” as the Panel. Don’t go too overboard with them as your application may come across as not having substance. Use them where they are needed, particularly when stating you are capable of meeting the mark.

While writing your application may seem impossible before you get started, these tips should help. Add some unique experience, and the right level of enthusiasm, and you’re on the right track to create a winning application!

If you’re looking for help writing your application, we’re available to help. Get in touch with us at hello@cbrrecruitment.com.au to get started.

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Video Interviews and Where to Start

Video Interviews and where to start

You have a video interview; what do you do?

Every interview comes with nerves and indecision, and some might not even be able to show up when the time comes. You could let your worries build until you become frantic, struggling to focus on what’s important. Or you could read these tips and tricks to ace that interview. Do you have what it takes when it comes down to you and your prep skills?

With video interviews becoming more common, it’s normal to have some questions. You might be asking, where do I start? Will they really know if I’m wearing pyjamas from the waist down? We’ll try and answer these for you today and give you some strategies to ensure you do your best.

Do Your Research

Before you even think about how fashionable you should be for your interview, you need to do some research. This is helpful even before you’ve received your gold star and been asked to come in for an interview.

Research the organisation and look into their corporate values and other relevant information such as their organisational structure, and their annual report as this will give you additional contextual information about who they are and what they do.

Read up on the role and job description, take notes on the requirements and consider how your skills and experience apply to the role. Look back at your resume and compare the two; what can you bring to the role that they’re looking for?

Write up some questions you think you could be asked and take notes on how to answer them. Try using this Practice Interview Builder and get comfortable in a conversation with yourself. Try practising those questions in a camera, record them to see if you would hire you.

Test your Technology

In the days before your interview, figure out what program or app you’re using. If you don’t know yet, it never hurts to contact the contact officer. Make sure your username is professional; the chances of Flamer123 being recruited aren’t very high.

Video calls can be done on laptops, phones, or tablets, so if you feel more comfortable with one than the other, feel free to use it; make sure your picture is clear and steady. Don’t forget to keep them charged!

Try calling a friend with your preferred device to make sure they can see and hear you clearly. There’s nothing good about a broken microphone or a cracked lens.

Pick Your Location

Before you sit down, make sure your camera can see clearly. You don’t want it to be too sunny or too dark. Make sure it’s quiet, too. Try to keep the dogs barking and cars honking to a minimum. If you don’t live alone, just let your housemates know you need the space. Remember to check your background and ensure it isn’t distracting or embarrassing. You want your potential future employer to remember you in your interview, not your fun cardboard cut-out of your favourite artist.

Dress to Impress

One of the most important aspects of an interview is your outfit choice. Though it seems superficial, it shows the interviewer that you’re taking this seriously and could jump straight into the job if they wanted you to. Being able to show you’ll blend seamlessly into their team is a big green flag.

Find something professional in your wardrobe, and make sure you’re dressed from head to toe. Not only will you feel more confident, but they also won’t have to see your panda pyjamas if you accidentally stand up.

In the Interview

The day has come. You’re 15 minutes early, waiting in your chosen location, fully charged, and looking great with your notes and pen on the side. Grab a glass of water, and take some deep breaths. Maybe do a meditation if you have time.

When it comes time for the interview, make sure you’re not reading off your notes. They’re handy if you get particularly stuck, but you want to be looking at the camera the whole time. This will help you appear to be making eye contact, and the employer will feel like you’re engaging with them. Sitting up straight and nodding along will also help them know you’re listening.

If you get a question that’s a little bit hard, don’t panic. Take a breath, and don’t be afraid to voice that you’re thinking of a good answer. Sometimes, you can even ask if they could return to it, and you can prepare while you move on.

Try not to interrupt the speaker, video interviews are often delayed, and they might not seem like they have more to say until you’re talking over each other. Take your time and give it a second longer before you start speaking.

End your interview with thanks, and make sure you close it on a positive note. Take a breath and relax. If you want to take an extra step to keep their eyes on you, try sending them an email of appreciation for the interview.

 

It’s normal to feel anxious before your video interview, but following these tips will help you to master those nerves. Practice, prepare, breathe into your confidence, and you’ll do great.

 

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Candidate

How to Interview like a Super STAR!

How to Interview like a Super STAR!

Using the STAR methodology can be an effective way of answering competency-based interview questions, and from our experience using it to frame your answers in public service interviews is a must! The idea behind the STAR methodology is that you talk about a specific example, give a good amount of context, and then really focus on finishing off by showing that what you did achieved a really positive outcome. So let’s break it down:

STAR is an acronym for Situation, Task, Action and Result

 

Situation

Set the context by describing a relevant situation where you applied your skills/qualities and gained your experience. It is important that you describe a specific event or situation not a generalised description. The situation that you discuss should be from a previous professional position. This is about framing your example and giving the interviews the context of the situation – try to be as specific as possible.

 

Task

What was YOUR specific role / job / responsibility? Describe your responsibility in the situation and what goal were you working towards to achieve.

 

Action

What did you do and how did you do it? Describe the steps and actions you took to address the situation. Use “I” not “we” when describing actions and be conscious that you don’t describe what the team did, keep the focus on you.

 

Result

Outline the result that stemmed from the actions you took. It is important that you think about how the result relates to the job you are applying for. Don’t be shy, take credit for your work and ensure your answer contains a really positive result. Even if you are talking about a difficult situation, sometimes how you overcame adversity can be a great result!

 

An Example Question and Answer using the STAR Methodology in an interview

Question: Can you give an example of a time when you had to clarify the needs of a stakeholder, colleague or manager? (supports productive working relationships)

Situation

Currently I work in the Business Improvement Team and we work as part of a larger division which is geographically dispersed across a range of locations so we don’t see each other face-to-face.

Task

There was a time when I had to do quite a bit of work with one of the managers of one of the teams that works alongside our team. We had to work together on important emergency management issues, however this manager began frequently calling me to ask me to do tasks that were well outside the responsibility of my role.

Action

While I was initially happy to help it began to have an impact on my own work outputs and priorities. I came up with a strategy to manage the situation where, when the manager would ask me to do a task, I would tell them the other priorities that I had for the day, which gave them an understanding of my workload and the situation improved significantly without developing into a conflict. I also kept my supervisor in the loop.

Result

The outcome ended up being really positive all round, as it turned out the manager didn’t have a good understanding of my workload due to the remote working arrangements.

 

CBR Recruitment can provide guidance on how to use the STAR methodology to blitz your next job interview, so please give us a call on 02 6103 7000 or email: hello@cbrrecruitment.com.au

For an in-depth guide on “Competency-based Interviews” please refer to our blog Competency Based Interviewing – What is it and why use it?

 

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Candidate

6 Things You Really Should Include in Your Resume – and why…

Things to Include in Resume

Your resume should be brief and concise – a long, wordy resume will put off someone who is already short on time. The purpose of your resume is to summarise your experience, knowledge and accomplishments and it should be no longer than three pages. Try to tell the employer exactly what you mean using the least possible amount of words. It’s important to firstly include the appropriate content, including:

 

Contact Details

Your name, address, telephone, and email address should all go at the top of your resume. Choose an email address that sounds professional, and do not mention personal characteristics such as age, height, and marital status.

 

Objective or Summary

An objective simply tells employers the type of work you want and should be kept short. Be specific about the job you want. For example: to obtain an entry-level position within a financial institution requiring strong analytical and organisational skills. Tailor your objective to each employer you target and every job you apply for.

 

Education

New graduates without a lot of work experience should list their educational information first. If you have extensive relevant work experience you can list it after the work experience section. Your most recent educational information should be listed first, and include your degree, major, institution attended and minor/concentration. Also don’t forget to mention academic honours.

 

Work Experience

Briefly give the employer an overview of work experience that has taught you skills. Include your work experience in reverse chronological order. Make the most of your experience – potential employers need to know what you have accomplished to have an idea of what you can do for them. You should include the title of position, the name of organisation. location of work, dates of employment, and a description of your work responsibilities with emphasis on specific skills and achievements.

 

Other Information

Employers always want an insight into you as a person, particularly as you may have shared interests. You may want to add extra information at this point, such as key skills or competencies, leadership experience, volunteer work or participation in sporting activities or hobbies.

 

Referees

Always ask people if they are willing to act as a referee for you before you give their name to a potential employer. CBR Recruitment will always obtain your express permission to contact your referees so that you can give them advance warning they will be contacted.

 

Overall, when writing your resume don’t be vague in your explanations – describe tasks/responsibilities that can be measured objectively. Employers will feel more comfortable employing you if they can verify your accomplishments. It is also important to be honest. A falsified resume is easily spotted by an employer, if not immediately then during the interview process. To discuss your next career opportunity, please call CBR Recruitment on 02 6103 7000 or email: hello@CBRrecruitment.com.au

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How To Answer Those “Tricky” Interview Questions

Tricky Interview Questions

The interview is one of the most important aspects of getting a job, and making a good impression is vital to your chances. Effective employment interviewing involves preparation and practice and to be prepared for an interview you need to acquire knowledge about yourself, about the job, and about the employer you are interested in working for. The following are various techniques that can help you make a good interview impression and answer those “tricky” questions.

 

Research the Organisation and the Position

The more you know about the organisation and the job you are applying for, the better you will appear in the interview. An interviewer will be impressed by your interest and motivation, and you will be able to explain what you can do for the organisation.

You should find out the following information before your interview:

  • The typical duties and salary range for the job in which you are interested;
  • The background of the organisation;
  • The products or services of the organisation;
  • The philosophy and values of the organisation; and
  • Any recent news regarding the organisation.
  • The likely format interview and whether questions will be competency-based or unstructured.

Prepare

Whether the interview is competency-based or unstructured, an interviewer must secure answers to four basic questions, either directly or indirectly through other questions and comments. You should be clear about your thoughts and prepared to give articulate answers to these questions:

  1. Why do you want to join the organisation?
  2. How much experience do you have in this area?
  3. How do your skills and values fit with the organisation?
  4. What are your salary requirements?

 

Handling Difficult Questions

If you are unsure about a question politely ask for the question to be repeated or for more information and write the question down if you need to. It is always better to understand the question than try and answer one that you don’t. Take your time with your answer and think about what you are saying. Never rush questions as you might miss out on saying what you wanted, and if you’re not sure you have answered the question completely, ask the interviewer if they would like you to elaborate. The best way to handle difficult questions in an employment interview is in an honest, positive manner. Some difficult questions employers ask include:

‘Tell me about yourself….’

The employer wants to gain information about your work experience, not your personal life. Talk about experiences and goals that relate to the specific job you are applying for.

‘How would you describe yourself?’

Discuss positive, work-related attitudes. For example, you could suggest that you enjoy working with people of all ages, are loyal, committed, etc.

‘Have you done this type of work before?’

Link the skills you possess to the abilities needed for the job. Answer truthfully about how your experience relates to the position.

‘Why did you leave your last job?’

Be honest, professional and positive in your response – interviewers need to be able to understand your reasoning for leaving past positions. Avoid any statements that may say something negative about yourself, your work, or your ability to get along with others.

‘You seem to be overqualified for this position. Why do you want this job?’

The employer may be questioning your goals or challenging your long-term commitment to the job. Indicate your sincere interest in working for the organisation. Emphasise the unique attitudes, abilities and interests that led you to apply for this job.

 

Ask Questions

You should conclude the interview with questions you have about the job. Make sure you are prepared with some questions you would like answered in the job interview. Apart from frequently-used question regarding the timing of the recruitment decision, if possible use this opportunity to engage with the interviewer about the team or organizational goals, or their expected achievements of the candidate within say the first 100 days of the role. This prompts them to tell you exactly what they expect.

 

After the Interview

End the interview with a handshake or warm farewell, (taking into account COVID-19 and social distancing protocols) and thank the interviewer for their time. Reiterate your interest in the position and your qualifications. Follow up with a phone call if you are not contacted within a week of when the interviewer indicated you would be.

 

The CBR Recruitment Team prides itself on doing our absolute best to prepare you for your interview so you have the best opportunity of winning your next job. To discuss your next career move, please phone: 02 6103 7000 or email: hello@CBRrecruitment.com.au

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5 Key Recruitment Tips for Small Business Owners – How to achieve the “perfect fit”.

Recruitment Tips

Almost every small business owner I speak to says that recruiting and retaining high quality staff for their business is one of their biggest challenges. Recruiting staff is certainly a big step – wages are an expensive overhead, and the difference between an excellent staff member and a substandard staff member can have a profound impact on the overall performance of your business.

We look at recruiting staff as being an investment in your business – an opportunity to grow, to increase performance, and to provide your stakeholders with a better service or experience. Before we even start to consider “fit” there are several important steps in any recruitment campaign that need to be undertaken.

Firstly run a formal recruitment process – including at least first and second round interviews. Secondly ensure that the person actually has the technical skills to do the job, so do appropriate background checking and skills assessments.

 

What does “fit” actually mean?

“Fit” can be a hard thing to quantify, however we define “fit” as: how the candidate’s goals and objectives align with those of the business – and also whether they have the skills and experience that the business needs at a specific point in time.

While each business is unique, there are some specific characteristics that we look for in candidates when we recruit for small businesses:

A Track Record in Client Service Roles

There are very few roles in small business which don’t have a client service component – everyone represents your business to some extent, so we look favourably on candidates who have worked in hospitality or retail roles early on in their careers. Even if it was a long time ago, while studying for example, these types of candidates naturally gravitate towards people and enjoy human interaction. Skills developed in hospitality or retail roles include: communication skills, negotiation experience, problem solving ability, teamwork, along with having a client centric approach.

Broad Skillsets

Candidates with narrow skillsets or a very specific area of expertise can often be less versatile, which can be problematic if your business is rapidly growing or changing – job roles, corporate structures and skill requirements can change dramatically. People who can take on some tasks which fall outside their specific job role can be a huge asset – particularly if someone has the ability to take away some of the peripheral tasks you do as a business owner. Look for candidates who demonstrate versatility, adaptability, the ability to multi-task, and are highly organised.

Emotional Intelligence

Emotional intelligence is something that can’t be measured on a CV, however it’s crucial when it comes to the fit of the candidate within your business. How intuitive are they, what will they be like to work with, and how do their personal goals and values align with those of your business? When interviewing candidates for your business, think about their overall job suitability, how they have previously shown initiative, and also how they interact with you during the interview.

Results / Outcome Focussed

Results or outcome focussed people generally understand the commercial reality of being in business – they will want to help the business to grow, they will look to take on more, and they like working to deadlines. Look for a track record of achievement in previous roles, their personal drive and overall “energy”.

Loyalty

In small business staff loyalty is very important due to the time and effort involved in recruiting and training a new staff member. Look at a candidate’s employment background thoroughly, put yourself into their shoes, and try to understand their reasoning for leaving previous positions. The other thing to consider is their current relationship with past employers, so be very thorough when conducting references.

 

If you need any assistance with identifying candidates who are a perfect fit for your small business, please call 02 6103 7000 or email: hello@CBRrecruitment.com.au