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Situations where an individual interviewed well but did not match expectations when they joined the team are perhaps more common than they should be. While this can be caused by the quality of the on-boarding process, it may in fact result from a poor interview and selection process.
Do you plan in detail what information you need to gather from a candidate when they come in for a job interview? And more importantly, does what you gather paint a thorough picture of the candidate’s competencies and behaviour to determine what they can bring to your workplace?
According to Pam Dew, CEO of the Bayside Group, “The value of an answer is critically dependant on the quality of the question asked.” It is very important for you as an interviewer to ask the right questions so that you are not led by your gut instinct, but rather make an informed decision based on facts.
When a company advertises a job, they are effectively saying “we need work produced and do not have the current staffing numbers or skills to perform the functions required”. It is then vital to find the right candidate to fill the job and as the reporting manager that task is left to you. “Prior to conducting an interview it is important you have a plan that identifies what questions you will ask. A good interviewer defines critical job requirements, organises selection elements and applies effective interview skills and techniques to enable exploration and identification of the skills required to perform the role at the required standard,” says Dew.
An interviewer needs to glean from the answers given an understanding of the candidate’s ability to fulfil the competencies required in the position, with relevant examples to back these up. “Past behaviour is a good indicator of future behaviour and developing strong interviewing techniques greatly assist in identifying the right person for the role. However it is imperative that you perform reference checks reinforcing a candidate’s account,” says Dew
Successful interviews are all about preparation
Many candidates base their answers on what they believe you want to hear, however the central purpose of an interview is to drill down into specifics. Understanding the candidate’s primary skills and experience will help determine if they fit the role. It is also essential to explain to the candidate what is required to succeed in the role to eliminate misunderstandings before they are in a position to accept the position.
Unlike their decision making process at work, it is surprising how many managers rely on their intuition without fully investigating the facts when recruiting for more senior roles. Executives are traditionally busy people and often conduct an interview without preparation, reading the candidate’s full resume during the interview. Inadequate preparation can expose you to the risk of hiring someone not fit for the role. Involving other interviewers may help to ensure that the decision is not based entirely on instinct, personal impressions and/or favouritism. Having an interview plan structured on competency and behavioural based questions is the best guarantee of due process.
It is important to shape interview questions that match your organisation. For example, Google have created much debate by using brain teasers in their interviews in order to see the reaction of the candidate under pressure. Imagine being asked:
- How many times a day does a clock’s hands overlap?
- Explain a database in three sentences to your eight-year-old nephew.
While Google’s approach may not work for most companies, it is effective for their innovation focused organisation and demonstrates the importance of being strategic and prepared in your approach. Without drilling down and asking questions that are relevant to the role you are recruiting for, finding the right person becomes more a gamble than an informed decision. As it can be costly to make the wrong recruitment decision, why would you take the risk?
If you would like a refresher in interview techniques or believe one of your colleagues would benefit, we are currently seeking expressions of interest to conduct best practice application management and interview training sessions in our offices. Our training sessions will be run by our CEO Pam Dew who has over twenty years’ experience as a recruiter, trainer and manager within the recruitment industry.
To express your interest in attending a best practice interview refresher session or send along one of your employees, simply click here and provide your name, company and contact details.
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Congratulations to Robert and Sean Blanche for winning RCSA Awards, announced at the Gala Dinner last week in Melbourne.
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Approximately 380 people from the recruitment industry across Australia and NZ came together at the Regent Theatre to celebrate significant contributions to the industry. “When two members of our organisation are recognised by the industry at large, it is a moment of great pride and celebration” said Pam Dew CEO of Bayside Group.
Awards won:
- Outstanding Contribution Award Winner: Robert Blanche
- Young Recruitment Professional of the Year: Sean Blanche
The Outstanding Contribution Award is presented to an individual who has made a significant contribution to the growth and success of the recruitment industry, demonstrating a capacity to inspire and a willingness to foster industry development. It recognises contribution to the industry as a whole, at a local, national and/or international level and acknowledges achievements and commitment to the recruitment industry.
Robert is one of two Owner/Directors of the Bayside Group and became a member of the RCSA in 1986. He has held a number of positions on the Board, over a ten year period, and was President of the Victorian/Tasmania chapter for four years. Having remained a Council member since 2000, Robert currently chairs the Victorian OH&S sub-committee and is a Life member of the RCSA.
The proactive work Robert has driven on behalf of the RCSA through his strong leadership, solid industry networks and his extensive involvement across various committees has been instrumental in evoking positive change across the recruitment industry. With a strong ability to foster constructive collaboration, the changes and reforms initiated by Robert have resulted in substantial growth for the RCSA, and have been pivotal to raising the standards and reputation of the recruitment industry at large.
The Young Recruitment Professional Award was launched in 2011, and this accolade is part of RCSA’s commitment to encourage and celebrate the contribution of young professionals (up to the age of 35) for excellence in recruitment. It is an integral component of the RCSA PEARL (Professional Emerging and Aspiring Recruitment Leaders) Program, presented to an emerging young recruitment leader or professional whose leadership excellence and professionalism inspires and develops the potential of others in the industry.
Sean is the General Manager of Bayside Personnel and an Executive Director of the Bayside Group of Companies. He joined Bayside Group in 2006, after four years as a mechanical engineer. Within three months of joining the company, he entrusted with the task of building his own department, and 18 months later moved to Queensland to run the Brisbane office followed by a further move in July 2010 to Sydney. His leadership and mentoring abilities, combined with his commitment to providing quality services to both clients and candidates nationally have been instrumental in his success. Sean has since completed an MBA and a Directors Course (GAICD) and continues to represent the recruitment industry nationally, speaking at industry and university forums. In 2011, Sean was invited to feature in the new book 'Different Thinking' as one of Australia's 20 inspirational recruitment leaders. http://www.differentthinking.co/.
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Slips, trips and falls can happen in any workplace. They can occur at the entry of a building, in the kitchen, in a cold room, loading docks and even as you are walking in or outside the building. These result in sprains and strains as well as cuts, bruises, fractures and dislocations.
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Slips occur when a person’s foot losses traction with the floor. The most common causes of slips are slippery floor surfaces, wet or greasy and inappropriate footwear.
Trips occur when a person’s foot hits a low obstacle in the person’s path, causing a loss of balance. Often, the obstacle is not easily visible or noticed.
Falls result from slips and trips, but can also occur from low heights such as steps and curbs.
There are many ways that we can improve, monitor and maintain the workplace to eliminate or at least greatly reduce the hazards faced by employee and everyone. Everyone in the workplace needs to be aware of potential hazards and understand their role in reducing the problem.
Many slips, trips and falls can be easily prevented by:
- Organising your work area and equipment
- Keeping your work area clean and clear of rubbish
- Cleaning up spills as soon as they happen
- Storing things away, clearing the floors and access – ways leaving no obstructions
- Regularly disposing of rubbish in the bins provided
- Identifying potential hazards and notifying your supervisor
Don’t forget: A little slip at work can have a big impact in your life so take care and be aware of your surroundings.
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We are proud to announce Robert Blanche and Sean Blanche as finalists in this years Recruitment and Consulting Services Association awards in the following categories; Outstanding Contribution and Young Recruitment Professional respectively.
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The Outstanding Contribution Award is presented to an individual who has made a significant contribution to the growth and success of the recruitment industry, demonstrated a capacity to inspire and a willingness to foster industry development. It recognises contribution to the industry as a whole, at a local, national and/or international level and recognises achievements and commitment to the recruitment industry.
Robert became a member of the RCSA in 1986. He has since held a number of positions on the Board, over a ten year period, and was President of the Victorian/Tasmania chapter for four years. He has remained a Council member since 2000 and currently chairs the Victorian OH&S sub-committee and is a Life member of the RCSA.
Sean is a finalist for the Young Recruitment Professional Award this year. Launched in 2011, this accolade is part of RCSA’s commitment to encourage and celebrate the contribution of young professionals to excellence in recruitment and is an integral component of the RCSA PEARL (Professional Emerging and Aspiring Recruitment Leaders) Program. It is presented to an emerging young recruitment leader or professional whose leadership excellence and professionalism inspires and develops the potential of others in the industry. Sean is the General Manager of Bayside Personnel and an Executive Director of the Bayside Group of Companies.
Sean joined Bayside Group in 2006, has worked in several capital cities across Australia, and completed an MBA and a Directors Course (GAICD). He continues to represent the recruitment industry nationally, speaking at Engineers Australia forums, Institutes, Government Department and various Universities. In 2011, Sean was invited to feature in the new book 'Different Thinking' as one of Australia's 20 inspirational leaders. http://www.differentthinking.co/. |
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Despite advances in lifting equipment, people naturally use physical force to move things around the home and in work environments. They continue to lift, move, stack and pack various items and in many cases do so in dangerous ways, whether by technique, location or by simply exceeding their physical capabilities.
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Objects that are heavy or used regularly should be stored between shoulder and knee height so as to avoid awkward positions or twisting movements while lifting or reaching. When less precaution is taken, bodily harm can be caused resulting in a sprain or strain and in some cases serious back injury. Therefore it is important to understand and have some knowledge of the best way to lift a load.
Below are some steps you can take when lifting an object to avoid self-injury:
PREPARING TO LIFT:
- Warm up and stretch prior to starting
- Clear the path of any potential hazards
- Check the load for sharp objects
- Size up the load – if it’s too heavy or awkward seek help
PERFORMING THE LIFT:
- Place your feet shoulder width apart
- Obtain a proper hold – a diagonal grip is often strongest
- Bend your knees and keep your back straight when lifting
- Don’t twist your body while handling the load
Always think before you lift. Back injuries can be debilitating, so take care when lifting.
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