Harrison Sands

Category: Advice

  • Know your employee rights: resignation

    Know your employee rights: resignation

    Everything you need to know when you resign

    Resigning from your job is a significant decision that involves understanding your rights and responsibilities. Whether you’re moving on to new opportunities or navigating a career change, it’s crucial to be informed about what to expect and how to handle the process professionally.

    Understanding your notice period when you resign

    When you decide to resign, your notice period, specified in your employment contract, dictates the time between submitting your resignation and your final working day. This period varies based on your position and contract terms, typically ranging from one week to several months.

    Your rights when resigning

    Here are essential rights to consider during the resignation process:

    1. Notice period: Adhere to the notice period stipulated in your contract to maintain professionalism and allow your employer time to prepare for your departure.

    2. Exit interviews: Some companies conduct exit interviews to gather feedback. Approach these interviews constructively as they can impact your reputation and future references.

    3. Final pay and benefits: Ensure you receive your final paycheck for work completed, payment for accrued vacation days, and details regarding post-employment benefits.

    What not to do when you resign

    To ensure a smooth transition and preserve your professional reputation, avoid the following:

    • Burning bridges: Leave on positive terms by respecting colleagues and management, which can benefit your future career prospects.

    • Neglecting handover: Complete pending tasks and facilitate a seamless transfer of responsibilities to your successor or team members.

    • Ignoring formalities: Follow proper resignation procedures outlined in your contract or employee handbook, including submitting your resignation in writing. 

    If you do find yourself leaving your role on bad terms, check out our blog on how best to handle that situation.

    Planning your next steps

    Post-resignation, plan your next career move thoughtfully. Whether starting a new job, pursuing education, or taking time off, maintaining a positive approach and staying organised will facilitate a successful transition.

    Final thoughts

    Resigning from a job marks a significant career milestone. By understanding and exercising your rights responsibly, you can navigate this process confidently. Remember, how you handle your resignation can impact your professional trajectory, so approach it with clarity and respect.

    For expert guidance on resigning from your job or career advice, consult HR professionals or career advisors. Making informed decisions ensures a smooth transition to your next career endeavor.

    If you’re a recruiter looking for your next role, Harrison Sands can help! Get in touch for a confidential chat.

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  • A guide to writing effective long-term vacancy ads for education recruiters

    A guide to writing effective long-term vacancy ads for education recruiters

    Are you forever posting teaching vacancies but rarely getting applications from qualified candidates? It could be down to the fact that your job adverts aren’t up to scratch.

    A well-crafted job advert is your golden ticket to attracting top teaching talent. It’s not just about listing duties anymore; it’s about painting a compelling picture that entices candidates to choose your opportunity over others. So, how do you write the perfect job advert that converts job seekers into active candidates? Here’s your step-by-step guide:

    Highlight the school’s strengths and benefits of the role

    Begin by showcasing what makes the school exceptional. Leading with the school’s stand-out points immediately elevates your job post. You could include:

    • Ofsted rating
    • Do they have an inspirational Head Teacher?
    • State-of-the-art facilities
    • School of excellence in a specific area
    • School of religious character
    • Additional classroom support available
    • Strong leadership and good support
    • Shared access to resources
    • Good reputation
    • Sensible policies and procedures
    • CPD and progression opportunities from both the school and agency

    Bring the school’s culture to life and the benefits of working through your agency

    Teachers aren’t just seeking employment; they want to be part of a vibrant, supportive community. Use this section to vividly depict the school’s culture and what benefits they will see from working through your agency. Painting this picture helps candidates envision themselves thriving in that specific role but also how they will benefit working through you.

    • What traditions or values define their school?
    • How do they celebrate staff and student successes?
    • How the school integrates long term supply staff?
    • Evidence where a school has gone the extra mile for their long term supply staff (i.e paid candidates on snow days, included supply staff in CPD programmes)
    • Include the benefits of working through you (i.e rates of pay, in depth client knowledge, managed recruitment process, continued support and guidance)

    Unveil the role’s impact

    Now delve into the role itself, but frame it in terms of the positive impact the candidate can make. Instead of just listing tasks, explain how their efforts will enrich students’ lives and shape the next generation. Describe opportunities for innovation and growth, particularly if the role could lead to a permanent position. Help them see this as more than just another contract.

    Clarify next steps

    End by clearly laying out what the application process looks like:

    • How to apply, who to contact, what to expect for next steps
    • Invite candidates to learn more by including links to the school and agency’s website
    • Make it clear and easy for candidates to take the next step and what the on-boarding process will involve

    How to ensure that your job is seen by as many candidates as possible

    Incorporating plenty of keywords will help to ensure that your job advert gets in front of the right candidate pool. Aim to have keywords mentioned 3-5 times within the advert to optimise your views.

    Here are 5 subheading examples to help you include keywords

    1. Teaching Assistant – Leeds
    2. Teaching Assistant benefits
    3. Teaching Assistant responsibilities
    4. How to apply for this Teaching Assistant role
    5. ‘Our client is looking for a Teaching Assistant…’

    Here’s why including plenty of relevant keywords in your job ads is important:

    1. Ads with relevant keywords attract 2.3 times more qualified applicants (LinkedIn)
    2. Optimised postings lead to a 30% shorter time-to-fill positions (Glassdoor)
    3. Keywords increase visibility, with up to 5 times more clicks on targeted postings (Jobvite)

    Implement inclusive language

    Inclusive job adverts are not just about compliance; they’re about creating a level playing field where everyone feels welcome. By using inclusive language and accessible formatting, you attract diverse teaching talent and reduce unconscious bias.

    By following this structure and incorporating these tips, you’ll write winning job descriptions that attract top teaching talent!

  • How to get your desk to 100 days within 12 months

    How to get your desk to 100 days within 12 months

    As an education recruiter, getting your desk to 100 days is a major milestone. It takes hard work, persistence, and the right strategies. I asked my network of education recruiters to share their secrets to success.

    Follow these 15 tips to level up your desk:

    1. Follow up relentlessly – Consistency is critical. Follow up on every lead and be personable in your communications.

    2. Use rejections as fuel – Don’t get discouraged by knockbacks. Use them to fuel your determination to succeed.

    3. Market aggressively – Get your name out there through visits, calls, social media, and other marketing. Go heavy on recruitment activities.

    4. Let your personality shine – People buy from people they like. Allow candidates and clients to experience your authentic personality.

    5. Nurture strong relationships – Invest time in developing mutually beneficial relationships with clients and candidates.

    6. Deliver on promises – Do exactly what you commit to doing. This builds credibility and loyalty with clients and candidates.

    7. Know your clients and candidates – Make it your mission to deeply understand the schools and candidates you work with. This insight is powerful.

    8. Stay balanced – Don’t get too high or low based on individual wins or losses. Keep an even keel.

    9. Build a quality candidate pool – Focus on recruiting a strong base of candidates you can tap into and market proactively to schools.

    10. Communicate transparently – Be upfront and keep schools/candidates in the loop. This builds trust.

    11. Target multi-academy trusts (MATs) – MATs can provide easy wins and a steady stream of roles to work. Get to know the various MATs and build relationships.

    12. Master the basics – Do the foundational tasks extremely well – writing good job specs, thorough screening calls, etc.

    13. Trust the process – Consistently executing best practices will pay off, even when you can’t see immediate results. Stay the course

    14. Get proper training – Having a great manager who provides thorough onboarding and ongoing coaching is invaluable. Take full advantage of any training offered.

    15. Offer non-teaching staff – In addition to teachers, market your ability to source other key school personnel like admin staff, IT, etc.

    Final thoughts…

    Ultimately, consistent effort, specialised knowledge, transparency, and personal touches will help get your billings up and over 100 days. Implement these tips from experienced recruiters and you’ll be well on your way!

  • How to navigate a job departure on bad terms

    How to navigate a job departure on bad terms

    Leaving a job on bad terms doesn’t need to impact your chances of a successful career.

    Leaving a job on bad terms can be a challenging experience, both emotionally and professionally. When it comes to updating your LinkedIn profile and CV, it’s crucial to approach the situation with tact and professionalism.

    Leaving a job on bad terms

    This article will guide you on what to do if you find yourself in such a situation, offering practical advice on handling your departure gracefully while optimising your chances of securing future employment.

    Reflect and learn from the experience

    Before updating your LinkedIn profile or CV, take the time to reflect on the circumstances surrounding your departure. Recognise any lessons learned or skills acquired during your time at the company, even if the overall experience was negative. Emphasise the positive aspects and achievements from your tenure while keeping the focus on personal growth.

    Choose your words wisely

    When it comes to your interview, LinkedIn profile, and CV, it’s essential to maintain a professional tone.

    Here’s a breakdown of what you should and shouldn’t say:

    What to say:

    • Highlight achievements: Focus on your accomplishments, projects, and initiatives that brought positive results. Showcase measurable outcomes and the value you brought to the organisation

    • Emphasise skills: Highlight the transferable skills you acquired or honed during your employment, as they are valuable to potential employers regardless of the circumstances

    • Focus on growth: Discuss how the experience contributed to your personal and professional development, highlighting any skills or lessons learned that will benefit future roles

    What not to say:

    • Leave the drama at home. Keep your reasons for leaving concise and don’t overshare. They don’t need to know your manager was a di*k or Wendy didn’t like you for no reason. Remember, your interview, LinkedIn profile and CV are all about showcasing what you can bring to the business.

    • Stay away from blame: Do not assign blame or make derogatory statements about anyone involved. Keep the focus on your growth and future potential

    Showcase your ongoing professional development.

    Demonstrate your commitment to continuous learning and growth by including any relevant certifications, courses, or workshops you have completed. This reinforces your dedication to self-improvement and shows potential employers that you are actively investing in your professional development.

    Leverage recommendations & endorsements

    Request recommendations and endorsements from former colleagues or supervisors who can speak positively about your work ethic, skills, and achievements. These endorsements add credibility and help counterbalance any concerns that may arise from your job departure.

    Network strategically

    While it’s essential to keep networking throughout your professional life, it becomes particularly crucial when you’ve left a job on bad terms. Leverage your existing connections and reach out to trusted individuals who can vouch for your skills and professionalism. Engaging in industry events, seminars, and online communities can also help you expand your network and showcase your expertise.

    Conclusion

    Leaving a job on bad terms can be a challenging situation to navigate, but with careful consideration, you can overcome the obstacles it presents. By reflecting on the experience, carefully choosing your words, and focusing on your growth and achievements, you can craft a LinkedIn profile and CV that highlights your value to potential employers. Remember to maintain a professional and positive tone, emphasising your dedication to personal development and leveraging recommendations and endorsements to reinforce your professional reputation.

    Ultimately, by approaching the situation with grace and resilience, you can move forward and find new opportunities that align with your career goals.

  • How to deal with an employment gap

    How to deal with an employment gap

    Unsure how to address an employment gap? In this article we’ll explore the best way to address it on your CV, LinkedIn profile and in an interview.

    In today’s dynamic job market, it’s not uncommon for professionals to encounter gaps in their employment history. Whether due to personal reasons, career transitions, or unforeseen circumstances, such gaps can leave individuals feeling uncertain about how to present themselves to prospective employers. However, by adopting a proactive approach and leveraging available resources, such as your CV and LinkedIn profile, you can transform a gap in your employment into an opportunity for growth and showcase your value to potential employers.

    Here are some of our top tips on the best way to approach an employment gap.

    Self-reflection and skill enhancement

    The first step when faced with an employment gap is self-reflection. Use this time to assess your career goals, interests, and strengths. Identify areas where you would like to develop new skills or enhance existing ones. Engage in professional development activities such as online courses, certifications, or workshops to keep your knowledge up-to-date and demonstrate your commitment to personal growth. This will not only bridge the gap in your CV but also demonstrate your proactive attitude and dedication to self-improvement.

    Networking and building connections

    Networking is a powerful tool for finding new opportunities and getting your foot in the door. Attend industry events, conferences, and seminars to expand your professional network. Connect with peers, industry experts, and potential employers both online and offline. LinkedIn offers a valuable platform for building connections and showcasing your expertise. Actively engage with relevant industry groups, share insightful content, and participate in discussions to establish yourself as a thought leader in your field.

    Optimise your CV

    When addressing an employment gap in your CV, honesty and transparency are key. Be upfront about the gap without going into unnecessary detail. Use a functional CV format that highlights your skills and achievements rather than focusing solely on the chronology of your work experience. Emphasise any relevant activities, such as freelance projects, volunteer work, or professional development courses, to demonstrate your continued engagement and growth during the gap. Tailor your CV to match the requirements of each job application, highlighting how your skills and experiences align with the role.

    Enhancing your LinkedIn

    LinkedIn is an invaluable platform for professional networking and job hunting. Optimise your profile to present yourself in the best possible light. Update your headline, summary, and experience sections to reflect your current career goals and achievements. Leverage the platform’s features, such as recommendations and endorsements, to showcase your skills and expertise, and don’t forget to add all your key achievements too. You can check out one of the other articles on how to build your credibility on LinkedIn HERE.

    Engage with relevant content, join industry groups, and contribute to discussions to increase your visibility and attract potential employers. Consider sharing any professional articles or projects you have worked on to further highlight your skills and knowledge.

    Interview with confidence

    When addressing an employment gap in an interview, it is important to be honest, concise, and focused. Explain the reason for the gap in a positive and professional manner, highlighting any productive activities or experiences you gained during that time.

    Express your enthusiasm and readiness to return to work, demonstrating your motivation and dedication to making a valuable contribution to the position. By preparing in advance and practicing your response, you can confidently address an employment gap and present yourself as a qualified candidate.

    Take a proactive approach

    An employment gap can be transformed into a positive opportunity by taking a proactive approach. Utilise this time to enhance your skills, engage in volunteer work or freelancing projects, and expand your professional network. Optimise your CV and LinkedIn profile to effectively communicate your value to potential employers. Remember, employers appreciate candidates who show resilience, adaptability, and a commitment to personal and professional growth. By adopting these strategies, you can confidently navigate an employment gap and position yourself for success in your job search.

  • Recruiters – Should you be using AI?

    Recruiters – Should you be using AI?

    If you haven’t been living under a rock, you’ll know that AI has taken the world by storm.

    As a Recruitment Consultant, you play a pivotal role in connecting job seekers with employers and potentially supporting someone to kick-start a successful career.

    Using AI

    AI has brought a new level of efficiency and effectiveness to the recruitment industry, empowering consultants like you to excel in their roles. This article explores the pros and cons of AI adoption among Recruitment Consultants, highlighting the dynamic synergy between human expertise and AI-driven tools.

    Katie poll

    Before we start…

    Let’s see what the general opinion is around using AI as a Recruitment Consultant…

    Last month Katie Coates ran a LinkedIn poll to find out how many recruiters we’re using AI. The results were surprising.

    Some were very pro-AI, others were curious about the benefits but interested in its current capabilities and there was also some negativity around AI dehumanising recruitment too.

    Those who are using AI said they were using it for the following purposes:

    • Identifying potential clients
    • Identifying potential candidates
    • Inspiration for LinkedIn content
    • Advert / job spec writing
    • Proving content for thought leadership papers

    With this in mind, let’s check out some of the pros and cons of implementing AI into your day-to-day role.

    The pros

    Enhanced efficiency

    AI-powered tools have significantly expedited the recruitment process for consultants. By automating repetitive tasks, you can focus your energy on building meaningful relationships with your candidates and clients, ultimately delivering faster and more targeted results.

    Imagine being able to effortlessly create a job description that is optimised for search engines and attracts top-notch candidates with just a few clicks. Instead of taking 10+ minutes to create a new job advert, you can do it in seconds. And because you’re saving so much time, you can post more job adverts – which gives you, your jobs, and your brand more online exposure.

    These tools analyse job requirements and create a tailored job description that is guaranteed to catch the eye of the most qualified candidates.

    Expanded candidate reach

    AI enables recruitment consultants to cast a wider net when sourcing candidates. AI-driven platforms scour diverse online sources, job boards, and professional networks to identify potential candidates that align with specific job requirements. This broader candidate reach increases the chances of finding the perfect fit, opening up new avenues for talent acquisition and promoting diversity and inclusion in the workforce.

    Data-driven decision making

    AI offers data-driven insights that empower recruitment consultants to make informed decisions. AI tools analyse vast amounts of data, including industry trends, candidate profiles, and performance metrics. By leveraging this information, you can gain a deeper understanding of market demands, enabling you to provide strategic advice to both candidates and clients, leading to better placements and increased job satisfaction.

    Personalised candidate experience

    While AI brings automation to the recruitment process, it also allows for a more personalised candidate experience. Chatbots and virtual assistants powered by AI can engage with candidates, answering frequently asked questions, providing updates, and offering career guidance. This 24/7 support ensures candidates feel valued and enhances the overall recruitment experience.

    The cons

    Potential bias

    AI systems are only as unbiased as the data they are trained on. If not carefully monitored and audited, AI algorithms can inadvertently perpetuate existing biases present in historical data. You must remain vigilant in ensuring fairness and diversity throughout the recruitment process, taking proactive steps to address any biases that may arise.

    Limited human connection

    While AI streamlines many aspects of the recruitment process, there is still value in human connection. As a Recruitment Consultant, you bring expertise, empathy, and intuition to the table, building trust and rapport with candidates and clients. Maintaining a balance between technology and personal interaction is crucial to foster meaningful relationships that can lead to successful placements.

    Adaptation and learning curve

    Integrating AI into daily workflows requires time and effort. You need to upskill and adapt to new technologies, which may initially present a learning curve. However, with proper training and support, you can harness the full potential of AI tools and leverage them effectively in their roles.

    So, as a Recruitment Consultant, if you’re not already using AI, should you be?

    The synergy between AI and Recruitment Consultants has resulted in a powerful duo that enhances efficiency, expands candidate reach, and facilitates data-driven decision-making. The adoption of AI tools could support you to excel in your role, providing personalised experiences for candidates while delivering results at an accelerated pace. While challenges such as potential bias and the need for human connection exist, they can be effectively navigated with ethical considerations and a balanced approach. The UK recruitment industry stands poised to benefit from the continued collaboration between AI and recruitment consultants, creating a brighter future for job seekers and employers alike.

    If you’re not already using AI tools, why not give some a try and see how they can transform your recruitment process?

    Click HERE to discover some AI tools that we think you may find useful.

  • How should you handle a bad reference?

    How should you handle a bad reference?

    Suspect an old employer may give you a poor reference? Here’s what you should do.

    When it comes to your professional career, references play a significant role in securing new opportunities. However, what should you do if you suspect that you might receive a bad reference from your last employer? It can be a challenging situation to navigate, but it’s important to remember that it’s not the end of the world. In this blog, we will discuss some practical steps you can take to handle a bad reference and improve your chances of finding new employment.

    Assess the situation.

    Before jumping to conclusions, take a step back and evaluate the situation objectively. Determine whether your assumption about a bad reference is based on concrete evidence or just speculation. Reflect on your performance and any potential issues that might have led to a negative reference. Understanding the reasons behind a possible bad reference will help you strategise better.

    Focus on self-improvement.

    Instead of dwelling on the negative, use the situation as an opportunity for personal growth and development. Identify the areas where you think you need improvement and take proactive steps to enhance your skills. This could involve taking additional courses, certifications, or volunteering in relevant projects. By showcasing a commitment to self-improvement, you can counterbalance any negative remarks from your previous employer.

    Seek alternative references.

    While it’s essential to have references from previous employers, they aren’t the only ones who can vouch for your abilities and character. Consider reaching out to other professional contacts such as former colleagues, supervisors from previous jobs, mentors, or even clients. These individuals can provide a balanced perspective on your skills and work ethic, helping to offset any potential damage caused by a bad reference.

    Assess the situation head on.

    If you have a strong suspicion that your last employer might provide a negative reference, it’s wise to address the situation proactively. Schedule a meeting with your previous employer or the person who will be giving the reference. Approach the conversation with professionalism and ask for feedback on your performance. Express a genuine desire to improve and request suggestions for how to overcome any perceived weaknesses. This open dialogue demonstrates your willingness to learn and grow.

    Showcase positive references & achievements.

    In addition to alternative references, highlight any positive feedback or achievements you received during your previous employment. This could include performance metrics, awards, commendations, or positive client testimonials. When you present a well-rounded picture of your abilities and accomplishments, potential employers are more likely to focus on the positive aspects rather than a single negative reference.

    Leverage your network.

    Networking plays a crucial role in the job search process. Reach out to individuals in your professional network who may be aware of job opportunities or have connections within companies you’re interested in. A personal referral can carry significant weight and help counterbalance a bad reference. Utilize platforms like LinkedIn to expand your network and make new connections that could lead to potential job leads.

    Be transparent with future employers.

    Honesty is always the best policy. While it can be tempting to hide a potential bad reference, it’s crucial to be transparent with prospective employers. Explain the situation concisely and focus on the steps you’ve taken to improve and grow from the experience. Demonstrating your self-awareness and ability to overcome challenges can be impressive to potential employers.

    Conclusion.

    Receiving a bad reference from your previous employer can be disheartening, but it doesn’t have to define your professional future. By taking proactive steps, focusing on self-improvement, and leveraging your network, you can mitigate the impact of a negative reference. Remember to stay positive, showcase your achievements, and be transparent with prospective employers. With determination and perseverance, you can overcome this obstacle and find new opportunities that align with your goals and aspirations.

    For further support on how you should handle a bad reference, or to discuss taking the next steps in your career, contact the Harrison Sands team today 0113 487 2161

  • How to ask for help

    How to ask for help

    Feeling overwhelmed? Too much to do and don’t know where to start?

    Recruiters are often tasked with finding the best candidates for our clients and helping them navigate the job market. But what do you do when you need help yourself?

    Asking for help can be difficult, but it’s important to remember that it’s okay to ask for support when you need it.

    Here are some tips on how to ask for help:

    📞 Reach Out to Your Network – Don’t be afraid to reach out to your professional network when you need help. This can include former colleagues, industry peers, or mentors. Be specific about what you need help with and how they can assist you.

    🤝 Collaborate with Others – Collaboration can be a great way to find solutions to complex problems. Consider reaching out to other recruiters in your company or industry and see if you can work together on a project or problem.

    🧑‍🤝‍🧑 Find a Mentor – Having a mentor can be a great way to get guidance and support when you need it. Look for someone in your industry who has more experience than you and who you admire. Reach out to them and ask if they’d be willing to be your mentor.

    💼 Use LinkedIn – LinkedIn can be a powerful tool for finding help and support. Join groups in your industry and participate in discussions. You can also reach out to industry experts and thought leaders on LinkedIn and ask for their advice or insights. Polls are always a good shout!

    🔎 Be Specific – When asking for help, be as specific as possible about what you need assistance with. This will help the person you’re asking to understand your needs and provide targeted support. For example, instead of asking for general advice on how to recruit top talent, ask for help with a specific aspect of the recruitment process, such as how to write effective job descriptions or how to conduct successful candidate interviews.

    💝 Offer Something in Return – While it’s important to ask for help when you need it, it’s also important to offer something in return. Consider how you can help the person who is assisting you, whether it’s by offering to provide feedback on their work, making an introduction to someone in your network, or offering to assist them with a project.

     

    💬 Seek Feedback – In addition to asking for help when you need it, seek feedback on your own work and performance. This can help you to identify areas where you can improve and make adjustments to your approach. Consider asking your colleagues, mentors, or other trusted professionals for feedback on your recruitment strategies and techniques.

     

    🙌 Be Proactive – Don’t wait until you’re in a crisis to ask for help. Instead, be proactive in seeking out support and guidance. Attend industry events and conferences, participate in online forums and groups, and reach out to your network regularly to stay up-to-date on the latest trends and best practices in recruitment.

     

    💯 And Don’t Forget, Be Grateful – When someone offers to help you, be sure to express your gratitude. Thank them for their time and assistance, and let them know how much you appreciate their support. This will help to build and strengthen your professional relationships.

     

    Remember, asking for help is a sign of strength, not weakness. By reaching out to your network, collaborating with others, finding a mentor, and using LinkedIn, you can get the support you need to succeed as a recruiter.

     

    #RecruitingAdvice #AskingForHelp #Networking

     

  • How to manage candidate expectations

    How to manage candidate expectations

    Managing candidate expectations is a crucial part of a recruiter’s job. It can be challenging to balance the needs and desires of both parties, but with the right approach, it’s possible to keep everyone happy. 

    Here are some tips on how to manage candidate expectations:

    👥 Set Clear Expectations – From the outset, it’s important to be clear about what both clients and candidates can expect from the recruitment process. This includes outlining the timeline, the requirements for the role, and the qualifications required. Be transparent about any potential challenges or obstacles.

    💻 Use Technology – Technology can be a powerful tool for managing expectations. Consider using chatbots or automated messaging to keep candidates and clients informed throughout the recruitment process. This can help to reduce the workload for recruiters and ensure that everyone is kept up to date.

    🤝 Build Relationships – Building strong relationships with clients and candidates is key to managing expectations. Take the time to get to know both parties and their needs, goals, and preferences. This will help you to tailor your approach and provide a more personalised service.

    🔍 Be Honest – If you don’t think a candidate is a good fit for a role, or if a client’s expectations are unrealistic, it’s important to be honest. Provide constructive feedback and offer suggestions for how they can improve their chances of success.

    📞 Follow up – Following up with both clients and candidates after the recruitment process can help to manage expectations and maintain relationships. Ask for feedback and provide feedback to them as well. This can help to build trust and ensure that both parties are satisfied with the recruitment process.

     

    By setting clear expectations, using technology, building relationships, and being honest, recruiters can effectively manage client and candidate expectations. 

    This can help to reduce stress, increase satisfaction, and ultimately lead to more successful recruitment outcomes.

     

     

     

    #RecruitingAdvice #ManagingExpectations #CandidateExperience

  • How to say no

    How to say no

    Saying “no” can be difficult, especially for recruiters who want to please their clients and candidates.

    Here are some tips for how to say “no” in a respectful and professional manner:

    📈 Overload – When turning down a project or request due to workload, it’s important to explain your reasoning and provide alternatives. 

    For example, “I’m currently working on a few high-priority projects that need my full attention. I can suggest some other colleagues who may be able to assist you or provide a revised timeline that works better with my current workload.”

    👥 Unreasonable Demands – If a client or hiring manager makes an unreasonable demand, it’s important to set boundaries and communicate what is feasible within your scope of work. 

    For example, “While I understand your request, it’s not something that falls within my expertise or the timeline we agreed upon. However, I can suggest a more realistic solution or connect you with someone who may be better suited to help.”

    🕑 Time Management – When declining a request due to time management, it’s important to be honest and suggest alternatives if possible. 

    For example, “I appreciate the opportunity, but I’m unable to take on this project right now due to my current workload. However, I can suggest a more realistic timeline or connect you with someone who may be available to assist you.”

    🧘‍♀️ Self-Care – When prioritising self-care, it’s important to communicate your needs respectfully and without guilt. 

    For example, “I have a personal commitment that I’m unable to reschedule during that time. However, I can suggest some alternative times that work better with my schedule or connect you with someone who may be available to assist you.”


    Now we’ve given you some example situations of how to say no, here are top five tips you can apply in general when saying no:

    1. Be Firm and Direct – While it’s important to be respectful, it’s also essential to be clear and concise when saying “no.” Avoid beating around the bush or using vague language, as this can lead to misunderstandings and confusion.

    2. Explain Your Reasoning – Providing a reason for saying “no” can help the other party understand your perspective and avoid any resentment or ill feelings. Be honest and transparent about why you’re unable to fulfil the request or take on the project.

    3. Offer Alternative Solutions – Instead of simply saying “no,” try to suggest alternative solutions or offer to connect the person with someone else who can help. This shows that you’re still willing to assist in some way and can help maintain a positive relationship.

    4. Consider the Long-Term Impact – Saying “yes” to every request may seem like the best approach in the short-term, but it can lead to burnout and ultimately harm your relationships with clients and colleagues. Consider the long-term impact of saying “no” and prioritise your well-being accordingly.

    5. Practice Saying “No” – Saying “no” can be uncomfortable at first, especially if you’re used to always saying “yes.” However, like any skill, it takes practice to become comfortable and confident. Start small by saying “no” to minor requests and gradually work your way up to more significant ones.

    Remember, it’s okay to say “no” when necessary. Communicating your boundaries and limitations clearly and respectfully can actually help build stronger relationships with your clients and colleagues. By prioritising your well-being and setting realistic expectations, you’ll be a happier and more effective recruiter in the long run.