7 Best Behavioural Interview Questions for Teachers

Behavioural interview questions are, in many ways, the best way to get an honest and interesting answer from your applicant.

Traditional interview questions ask about facts. But with behavioural interview questions, you can learn more about the person’s character – their decision making skills, how they handle problems, and what it would be like for them in specific scenarios that may occur on the job. You get to learn this by asking them about specific scenarios from the past, and what behaviours they performed in those scenarios.

The Value of Behavioural Interview Questions for Teachers

These types of questions are especially useful for recruiting teachers. That’s because with teachers, perhaps more than almost any other profession, how you handle possible situations you may experience in a room with 30 some-odd kids of different personalities and backgrounds becomes incredibly important.

One of the best ways to come up with behavioural interview questions is to talk to teachers about real, unique challenges they have experienced and then turn them into some type of interview question. But for those that would like some guidance about possible interview questions to ask, consider the following:

  • Describe an effective process you have used in handling a disruptive student in class.
  • What strategies have you used to help students who are below grade level?
  • What steps did you take to improve a lesson plan that did not work?
  • What is important to you when you prepare to meet with parents of students?
  • Describe an effective way to teach the concept of teamwork in the classroom.
  • Explain your step-by-step process when writing your lesson plans.
  • Tell me about a time when you did not have enough time in class to cover the planned material. What steps did you take?

As always, this represents only a small sample of the number of behavioural interview questions you can ask for teachers at the job interview. But it’s also important that you integrate the actual challenges that people face in your specific work environment. For example, if your school is particularly diverse, asking the applicant how they will respond to some type of cultural challenge may be worthwhile.

Finding the right teaching candidates is a great first step, but it’s answers to behavioural interview questions, like those above, that will help you find the perfect candidate. For more teaching recruitment in Australia, please call Recruit Shop today.

Why it Helps to Have a Partner in Sydney Recruitment

For any business to survive, it has to have the right employees. It has to have people with talent that can help it operate, whether that’s managing projects, creating products, serving customers, and more. While the customer may be who brings in revenue, it’s the employees that help your company grow.

This is especially true in places like Sydney where competition can be fierce. Most businesses are already competing with other companies, and that means you need to be better than them to be successful. But even if you’ve created a 100% new, 100% unique product or service, you’re going to eventually have competitors that try to steal your market.

You have to have the right employees to make your business work.

Benefits of a Sydney Recruitment Company Partner

It is because employees are so important for your organisation that many businesses use recruitment companies like Recruit Shop. Our experience and our system allow us to find the best possible applicants in less time, often with less of a financial and time investment than in-house work.

Recruitment companies save you money. But it’s one thing to use a recruitment company once in a while for an open position. It is another to PARTNER with a recruitment company – using one company to handle your recruitment, and make sure that you always have amazing staff members any time you need them.

It helps to have this type of recruitment company partner. When you choose to work with a recruitment company for all of your most important tasks, you’ll be able to see a variety of benefits, including:

  • Faster Recruitment – As your recruitment partner, we’re there to handle your recruitment the moment you need us. Once you know a position will open, you simply send us a message and we’ll get immediately to work. This means there is no downtime, organising, or trying to figure out how to find a replacement. It’s also our full-time jobs, so we’ll be working on finding you new staff immediately.
  • Lower Costs/Higher Savings – Recruitment can be expensive. Not many companies can afford to hire a full time recruiter, which also means that you’re paying someone who has other tasks to do to put those tasks on hold to find new employees. That means slower time to project completion and lost revenue. Similarly, you don’t have to pay us unless a job opens, whereas an in-house recruiter is paid regularly even if nothing is needed/available. As your partner, we make sure that everything is handled instantly.
  • Someone that Knows You – The point of a Sydney recruitment company partner is to have someone that also knows you. In a way, our team is like your own staff. Over time, we learn the culture of the company, what types of people you like to hire, what kind of expertise you need, and more.

Compare these benefits to some of the weaknesses of using a recruitment company infrequently, or switching between companies. When you don’t have a recruitment partner, it takes longer to find help, you are more likely to have to hire people on staff to help with recruitment in some way, and the company may not know your culture and your vision.

Find Your Sydney Recruitment Company Partner

It’s not just about hiring. It’s about finding you the best possible staff, saving you money, matching you to the right people, and making sure you are more successful in the short and long term. For more information about becoming a partner of Recruit Shop, and letting us help you find all the staff you need for your hiring efforts, please contact us today.

7 Best Behavioural Interview Questions for Graphic Designers

There is so much involved in finding the right person to bring on your team. You have to find someone that fits into your culture. You have to find someone that will get along well with the rest of the staff. You have to try to find someone that not only looks good on paper – but also someone that is skilled enough to handle any problems that may come their way.

Take, for example, a graphic designer. You may find a graphic designer that is highly capable of creating amazing pieces. But you’ve never seen them when they’re working. Are they creative, or just technically skilled? Can they complete the work while under pressure or on a deadline? Can they do more than just the artistry of graphic design?

Questions to Ask at the Interview

The job interview is your chance to find out the answers to these questions. But you have to make sure you ask the right questions. “How are you with deadlines?” doesn’t really encourage a detailed, useful answer. Instead, you’ll want to ask specific behavioural interview questions that give you a chance to see how they’ve reacted, or how they would react, in a variety of real life situations. For example:

  • Explain, step-by-step, your workflow when working on a tight deadline.
  • Describe how you’ve worked with clients who do not know exactly what they want in a design. How did you get started on the project and what steps did you take to assure that the outcome was successful?
  • Tell me about a time when you had to change a design that was close to being finished.
  • Describe how you would train someone new on creating a business logo for an engineering company.
  • Give an example of a time you had to collaborate a design with a team member who had a different vision.
  • Describe your most favourite design, to date, that you are most proud of creating.
  • Tell me about a time when you’ve had to focus on a specific project, but had many distractions around you. What steps did you take to ensure your project was completed with maximum attention?

These are only examples of some of the questions that you can ask at the interview. But the idea is to make sure you’re specifically asking behavioural interview questions that address real life scenarios that people may experience, or at least scenarios that tell you something about how the person acts and reacts in various situations.

If behavioural interview questions are not already part of your job interview process, consider adding them. The value they provide can be substantial.

Apps That Help You Recruit

Technology has been changing recruitment. Now, more and more companies are utilising a variety of different tools – from applicant tracking systems to social media – to help find better candidates, manage those candidates, advertise jobs, and so much more.

Over the past few years, several companies have also taken a stab at creating smartphone apps specifically designed to help companies recruiters and HR staff manage various parts of the recruitment process.

Right now, there are not a lot of great tools out there to help recruiters. But things are changing quickly, as more and more developers seek out possible apps and programs to make recruitment more efficient and effective.

Recruitment Apps to Try

If you’re interested in trying out some recruitment apps to help improve your hiring process, consider looking into the following:

  • Instajob – InstaJob is designed to turn pictures that you take with your smartphones into jobs that you can easily share across your social media platforms.
  • Talent Xray – Talent Xray is a quick sourcing tool that recruiters can use to search through large job websites, like LinkedIn.
  • LinkedIn – LinkedIn has several different mobile apps that can help in your recruitment, including an app specifically titled “LinkedIn Recruiter” (although that app has not been as well received).
  • BullHorn – Bullhorn is a CRM and Applicant Tracking System (ATS) tool, and the Bullhorn app is a recruitment tool that fits in with those different software options.
  • Rocket Recruiting – Designed for MLM Prospecting, Rocket Recruiting is an app that gets prospects interest in you, not vice versa.
  • Hirevue – Hivevue is a tool used for video job interviews. It also has tools that help with screening, evaluation, and more.

Finding the Apps that Get You The Best Talent

There are many apps out there for recruitment. These are some of the most popular, but what matters more is what you think you can add to your business. Think about your current processes, and look into what you type of tools may integrate with those processes in a way that improves efficiency, reduces costs, and more.  Those are the tools that are going to provide you with the best value and help you see real progress in your recruitment.

Benefits of Focusing on Recruitment Branding

Why should someone want to work for you?

That’s a question that every business needs to be able to answer. If you think about the biggest brands in the world – Google, LinkedIn, KPMG – these companies and more are considered some of the best employers in the entire world, attracting some of the greatest talent.

And it’s not just because they make billions of dollars.

Why These Businesses Can Hire The Best People

The reason these businesses find the best talent – and, in all likelihood, the reason they are so successful – is because many of them have gone out of their way to brand themselves as a great employer. LinkedIn has a free cafeteria with paid chefs. Google offers “sleep pods” to help get employer approved power naps. KPMG sends summer gifts to each of its staff.

In addition, these jobs offer training, job growth, mentoring, and so much more.

From the creative to the financial, each of these companies (and many of the top employers in Australia) take time to find perks that attract great employees.

But it’s not just the perks. These companies also take the time to BRAND themselves as a great employer. There are many great companies out there that provide amazing perks. But not every company takes the time to make sure that:

  1. They are coming up with unique, marketable perks.
  2. They are taking the time to brand those perks to possible employees.

This is a mistake. Branding your company as a great place to work and marketing yourself for your quality as an employer has many benefits, including:

  • They Cause Talent to Seek You Out – It’s much easier to find top talent when they’re the ones coming to you. If you’ve successfully branded yourself as a great place to work, they’ll do just that: come to you to see if there any jobs open, because they want to be a part of that team.
  • They Attract Employed Passive Job Seekers – It’s not just that people will seek you out. It’s that even those that are employed, like their job, and generally aren’t looking for new work may still come to see if you have any jobs open because they know that you may still be better.
  • They Positively Brand Your Business – Companies that are branded as great places to work tend to also naturally create a positive impression in customers as well. They’re seen as a “good company,” which could help you earn more revenue.
  • They Improve Employee Loyalty – Once an employee is hired, those perks matter. They know that they decided to get a job with one of the most well regarded companies available. They’re going to be less likely to leave for a company that doesn’t have the same brand.
  • They Help With Interviews – When someone already knows why you’re a great place to work, your interviews go better as well. You have to spend less time proving that you’re a great place to work, and more time trying to figure out if they’re the right employee for you.
  • They Excite Possible Applicants – Throughout all this, it’s important to remember that your recruitment process doesn’t necessarily have to change for it to pay dividends. Job seekers that know your brand are going to be excited about the possibility of working for you, and that can help you improve who applies and who you hire.

These are only some of the many benefits of recruitment branding, and it’s something that you should strongly consider integrating into your current marketing and/or recruitment processes. The more people have heard about you being a great place to work, the more likely they are to apply to be a part of your team.

5 Free Websites That Offer Employee Training

Employee satisfaction, production, and loyalty are complex topics. What works for one company may not work for another, but all of them are a priority to a successful business.

One strategy that has proven benefits is a commitment to the individual’s professional growth. Employees want to feel like working for you can help them make more money and take on more responsibilities in the future. Offering opportunities to promote that growth and advancement is often a great way to help the employee feel valued, and possibly give them more knowledge to help your company.

Affordable and Free Training for Your Employees

Offering sponsored training programs to your employees can be a great way to encourage your employee’s professional growth.

Giving them money they can use to enrol in classes after work, or finding them training programs that may help their professional career is something that not only improves satisfaction, production, and loyalty, but may also help you spot those that deserve to move up in your company by seeing which employees take advantage of those types of programs.

But training programs may not be available everywhere, and not every company can afford to pay the tuition fees for their employees. So you may want to look into free training programs, and simply make them available on company time. The following websites offer free courses and classes that you can offer your employees to improve their knowledge and abilities:

All of these are free, relevant to a variety of industries, and great for continuing your employee’s education. If you give your employee the encouragement to study them while at work, or to do so in a way that isn’t just “on their free time” (such as with a financial incentive), you can help assist their growth and improve satisfaction in the process.

Find the Best Ways to Make Employees Happy

From college tuition to mentorship to workshops, there are many different ways to help your employees grow professionally. Find the ways that make the most sense for your company and your industry, and you’ll help create the next

What Can Your Company Do Differently?

There tends to be a specific order to recruitment. First, a job opens up, either because someone is leaving the company or there is a specific need that a new employee can address.

Then, there is some advertising. Some companies advertise on job boards, others advertise on their website, others advertise on LinkedIn, but no matter what you do, chances are you’re posting the job somewhere.

Then you collect applicants, followed by some review, an interview, and then the hire.

Every company goes through some variation of this process, and while some parts may change (for example, you may invite someone you met at a conference to a job interview rather than advertise), the basics are the same.

So for the company that has struggled to find employees that are truly difference members, you may be wondering: If everyone uses roughly the same recruitment process, how can you find better employees than your competitors?

How to Hire Better People

If your company recruits the same way as every other company, it’s unlikely that you’re going to find better people. That means that it’s up to you to see where you can improve and what you can change to make your recruitment process better. Luckily, there are many different opportunities out there, including:

  • Self-Selection – Add a requirement to your applications (extra work that helps you learn more about the applicant) to weed out those unwilling to put in extra work.
  • Employer Branding – If you brand yourself as a great employer, you’ll be more likely to attract better talent, including passive talent.
  • Measure Objectively – Find ways to measure how valuable specific questions are, specific strategies are, and more so that you can cut anything that isn’t helping you hire.
  • Use Dedicated Recruiters – It is a lot harder to manage recruitment when it is performed by those with other roles. Use in-house recruiters or recruitment companies with that expertise.
  • Plan Your Interviews – Much like measuring, you should know in advance what you’re looking for. It’s hard to find the ideal employee if you don’t know how to find them. Having a plan helps.
  • Train – Sometimes the problem isn’t who you hire. It’s what happens after. Have a strong onboarding/training program that ensures you get the most from each employee.
  • Write Better Job Ads – There are better ways to write job ads (and where you advertise them). Write in a way that appeals to the people you want, where they are.
  • Be Proactive – When you can’t find the applicants you want, go out there and try to find them on your own. Be active. Find ways to get noticed by the people you want to notice you.

There are always opportunities to improve your recruitment process, even if it seems like yours is the same as everyone else’s. Every opportunity to improve means that you’ll be more likely to find quality employees in the future.

5 Great Websites for Determining Average Salary for the Job/Industry

Part of the salary negotiation process involves arming yourself with knowledge. You, as the employer, want to make an offer that is fair to the skill level of the employee, but you also want to make sure that you’re spending as little as possible.

If you give a number, and the applicant comes back with another number, you need to know how fair that second number is before you counter, because if this is the employee you want, then you want to make sure you offer them a number that won’t cause them to walk away (now or in the future), but also isn’t more than you should be paying for someone of their calibre.

Learn the Salary Sweet Spot

Great applicants arm themselves with knowledge to address the salary negotiation process. They are going to do their research before they talk to you about salary. You should too because you need to know if you’re going to be able to offer them the right amount, when you may need to sell them on your other perks/benefits, and when you should walk away.

For that, you’ll want to look at salary websites – websites that give average salaries for the industry. While these should not be seen as gospel, and may not take into account all of the other reasons to work for your company or other factors that go into salary, they do provide you with a great starting point for your negotiations:

You may also want to do searches that are specifically related to competitors. Find out what your competitors are paying, so that you know how much you need to offer to keep this employee in your company, rather than lose them to the other.

Salary Isn’t Everything

Salary is only one part of negotiation. You can also negotiate vacation days, sick days, family care. You can also use your perks and benefits as a way to offset any salary issues. The websites above are also only estimates. You’ll still want to value the employee yourself by gauging how much they bring in and determining how much you can pay to get a strong ROI.

But arming yourself with knowledge before you negotiate is important, and the above websites will give you some assistance in the negotiation process.

Sample Email for Applicant Follow Up

As part of your recruitment process, you will want to consider following up with everyone that applies to your organisation. You never know who may be your next great contributor, or who may know someone that will be. It’s important to make sure that you follow up with each person that applied quickly, even if it’s simply a kind rejection letter.

Below, you’ll find an example of the type of email that you can write to follow up with a candidate when they are no longer in the running for the position:

Dear {{Name}},

Thank you again for sending in your application for the {{Job}} with {{Company}}. We know you have a choice in employers, and we’re so thankful that you were willing to take the time to {send in your application/attend the interview].

One of the challenges we have as employers is that we can only hire one person, even when we receive hundreds of great applicants. At this time, we have decided to move forward with other candidates. But we don’t want you to feel as though doing so reflects in any way on you or your abilities.

We encourage you to keep an eye out on our website for other positions that may meet your needs. We’ve also added you to our database, and will give you a call if we feel a job has opened that matches your abilities. If you would like to send an updated resume in the future, please feel free and email us back at any time at this email address and we’ll update it in our database.

We really do appreciate your interest, and we hope that a match opens up in the future.

Thank you again,

{{Name of HR Staff}}

There are also many ways to edit this type of email to support your recruitment process. For example, if you currently have a job newsletter that you’d like them to sign up for, you can link to it in the email. If you are planning to offer feedback to anyone that asks for it, you can mention that as well. If you have other jobs you think they’d already be a good fit for, you can mention them in the email.

No matter what type of follow up you decide to have, it’s important to consider following up with everyone that applies in some way, and to do so quick enough that they are not waiting for weeks without hearing back. This small amount of extra effort can help to take your recruitment to the next level.

Benefits and Weaknesses of Providing Applicant Feedback

You can only hire one person. You go through the recruitment process attracting hundreds of possible applicants. You call 50 or so for a phone interview. You call back anywhere from 2 to 10 for the job interview. You call a few more for the second interview, and then select 1 from the remaining talent pool.

In the end, hundreds of people end up getting rejected. Yet each and every one of those people could potentially be a contributor in the future for a different role (or at least may know someone that is). You don’t want those people to feel upset or disappointed that they didn’t get the job offer, nor do you want them telling others that you mistreated them in some way.

Applicant Follow Up

Companies hoping for positive employer branding should consider following up with at least every applicant that was interviewed, if not every person that applied. It shows each person that they matter, and it prevents them from waiting around for you to make a decision and possibly feeling discouraged in the process.

If you’re not already following up with your applicants, you could be creating some negativity about you as an employer, in a way that could affect your hiring in the future.

Following up is important. But how you follow up can vary. Some companies choose to provide each applicant with feedback about why they didn’t get the job. This strategy can have some advantages. But it also may have disadvantages. In the end, you’ll need to consider both the benefits and the risks before you decide whether giving feedback is right for you.

Benefits of Applicant Feedback

  • Giving Closure – One of the greatest benefits of this type of feedback is that it provides the individual with closure that many applicants crave. This is especially true of those that have gone through the interview process. Not getting the job, but not knowing why, can make it difficult to move on and feel comfortable about what happened. Feedback gives them information that makes it easy to understand.
  • Opens the Door for the Future – Once someone has received feedback, they can then take that information and decide what to do with it in the future. Some will move on to other jobs. But others, especially those that really want to work for your company, will take the feedback to heart and use it to get into your company in the future.
  • Shows Personalisation – Most forms of follow up are deeply impersonal. The willingness and ability to give the applicants useful feedback can be seen as you caring about their satisfaction, and showing them that they really were in consideration.

Weaknesses of Applicant Feedback

  • Unsolicited Could Be Offensive – The greatest risk to providing feedback is accidentally offending someone that did not want it. Providing appropriate feedback can be tricky, and it would be problematic if you accidentally offended someone that would have been happier simply not getting the job.
  • May Not Be Realistically Actionable – When you give someone feedback, you’re telling them what they need to improve. But the things they may need to improve either may not be possible, or may still not be enough to get them the job in the future. It is also problematic if you tell them what to change, and then after they change it you still do not want to hire them.
  • Could Be Received Multiple Times – Feedback is likely welcomed when the person has only applied once. But if they apply to work at your company more than once, then suddenly that feedback can be seen as multiple rejections. It can be disheartening for applicants to receive multiple reasons why they have been turned down for the job over and over again.
  • It’s Time Consuming – Giving real feedback can take time, especially if you have to edit the feedback and review it to ensure that it won’t hurt or offend the person receiving it. Not every company has that amount of time available to give each person detailed feedback.

How to Provide Feedback

Given these benefits and weaknesses, it’s difficult to know whether providing feedback is the best option. You may want to consider letting them know you’re willing to provide feedback without supplying it unsolicited, or you may want to limit the feedback to those that you may want at your company in the future.

Whatever you decide, it’s clear that giving applicants feedback can be beneficial. But you simply need to take the risks into consideration in the process.