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Want to know our top 5 recruiting tips for improving the effectiveness of the interview process? Interviewing candidates to find the perfect person for any given job is never an easy task. With more companies now needing to conduct the process remotely via video, a new layer of complication has been added to the mix.
It is still possible to identify and hire quality applicants if employers follow these five tips for improving the effectiveness of the interview process.
When was the last time you evaluated and updated the position description for this role? Job seekers depend on accurate job descriptions that outline key tasks, skill sets required, desired education levels and the ideal fit for the culture when deciding if the position is a good fit.
Many employees who commence in a new role and leave within the first 3 months often make comment that the role they were doing was very different to the role outlined in the job description that was discussed. When job seekers understand the accurate responsibilities associated with the role, they are more likely to be successful in the role long term, saving you the pain of a re recruit and the cultural and costly fall out that a wrong hire can create.
The best way to recruit staff is to ensure the position description is written well. If it is vague, it increases the risk of an influx of applications from unqualified candidates. A great tip is to get a second opinion once you have completed the job description, fresh eyes from someone else that knows the role can confirm that it is accurate. The Manager that is responsible for the new employee needs to be 100% happy with the job description. Sometimes HR are the ones that write the document, but do they really know the job? If not challenge them and ask to have it reviewed – its more important than you think.
Mangers have specific styles. It makes sense to attract the kind of employees who thrive under their methods and guidance. Seek advice from peers about your specific management style. Ask for input on which kinds of employees with which your style is most compatible. Companies with Human Resources departments can ask their HR managers to play a role in this part of improving the interview process. One of our best recruiter tips and tricks is to talk to people that have worked in this specific role for your previously, as they have first hand knowlege of how you manage this role.
There is a marked difference between an on-paper candidate and an in-person candidate. How skills translate to on-the-job performance is important. Developing a behavioural-based interview guide is a great recruiting tip that can help predict future conduct of interviewees. Do not be blinded by dazzling interview performances from job seekers. Make candidates prove their capabilities.
There are generally seven main motivators that attract or keep quality employees in their roles: salary, work-life balance, culture, location, career progression, stability, and the direct manager. Which of these are important to the candidate you are interviewing and does your business possess these particular ones for this role? It is imperative to understand that some candidates are driven by salary, while others may prioritise a position that allows for greater work-life balance or a particular management style. Why would somebody want to work in this role – what does it truly offer?
A lot has changed in recent months. How hiring managers conduct interviews are among those modifications. Video interviews have somewhat helped eliminate the formal look and feel of the interview process, which can be a positive thing in many cases. Forgoing the usual formality of the interview process will encourage candidates to let their personalities shine and this is when you get to understand more about their suitability.
Being a little more relaxed in the way that you present as an interviewer does not mean that you have to lower high standards in relation to professionalism. Its just about being more personable, rather than formal, to encourage a more open and honest flow of communication.
We know times are stressful and there is even more pressure than ever on hiring managers to make the right choice if a hire is approved. This is why we think that the best way to recruit staff is to take a step back and think about how you could improve on the process. Following these five recruiting tips and tricks for finding the right fit for your role.
If you require any further guidance or advice or have any questions please contact the MJD team on 02 8042 1840.
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MJD Recruitment is a specialist recruitment agency renowned for offering valuable market insight and job seeking assistance to the legal support market across Australia.
Our team have over 45 years of experience within the recruitment industry and have seen many many changes over this time. One thing is for sure, the change will continue to happen and “the secret to change is to focus your energy not on fighting the old, but on building the new.” Socrates
Team Assistants are highly unique office support professionals who possess exceptional skills in working with multiple management styles, juggling and prioritising’s tasks, working as part of a team, multi-tasking, anticipating needs, time management, detail orientation and so much more.
Finding a new job in a tough market can take months. In fact, according to Indeed Australia, the average time it takes for a job seeker to find a job is 82 days. Therefore, it’s crucial for candidates to maximise their resources to find the best career opportunities and land a good job as quickly as possible.
PA’s act as your first point of contact, while dealing with correspondence, phone calls and matters of administration and coordination. Take a moment to think about the kinds of Personal Assistant’s & which one is right for you.
Want to know our top 5 recruiting tips for improving the effectiveness of the interview process? Interviewing candidates to find the perfect person for any given job is never an easy task. With more companies now needing to conduct the process remotely via video, a new layer of complication has been added to the mix.
Martin chats about our EOFY donations to Beyond Blue and RUOK!
As a Legal Secretary recruitment agency, we often speak with Legal Secretaries who feel as though they are ‘stuck’ or pigeonholed in to a one dimensional career path in legal administration.
Thinking of starting a new business venture? Here are Martins top tips!
In March 2020, Martin provided an update on how MJD Recruitment, our clients and candidates have adapted to the changes around the Covid-19 response.
First impressions count, this will always be a true statement! It takes months to find a customer and only seconds to lose one – also very true! Make every interaction count, even the small ones, they are all relevant – We absolutely agree! Which is why hiring the right Receptionist can make a huge difference to your organisation’s success.
Martin challenged himself to discuss mental health openly and share his personal challenge in this current climate.
First impressions count! Your resume is often the first opportunity you have to showcase who you are, what you have achieved and what you are capable of – so make it shine.
First impressions count, this will always be a true statement! It takes months to find a customer and only seconds to lose one – also very true! Make every interaction count, even the small ones, they are all relevant – We absolutely agree! Which is why hiring the right Receptionist can make a huge difference to your organisation’s success.
Executive Assistants are well known for being resourceful – they are excellent networkers who liaise with the ‘best of the best’ to get things done efficiently and effectively.
Thinking of applying for a job you’ve been yearning for; you’ll need to have a good resume! This document is the first thing your potential employer gets to see about you, their first judgement.
Put a plan in place to ensure that you participate in appropriate career development
At MJD Recruitment, a recruitment agency in Sydney, we are strong advocates for having a mentor! Many of us have more than one ourselves and like to think that we act as mentors in one way or another to many of our clients and candidates.
Have you been given a job description for an Executive Assistant role that barely scrapes the sides when it comes to detail? As the role is all about the relationship you have with the Executive/s and often develops as you get to know each other’s strengths
Being a recruitment agency, we are surprised at the amount of times we are asked this question. It is clearly something that is on the minds of applicants, so we thought that we would explore why it’s so important to you – and the all important question of whether or not they are read!
Having to impress a potential new employer at interview is enough, so why go through the effort of sourcing, registering and maintaining a relationship with a recruitment consultancy as well? Here are 10 good reasons
Do you really need to pay a recruitment fee – surely you can just place an ad and get the same result right!? We beg to differ and ask you to consider the following
Attending an interview is not everybody’s favourite thing to do. But let’s face it, it is something that most of us have had a fair amount of experience doing by a certain stage of our career.
Sometimes it’s really clear in your mind – and sometimes there’s an element of doubt. We start a new job with such excitement that our goals and motivators are aligned with what the company can offer, but when bogged down in the day to day of it all do we always recognise when that changes?
Your interviews went well. You had all of your questions answered and you feel really confident about the way you represented yourself.
When we talk to candidates about why they are looking to leave their current role, we often hear it’s because they have a “difficult boss”.
We are often asked for advice from Executive Assistants on how to prove that you are capable of taking that final step up in to supporting C-Suite Executives. We believe that the following will assist your goal:
Being a specialist Recruitment Agency, we deal with Personal Assistants and Executive Assistants on a daily basis. Based on our experience here are some key factors that you should be considering when it comes to selecting the right Personal Assistant/Executive Assistant