Michelle Cooper’s Post

5 Green Flags to Look for in Your Next Job Interview 💬⬇️ Job interviews are not just about impressing employers. They're also about finding the perfect fit for yourself. While red flags can hint at potential issues, green flags indicate that a company is a great place to work. Check out the link below for key green flags to look for and questions you can ask to determine if the company is right for you. What are your best tips for gauging a company's culture during the interview process? Share in the comments! https://lnkd.in/egXYRCXy

Recruitment Tip of the Week In today’s competitive job market, it’s essential to make a lasting impression in interviews. By preparing thoroughly and emphasizing your strengths, you can distinguish yourself from other candidates. These tips will help you present yourself confidently and demonstrate your fit for the role, increasing your chances of landing the job. Key Interview Preparation Steps continued… 1. Get the Inside Scoop: If possible, speak with current or former employees to gain insights into the company culture and expectations. This can give you a unique perspective to discuss during the interview. 2. Practice Your Examples: Be ready to provide specific examples of your achievements and how they relate to the job. 3. Plan Your Journey: Know exactly where the interview is taking place and how to get there. Consider doing a trial run to avoid any last-minute stress on the day of the interview. 4. Mind Your Non-Verbal Communication: Be aware of your body language. Maintain eye contact, offer a firm handshake, and mirror the interviewer's body language to create rapport. 5. Follow Up: Send a follow-up email thanking the interviewer for their time. Mention specific topics discussed in the interview to reinforce your interest and help you stand out. By following these tips, you'll be well-prepared to impress your interviewers and stand out as a strong candidate. Good luck!

Title: Mastering the Art of Job Interviews: Dos and Don'ts Job interviews are pivotal moments in the hiring process, where candidates have the chance to showcase their skills and personality. As an employer or hiring manager, conducting effective job interviews is crucial for selecting the right candidate for the role. Here are some dos and don'ts to ensure your interviews are successful: Dos: 1. Prepare thoroughly: Familiarize yourself with the candidate's resume and the job description. Prepare relevant questions to assess their skills and suitability for the role. 2. Create a welcoming atmosphere: Make the candidate feel comfortable and valued from the moment they enter the room. Offer a warm greeting and provide any necessary information about the interview process. 3. Ask open-ended questions: Encourage candidates to elaborate on their experiences and skills by asking questions that require more than a simple yes or no answer. This allows you to gain deeper insights into their qualifications and suitability for the role. 4. Actively listen: Pay attention to the candidate's responses and show genuine interest in what they have to say. Active listening helps build rapport and allows you to assess their communication skills and professionalism. 5. Provide feedback: Offer constructive feedback to candidates, highlighting their strengths and areas for improvement. This demonstrates your commitment to their development and helps them understand how they can enhance their candidacy. Don'ts: 1. Don't rely solely on first impressions: While first impressions are important, they shouldn't be the sole basis for your decision. Take the time to thoroughly evaluate each candidate based on their skills, experience, and fit for the role. 2. Don't interrupt: Avoid interrupting candidates while they are speaking, as this can be perceived as disrespectful and may hinder their ability to communicate effectively. Instead, wait for them to finish speaking before asking follow-up questions. 3. Don't ask illegal or discriminatory questions: Avoid asking questions related to age, gender, race, religion, or other protected characteristics, as this could lead to allegations of discrimination. Stick to questions that are relevant to the job and focus on assessing the candidate's qualifications. 4. Don't rush the process: Take the time to conduct a thorough interview and gather all the information you need to make an informed decision. Rushing through the interview process can result in overlooking qualified candidates or making hasty hiring decisions. 5. Don't forget to follow up: After the interview, follow up with candidates to thank them for their time and provide any updates on the hiring process. Keeping candidates informed shows professionalism and respect for their time and effort. By following these dos and don'ts, you can conduct effective job interviews that help you identify the best candidates for your organization.

Tired of no-shows at interviews? Interview no-shows can be frustrating and costly, wasting valuable time and resources. At D & S Executive Search, we’ve developed a rigorous process to ensure every candidate we present is fully committed to your role and recruitment process. With our unique approach, you can focus on interviewing serious candidates who are aligned with your business goals. ✅ How we ensure commitment from candidates: ➡ Comprehensive early stage screening: Every candidate undergoes a thorough screening process right from the start. We assess their suitability, interest, and dedication to the role, ensuring only genuinely motivated candidates proceed to the next stages. ➡ In-depth briefing packs: Each candidate receives a detailed briefing pack outlining your role, expectations, and company culture. This ensures they fully understand the opportunity and can make an informed decision to commit to the process. ➡ Psychometric assessments: We conduct job and candidate psychometric assessments to align candidates with your role's requirements and company culture. These assessments provide insights into mindset, work ethic, and behavioural traits, ensuring better hiring decisions and a strong cultural fit. ➡ Presentation of only qualified, dedicated candidates: Our methodology ensures you see only candidates who are both highly qualified and enthusiastic about the opportunity. This drastically reduces no-shows and streamlines your hiring process. ➡ Reducing risks of no-shows: By providing candidates with a clear understanding of the role and ensuring their alignment with your goals, we significantly reduce the likelihood of last-minute cancellations or no-shows. ✅ Why this matters for your business: ➡ Save time and resources: Avoid wasted interviews with uncommitted candidates. ➡ Focus on Serious Talent: Meet only those who are genuinely interested and prepared for the role. ➡ Improved hiring efficiency: Our process ensures you hire faster, with fewer delays caused by dropouts or misaligned candidates. How we help you At D & S Executive Search, we connect you with top-quality candidates who are not only the right fit for your role but are also deeply committed to the recruitment process. Our approach ensures you build a team that sticks, performs, and contributes to your long-term success. Looking to eliminate interview no-shows and streamline your hiring? Whether you’re an employer seeking reliable talent or a job seeker ready to make an impact in the e-mobility sector, contact us today to explore tailored recruitment solutions! Learn more: https://lnkd.in/giZ45x74  Email us: [email protected] Call us: 02038404705 . . . . . . . . . . #recruitmentsolutions #qualityhires #streamlinedhiring #committedcandidates #hiringstrategy #talentacquisition #efficientrecruitment #hrsolutions #topperformers #businessgrowth #recruitmentinnovation #futureofhiring #workforceplanning #betterrecruitment #talentsolutions #rightfit

WALK IN INTERVIEW It is incredibly disheartening to witness the plight of job seekers who invest their time, money, and energy into attending walk-in interviews, only to find that their resumes aren't even reviewed. This practice, where companies or HR teams set up walk-in interviews without proper resume screening, is not just inefficient but deeply unfair to the candidates. The sheer disappointment and financial burden that these job seekers face is a grave issue that demands immediate attention from the responsible authorities. Imagine the scenario: a hopeful candidate, perhaps from a distant location, spends hard-earned money on travel, maybe even accommodations, and arrives at the interview venue with high hopes. They stand in line, waiting for their chance to showcase their skills and qualifications, only to be dismissed without their resume being considered. This not only crushes their spirit but also places an unnecessary financial strain on them. There needs to be a strict regulation to address this unjust practice. If a company or its HR team calls for a walk-in interview, they must have the obligation to review all resumes submitted. Furthermore, if they choose to reject a candidate's resume on the spot, they should be required to reimburse the candidate for their travel and any other related expenses. This policy would ensure that companies take the process seriously and respect the time and resources of job seekers. It's high time for the authorities to step in and protect the interests of job seekers. Implementing such a rule would not only provide a sense of security and fairness but also enhance the overall efficiency of the recruitment process. Job seekers deserve respect and consideration, and it's the responsibility of both companies and regulatory bodies to ensure this. Let's make a collective effort to voice this concern and urge the responsible authorities to take action. Job seekers should not have to bear the brunt of poorly managed recruitment processes. It's about time we stand up for their rights and ensure that their time, effort, and money are valued and respected.

Tired of no-shows at interviews? Interview no-shows can be frustrating and costly, wasting valuable time and resources. At D & S Executive Search, we’ve developed a rigorous process to ensure every candidate we present is fully committed to your role and recruitment process. With our unique approach, you can focus on interviewing serious candidates who are aligned with your business goals. ✅ How we ensure commitment from candidates: ➡ Comprehensive early stage screening: Every candidate undergoes a thorough screening process right from the start. We assess their suitability, interest, and dedication to the role, ensuring only genuinely motivated candidates proceed to the next stages. ➡ In-depth briefing packs: Each candidate receives a detailed briefing pack outlining your role, expectations, and company culture. This ensures they fully understand the opportunity and can make an informed decision to commit to the process. ➡ Psychometric assessments: We conduct job and candidate psychometric assessments to align candidates with your role's requirements and company culture. These assessments provide insights into mindset, work ethic, and behavioural traits, ensuring better hiring decisions and a strong cultural fit. ➡ Presentation of only qualified, dedicated candidates: Our methodology ensures you see only candidates who are both highly qualified and enthusiastic about the opportunity. This drastically reduces no-shows and streamlines your hiring process. ➡ Reducing risks of no-shows: By providing candidates with a clear understanding of the role and ensuring their alignment with your goals, we significantly reduce the likelihood of last-minute cancellations or no-shows. ✅ Why this matters for your business: ➡ Save time and resources: Avoid wasted interviews with uncommitted candidates. ➡ Focus on Serious Talent: Meet only those who are genuinely interested and prepared for the role. ➡ Improved hiring efficiency: Our process ensures you hire faster, with fewer delays caused by dropouts or misaligned candidates. How we help you At D & S Executive Search, we connect you with top-quality candidates who are not only the right fit for your role but are also deeply committed to the recruitment process. Our approach ensures you build a team that sticks, performs, and contributes to your long-term success. Looking to eliminate interview no-shows and streamline your hiring? Whether you’re an employer seeking reliable talent or a job seeker ready to make an impact in the e-mobility sector, contact us today to explore tailored recruitment solutions! Learn more: https://lnkd.in/giZ45x74  Email us: [email protected] Call us: 02038404705 . . . . . . . . . . #recruitmentsolutions #qualityhires #streamlinedhiring #committedcandidates #hiringstrategy #talentacquisition #efficientrecruitment #hrsolutions #topperformers #businessgrowth #recruitmentinnovation #futureofhiring #workforceplanning #betterrecruitment #talentsolutions #rightfit

How Candidates Identify Bad Managers During Interviews

Good move from John Lewis Partnership: Demystifying job interviews with potential questions can greatly benefit young people new to the process. By providing insight into the interview process, it helps alleviate anxiety and empowers candidates to prepare effectively. This approach fosters inclusivity by leveling the playing field for individuals who may not have prior interview experience, ultimately creating a more welcoming environment for a diverse range of applicants. The overall impact of this approach on young people's interview preparation is undeniably positive, offering them a valuable opportunity to familiarise themselves with the process and build confidence in their abilities. Nice one John Lewis 👏 👏👏

Recruitment consultants are great for coaching candidates for job interviews and it’s a crying shame that you can’t pay them to sit the interview for you (or can you…) But their pep talk will skirt around the negative and focus on how to answer that elephant trap question “…and what is your biggest weakness?” I’ve previously offered my wisdom on “how to have great hair, smell real good and shake a hand properly” because they don’t teach you those interview essentials in school, just the boring geography and IT stuff What I haven’t done is touch on the subject everyone wants to forget: what is your worst interview experience, the horror stories that recruitment consultants don’t want you to hear? Maybe you drank a bit too much Dutch courage, swore at the interviewer, shook their hand a bit too enthusiastically and caused them permanent ligament damage; didn’t blink once during the entire interview because someone told you “make sure you maintain good eye contact”; or froze like a frightened rabbit, unable to articulate how you would add value to their brand; or maybe you cried and called the interviewer “mummy” Yes, we’ve all been there - attempting to hone our skills in search of the perfect job, or at least any job Me? Well my early jobs (McDonalds, Asda, door-to-door sales of alarms, and Sainsbury’s) didn’t even require interviews. Just rocked up However I flunked a summer job interview with the local council cafe. They wanted to know where I saw myself in the cafe in 3 years and me telling them “over there as a lawyer, drinking a cuppa” was apparently the wrong answer And I crashed and burned after being asked to present a 30 minute speech on “How can you increase the business of this firm” - but then again why should I give up all of my secrets? The worst experience though was when I signed up to all the local temping agencies and fancied myself in a cushy office job. They immediately put me in front of a computer and told me to take a typing test. 5 excruciating minutes later I was politely informed “maybe you’re best suited to a manual position” and they put me forward for a labouring position in a powder-coating factory What is your horror interview and what tips for interview success do you have?

😀 Following up with candidates after the first round of interviews Prompt Communication: Reach out to candidates as soon as possible after the first round of interviews to express appreciation for their time and interest in the position. Prompt communication demonstrates respect for their time and keeps them engaged. 😀 Provide Clear Timeline: Communicate the next steps in the hiring process and provide a clear timeline for when they can expect to hear back from you. This helps manage their expectations and reduces anxiety about the process. Personalized Feedback: If possible, provide personalized feedback to each candidate about their performance in the first round of interviews. Highlight areas of strength and areas for improvement to help them prepare for subsequent rounds. ⏲ Stay in Touch: Keep the lines of communication open by periodically checking in with candidates to update them on the progress of the hiring process. This could be through email, phone calls, or even social media messages. 🤝 Be Responsive: Encourage candidates to reach out if they have any questions or concerns, and be prompt in responding to their inquiries. This demonstrates that you value their interest and are committed to providing a positive candidate experience. ❔ Provide Resources: Offer resources or additional information about the company, team, or role to help candidates prepare for the next round of interviews. This can include links to relevant articles, videos, or employee testimonials. 📚 Maintain Professionalism: Maintain a professional and respectful tone in all communications with candidates, even if they are not selected to move forward in the hiring process. Leaving a positive impression, regardless of the outcome, can impact their perception of your organization and influence future interactions. 🤵