When a person approaches us looking for a job, that is the very first step of the candidate journey. At Caraires, we will ask you which direction you would like to go. We take the time and care to get to know our candidates to make sure that when you sit down for an interview, we will have already done the work to make sure the job is the correct fit for you. We take the time to find you a company and role that suits your circumstances, skills and future career endeavours.
We won’t filter your CV, we won’t go to the interview for you and we certainly won’t pressure you into a role in which you won’t be happy. What we will do is; listen carefully to facilitate your needs, take the time to find the right role for you and then we will do everything we can to guide you into a direction to help shape your future career. Like a compass.
I love my job – it is a vocation -to support people in finding a new role and therefore support them with happier lives. After all, on average we do spend 40 hours a week of our awake time working! For most of us that is more time working than playing…
However this week I am fuming, so, and this is unusual for me, I need to vent my frustration at certain interviewers.
When a candidate wants to proceed with an application, they have read thoroughly a job description, they have researched a website, they have invested their valuable time in applying and then…. The ‘dreaded’ interview.
91% of candidates are nervous and this manifests itself in a number of ways. We have talked to them about their examples they are going to use, the questions they may want to ask.
Then …the interview – and yes they will not always be successful, but then they have this wonderful opportunity to improve their interviews skills by receiving feedback.
What did they answer well – where did they score the highest?
What examples were not so strong – where could they improve?
Were they a good team fit and did they share the values of the organization?
We had a super candidate attend a Customer Service Advisor role this week. The feedback – an email – XXX has unfortunately been unsuccessful, his enthusiasm came across a little intense, which we thought may be detrimental on the overall team dynamic.
Helpful in supporting this candidate in finding a new role? NO.
Please, please to anyone who is responsible for interviewing, this is your chance to support everyone you meet they may not be successful but ‘feedback is a gift’.
Today’s post is a home truth about counter offers by Sharon Aires ⚖️
Sometimes staying with your current company is the right thing for you – but there is lots to consider before you make that decision! ????
So you have just been offered a permanent job, and are feeling extremely excited and happy with this new opportunity. You give in your notice to your current employer. You then are given the ‘Counter Offer’…
This is when your current employee offers you more money, maybe a promotion, a better work life balance, a new challenge… the list is endless. But, it is a sobering statistic that 80% of people who have accepted a counter offer will not be at their current employer in six months, and 93% will not be there in eighteen months’ time. This is because you will have subsequently realised why you were leaving in the first place and resigned again, or even worse still, been moved on by your current employer.
Being ‘bought back’ by your current employer is flattering and a good counter offer will address all the reasons why you wanted to leave in the first place, but they seldom do. Think of how you leaving will impact on your employer, they will have to replace you (which will be expensive), you may take business with you, and you leaving can have a knock-on effect to the rest of the team.
Changing jobs is always stressful and involves moving into a culture where you are unproven and often away from a comfortable environment where you have established friends and a good reputation. Securing a new job has taken time, effort and hard work from you. Don’t lose sight of why you were willing to commit that.
Today’s post comes from Coco Kirton and looks into how we match our candidates to roles in 3 different areas (this is also something job seekers can use to match themselves!)
Here at Caraires, we match our candidates to roles in 3 areas (the 3 C’s) – Competency, Company & Culture ©️
Competency – Many see competency as the be all and end all of finding a new position. Can you do the job? Do you have the right skills and experience to complete the key responsibilities day-to-day? You want to ensure you excel in your job, and although this is a very important factor, it is only a third of what you need to take into consideration in your job search!
Company – There’s often a vast difference in working for a small, family run business in comparison to a large, corporate environment. Both have their pros and cons, and candidates often have a preference of the type of company they like to work for. If you’re someone who likes a large company with corporate days out, want to work your way up and progress a great deal over time, ensure you’re not applying for small, independent businesses that can’t offer the level of progression you’re looking for. Similarly, if you like to be a big fish in a small pond, you’re best searching for a small company where you your ideas are always taken into account.
Culture – Arguably the most important of the 3 – it is rare that someone leaves a role because they can’t do the job. More often than not, it is due to how you fit in the company, and the team around you that makes the difference of whether you enjoy your job or not. Will you fit in the team? Are you someone that likes to chat and be social at work, or do you prefer a ‘heads down’ environment? What sort of management style will suit you? These things will have the largest effect on your day-to-day happiness in your job.
We often say that looking for a new job is a full-time job in itself – it takes a lot of time to find the right position for you, but it certainly is worth it in the end!
