by Josh Seaman | Jul 22, 2022 | Employment Agencies, Engineering, Engineering, Recruitment Agencies
When it comes to civil engineering recruitment, it might seem like a race against time. When it comes to sourcing and engaging top talent in this area, the adage “excellent candidates have a limited shelf life” is something many firms have come to understand and respect. If your recruiting process takes an excessive amount of time, you may discover that the most qualified civil engineering applicants have accepted offers from other organizations before you have the opportunity to make your own.
To ensure that your organization has the most excellent chance of attracting top talent, it is critical to simplify your recruitment process in order to keep civil engineering prospects interested in and focused on your job openings—the following are suggestions for improving your recruiting efforts in today’s highly competitive industry.
Establish a Deadline
When there are no objectives or deadlines to achieve, recruitment processes might become sluggish. If your recruiting process is left open-ended, you run the risk of losing enthusiasm and applicants as the process proceeds. Establish deadlines for each step, with time being the most critical factor in securing the finest civil engineering applicant. Communication with applicants about your timeframe is also crucial to keep them interested throughout the process.
Commitment to the Deadline
Everyone engaged in the decision-making process for recruiting must be wholly dedicated to your deadline. When top executives are unable to participate in an interview or study the listing of prospects, companies miss out on excellent candidates. As a result, make sure that no one is considering a vacation or business trip and that enough time has been set aside to guarantee a smooth recruiting process.
Candidates Should Be Provided with a Great Deal of Information
While applicants may conduct their research on your organization, you must also promote your employment opportunity at the same rate that candidates market their abilities and expertise. So, give them a clear job description and information about your business, such as its organizational structure and management, culture, and clientele. You may set yourself apart from the competition by offering the background information and engaging them with your firm. If applying directly you will be at the mercy of the HR manager or hiring manager, sometimes position descriptions are very out of date, so if you’re working with a recruiter, they can often provide much more up to date and intangible information not necessarily found on the PD.
Make Your Interviews Customized to Each Applicant
Interviewing a candidate is a one-size-fits-all process.
Develop some pointers and pertinent lines of enquiry before an interview by going through the candidate’s Resume with the panel members and any relevant individuals. You may obtain a better sense of a candidate’s personality and motivations by tailoring the interview process rather than relying on traditional interview questions. In addition to making a better impression, personalizing the interview will show your company’s interest in them.
There are several less formal ways to interview candidates for civil engineering jobs, including:
- Casual coffee or lunch meeting: This type of interview setting can create a relaxed atmosphere and give the interviewer an opportunity to get to know the candidate on a personal level.
- Site visit: A site visit can allow the interviewer to see the candidate in action and observe their knowledge and skills firsthand.
- Group interview: Inviting multiple candidates for a group interview can give a glimpse of their teamwork skills and help assess their communication and collaboration abilities.
- Behavioral or competency-based interview: This type of interview focuses on the candidate’s past experiences and behaviors to predict their future performance.
- Project-based interview: Give the candidate a small project to work on, and then discuss their thought process, decision making and problem-solving skills.
Note: While these methods can provide valuable insights into a candidate’s abilities, it’s important to remember that they should be used in combination with more formal interview methods to gain a complete understanding of the candidate’s qualifications.
Follow-up!
Make sure to keep up the pace after each interview by following up swiftly. Keep in touch with prospects and let them know when they expect to hear from you again. If you want to do second or third interviews for civil engineering applicants, do it from the beginning of the process so that there is no lag time.
When you locate a brilliant civil engineering applicant, make an offer or ask them for the next round of interviews. There is no need to wait 48 hours or look at other prospects if you’ve identified the ideal individual for the position. Streamline your recruiting process.
Finding and recruiting civil engineers is difficult. When you find prospective recruits, keep them involved with your firm until you can make an offer or not. Don’t delay, be organized, and simplify your recruiting process to get an advantage over your competition. If going with a recruiter, here’s what you should expect from using their agency services.
From the perspective of a recruiter, follow-up is an essential part of the recruitment process for several reasons:
- Shows professionalism: Following up with candidates demonstrates that the recruiter is organised, efficient and takes the recruitment process seriously. This can help build a positive impression of the company and strengthen its employer brand.
- Provides closure: Following up with candidates who have been rejected or who did not get the job helps to provide closure to the recruitment process and ensures that they are left with a positive impression of the company.
- Maintains candidate engagement: Following up with candidates who are still in the recruitment process keeps them engaged and informed. This can help to prevent them from losing interest or considering other job opportunities.
- Increases candidate satisfaction: When candidates receive regular updates and clear communication throughout the recruitment process, it can increase their satisfaction and perception of the company.
- Helps to identify the best fit: Regular follow-up can provide an opportunity for the recruiter to gauge the candidate’s interest and enthusiasm for the role, which can help to identify the best fit for the job.
- Improves time-to-hire: Following up with candidates in a timely manner can help to speed up the recruitment process and reduce the time-to-hire.
Overall, following up with candidates is an important aspect of the recruitment process for recruiters as it helps to build a positive relationship with candidates, maintain their engagement, and identify the best fit for the role.
For more helpful tips and tricks and or general advice contact the team at Gateway Synergy Recruitment, or visit Careers ⋆ Gateway Synergy Recruitment
or visit our Gateway Synergy Recruitment Blog for more helpful articles Get the Latest Recruitment News at Gateway Synergy Recruitment Blog
Remember! Your CV & LinkedIn are the first impression a recruiter or hiring manager has of you, make it count!
by Josh Seaman | Jul 20, 2022 | Employment Agencies, HR & Recruitment, Recruitment Agencies
When it comes to recruiting new employees, it is critical for every small company to be quite choosy. When you don’t have a huge team of people working for you, it takes a lot of concentration and preparation to get someone on board. If you are the owner of a small firm, you can ill afford to make any errors in judgment. Recruiting new personnel is the most challenging issue that small companies must deal with these days. When you have a small firm, every new employee has a significant influence on the company’s day-to-day operations.
As a result of the limited size of most HR departments in smaller companies, they generally assume a wide range of tasks. It’s understandable that you’re concerned that they won’t have enough time to locate the right person to fill the open post. It’s still possible for small firms to master the recruiting process after studying the frequent hiring mistakes of human resources personnel.
Below are some of the common hiring mistakes made by small companies:
Confusing Job Description
Job descriptions that do not accurately reflect the job’s requirements will draw in candidates with insufficient credentials and abilities. To find the best candidates for a position, it is essential to crafting a compelling job description. It would help if you wrote a well-crafted job description to attract the best possible candidates. Before putting the job description out there, get it reviewed by recruiters once you’ve finished drafting it. The following advice will help you write a job description that will attract the best candidates.
- Are you providing accurate and up-to-date details?
- Is there a special terminology you’ve used to define the job?
- Is the job description clear on what abilities are required?
To attract the top applicants, you should keep questions like the above in mind while writing a job description.
Disorganized Recruitment Process
Any procedure that is not well-organized can cause unnecessary difficulties and delays inside a company. As a result, the second step in eliminating these roadblocks from your recruiting process is to establish criteria for your hiring process. It would help if you planned how to recruit prospects from beginning to end; otherwise, you may see yourself speeding through the process and making incorrect hiring decisions.
Proactive Hiring
It’s possible to take issues into your own hands rather than relying on suitable applicants to find you. One way to prevent hiring the incorrect person is to be proactive in recruiting efforts. Figuring out where your best candidate spends the most of their online time is a good place to start this recruiting strategy. You’ll be ready to hire them when the right opportunity presents itself if you know this information. This recruiting enables you to tap into a larger talent pool to locate the finest candidates.
When it comes to hiring, don’t you think following these hiring best practices and not making these common mistakes would help you get better results? Investing in your company’s long-term success by creating a strong talent pool is essential for increasing productivity and fostering long-term relationships with your workers. Figure out which mistake your company is still making and find a solution to make it right this time. Good luck!
by Josh Seaman | Jul 15, 2022 | Employment Agencies, HR & Recruitment, Recruitment Agencies
After you’ve found a strong candidate deserving of consideration for a position, the next step you can do is to check their references. You’ve noted that the candidate’s interview went perfectly well, and their resume and cover letter are well prepared and tailored to the position. However, bear in mind that job applicants can be well-prepared, and resumes can be polished to a high degree. Checking a potential employee’s references is an excellent way to learn more about them and make the best possible hiring decision.
Checking References Best Practices
Candidates should provide at least three professional recommendations with their contact details. In an ideal situation, the references would be former coworkers or co-supervisors of the applicant. Ask for references from previous jobs if the applicant is reluctant to use one from their former position.
Set up a phone interview with each reference, letting them know that the candidate has permitted you to call them. Here are some tips to follow when calling the reference person:
- An email isn’t enough for an interview. More than one sentence from the reference will give you a better idea of the candidate’s character and skills.
- Start offering a basic set of questions about the candidate to help the reference person think about it and formulate their response.
- Give the reference a brief job description to understand the position’s requirements, your hiring criteria, and the candidate’s potential.
- Respect the referee’s time. If you requested 15 minutes, make sure it is 15 minutes.
Create Questions
To make the best recruitment decisions, you should use your questions to gather accurate information about the applicant. Create interview questions based on the job description to elicit information about a candidate’s work ethic, expertise, background, and moral character.
Have a conversation with the reference you’re interviewing. Encourage them to think beyond the obvious. Ask the candidate how they would respond in a hypothetical situation. If you’re interviewing different candidates for the same position, a standard set of questions can be beneficial.
Sample Questions for the Reference Persons
It is important to note that the initial questions are easier and more basic than the rest. You want to incorporate the reference slowly into the discussion to add more challenging topics later.
The majority of the questions are unstructured. It’s important to ask “why” after every yes-or-no response if you’re asking a yes/no question.
The most effective technique to conclude your phone conversation is to ask the reference person if there is anything more you should know about the applicant. These catch-all inquiries might provide the reference person with a chance to explore a subject that you may not have considered before asking the question.
An example set of questions that you may ask during a reference check call are as follows:
- Do you know the candidate for a long time? How long?
- When you worked with them, how would you rate their overall job performance?
- What was it like to be in charge of these people?
- In what ways did they differ from the rest of the players on your team?
- Is there anything about them that sets them apart from the rest of your team members?
- Do you recall any areas in which you worked with the candidate to assist them to grow? Could you elaborate on it for me?
- Would you rehire them if given a chance?
- Is there anything more I should know about this person?
A candidate’s background may be gleaned by a review of their references. Verifying references is just one part of a successful recruiting strategy. As a result, you should always have a solid strategy for finding new employees.
by Josh Seaman | Jul 13, 2022 | Employment Agencies, Recruitment Agencies
It’s becoming increasingly common for people to change jobs, even industries regularly. Traditionally, the usual setup is to work at your first job until you retire, if you were lucky. Before you hand in your two weeks’ notice and make the leap to a new career, take some time to reflect. Here are some things to keep in mind before making a career change.
Is it Financially Feasible for me to Switch Careers?
Looking at the numbers is an excellent place to evaluate the significance of changing careers. Are you worried about the impact on your finances if you make this change? Will it delay your retirement or make it more difficult for your children to attend college? Is your income going to increase or decrease? The question is whether or not your family can go without your income while you get back up and running. During this transition period, how will you handle your current financial obligations?
However, this doesn’t imply that you need a higher salary to change careers. In fact, many people are content after lowering their tax rate by a few tax brackets. Ultimately, what you need to know about your financial future is more important than anything else. If the answers to these questions are positive, it may be possible to change careers. Before making a career change, it’s best to have a detailed plan in place. Risks and rewards are always in balance.
Will it Affect my Family of I Switch Careers?
There are consequences to switching jobs when you are in a relationship and have children, and those consequences go beyond your own. As a result, you must take into account the effect your decision will have on others.
Consider how your partner and children’s lives will be affected due to this move. How often will they be able to see you? Will they maintain their current way of life, or will they be forced to make significant alterations? Is your partner going to be able to keep working? What if you’re forced to move?
This decision you make today will profoundly affect the lives of the people you care about. When considering a new career path, it’s essential to look beyond your interests and see if it’s the right one for you. A career change could improve your work life, but you must ensure that it won’t negatively impact your personal life. If you do that, you’ll simply be resolving one problem after another.
Do I Need to Start Over if I Switch Careers?
When changing careers, it’s possible that your present level of seniority will not be transferred. As a result, it’s essential to consider what it means to begin again. Always start with a realistic expectation in mind. Is it true that you’re qualified for this position? Take a look at your current skills and see if you’re up to par; if not, what additional training or certifications will you require? If that’s the case, how long will it take and how much money will you have to spend on it?
The growth potential of your new industry should also be taken into consideration. How much farther up the corporate ladder would you be able to move up if you started over? Some jobs don’t give you enough time to rise to the top of fast-growing industries, which is unfair. Make sure you’re aware of what the future holds.
The most challenging question is whether changing jobs will benefit you. Do you despise your profession or just your current position? Do you think you’d be happier if you moved or changed jobs? A fresh outlook can sometimes help. There’s nothing wrong with making switching careers; in fact, millions of people do so each year. However, before making a decision, you should weigh all of your options. Stop and think about how this decision will affect your family, finances, and mental health. When it comes to taking a risk, it’s always a good idea to think things through thoroughly before making a decision.
by Josh Seaman | Jul 8, 2022 | Employment Agencies, Healthcare & Medicine, Medical, Recruitment Agencies
Has it ever crossed your mind how it is like to work as a dental assistant? You’re not the only one with that thought in mind. Many people aspire to work in dental assisting. Working as a dental assistant can be rewarding on many levels, including both professionally and personally. Dentists and hygienists will rely on you as a Dental Assistant. A Dental Assistant will do everything from making patients feel welcome, helping them relax, making them comfortable, and explaining what is going on.
Let’s look at the top reasons you should work as a dental assistant.
High Demand
When it comes to choosing a career path, dental assistants have a lot going for them. Since dental offices cannot function without a Dental Assistant, this position is expected to remain in high demand for years to come. It’s great to know that you can expect a bright future as a dental assistant if you enrol in this program. The advantages of being a dental assistant are immense, and the career is considered the perfect blend of fun and professionalism. Just imagine working in an environment where your job requires you to work with all sorts of people and offers you the opportunity to make an impact on their lives.
As the population grows, so does the demand for dental care. People are seeking preventative dental care more willfully. You’ll also have a more extensive patient base because older people are more likely to keep their teeth now than in the past. Remember that dental assistants are sought by general and speciality dentists, including Endodontists, Orthodontists, and Oral Surgeons. As a result, Dental Assistants can find work no matter where they live.
Income
Dental Assistants make excellent money, especially when you consider how little schooling they need to get started. In Australia, dental assistants earn an average yearly salary of $59,640. There are no educational or certification requirements for dental assistants to work in this field. Many are “trained on the job”.
Career Growth
As a Dental Assistant, you’ll never have the same day two days in a row. If you’re interested in dentistry, this is a great way to get your feet wet, learn about the field, and gain practical experience. In this position, you’ll get a good understanding of what it takes to operate a dental practice, from front desk operations to patient care. Dental Assisting is often a stepping stone to other healthcare careers such as dental hygienists, dental office managers, insurance claim processing and coding specialists. You can make up to $70,000 a year in these fields.
Workplace
An exciting, fast-paced, and dynamic job awaits you in a dental office! You will be working in an environment where you will be surrounded by hard-working people. Dental assistants can work in various settings, including private practice, clinics, schools, and hospitals. There are many specialities in dentistry that you can choose from when working in a dental office.
Rewarding Career
A Dental Assistant needs to put patients at ease and listen to their concerns. As a result, customer service and effective communication are two of the most critical skills required for this position. There is a tremendous feeling of pride that comes with making patients your number one priority every single day. Dental assistants are likely to talk about their patients and the joy they get from helping them improve their quality of life when asked about their job. Make a positive impact on someone’s day, and you’ll never be happier!
by Josh Seaman | Jul 6, 2022 | Brand, Employment Agencies, Engineering, Gigital, IT & Telecomms, Recruitment Agencies, Technology
The power of social media can be harnessed by software engineers who believe they can change the world through technology. Social media has a world of possibilities for Software Engineers, including developer advocacy, influencer marketing, remote work, and compensated speaking engagements worldwide.
A positive impact on the technology ecosystem, building your brand and expanding your network can all be achieved through social media while making money. As a software engineer,
the struggle lies in establishing a personal brand and expanding your network across various social media platforms such as LinkedIn, Facebook, Instagram, Twitter and even TikTok. Your first goal should be to get your name out there and build a solid foundation for yourself.
Below are some of the ways to build your brand and increase your social media presence:
Blogging & Vlogging
An essential part of blogging is sharing your thoughts and feelings about what you care about. On the other hand, Vlogging is the practice of creating video content about your personal experiences, reviews, and feelings on various topics. You can use Blogging and Vlogging to show off your skills as a software engineer. People and potential employers want to see an overview of your work and skills, which is why you want to get them to come to your website in the first place. In addition to posting your blogs and vlogs on your website, you can also use other platforms, such as YouTube to distribute your content. Youtube is a great way to advertise and market your brand, and they’ll pay you once your channel is monetised upon hitting certain milestones in views and subscribers.
LinkedIn
LinkedIn is a must-have for anyone looking for a job or looking to expand their professional network. Many people have no idea how to take advantage of the platform to its full potential. Keep your profile up-to-date with a current professional photo and your most up-to-date professional information, including your current position, title, responsibilities, awards, education, and other relevant information. Make a slew of new friends who share your professional passions. Recruiters use industry/sector and job position filters to look for potential hires, so make sure you’ve updated your profile’s industry/sector and job position sectors.
Connect with Other Software Engineers and Professionals
Join Facebook groups for software engineers and other professionals. You may find much help from other software engineers by doing this. With this, you can connect with people who share your interests. Hiring managers also participate in these groups to find qualified candidates for their companies.
Advertise your Content and Brand
Investing in social media marketing requires a significant investment of time and money. Your content can go a long way if you use paid advertising on Facebook, Twitter, YouTube, TikTok and Instagram. Ad packages are available on each platform, and you can select the one that best suits your ad campaign. Ads on social media will allow you to reach a much larger audience and provide you with data on how people are engaging with your content, both of which will help you improve your website’s SEO ranking. A solid social media presence can help you build a strong personal brand that will help you land a job and expand your network. Follow our tips, and good luck!
Recent Comments