Should Age Play a Role in the Hiring Process?

Even though there are legal protections that ensure that candidates cannot be discriminated against by things like race, gender, etc., as a hiring manager you still have expectations for who your employees are and what they’ll be to your company. When you’re hiring for an entry level position, you’re likely looking for a recent college graduate. When you’re hiring for a senior manager, you’re usually looking for someone with decades of experience.

Often those expectations play a role in the hiring process, even if you’re not doing it consciously. While in some cases they may be unfair, they also reflect a reality – you generally do want a younger person in a role that requires less experience, and an older person in a role with more authority, because younger people have more room to grow and older workers tend to command more respect.

How Much Does Age Still Matter?

But one of the main reasons in the past for caring about employee age was that companies were trying to hire individuals that would stay with a company their entire lives. They’d hire young people in entry level jobs and hope that someday they’d be CEO. They’d hire older people in higher level jobs because they want to use that experience before the individual retire, and take advantage of some of their prime years knowing that this may be the last job they have.

But the economy has changed dramatically, and the way people interact with their workplace has changed with it. Now, the average employee only keeps their job for about 3.3 years. That’s three new jobs every decade.

On the one hand, this implies that companies aren’t doing enough to keep their employees motivated to stay with the company – and that’s true. Employee satisfaction levels haven’t necessarily been a priority for companies in decades, despite playing a direct role in employee tenure. But it also means that employee age isn’t necessarily a big factor in employee success anymore:

Technology changes so quickly that experience with something 5 years prior is no longer experience. Younger, inexperienced workers may have the same abilities as seasoned workers. Hiring based on age and experience may not be as important.

The economy is such that many capable experienced workers are in need of employment, and apply to positions that used to traditionally be for younger workers. Because of the frequency of employee turnover, hiring the younger worker simply because of their age may not be necessary, as both employees would be expected to leave in the same amount of time.

Fewer and fewer jobs require any physical strength or the ability to interact with others professionally (two skills generally associated with different age groups). Now, all that really matters is production and work ethic, as most employees do their work alone on a computer.

Health maintenance has improved as well, giving experienced workers far more working years. Meanwhile, younger workers are learning faster than they ever were before, allowing them to gain a considerable amount of experience in a shorter time.

Hiring Based on Age

The reality is that hiring practices have changed significantly, and who you hire has to be based on more than their resume and age. There are so many factors that go into a great employee, and while age could still play a role, it’s role is going to be seen in things like work ethic and learning ability, and not necessarily something that’s inherent in age alone.

If you’re ready to start hiring better employees regardless of age, contact Recruit Shop today – Australia’s leading recruitment service.

4 Annoying Interview Habits You Should Ignore

Interviews are not just about the question and answer. They’re also about trying to understand the character of the applicant – who they are as a person, and whether or not they are going to be a hard worker and a great contributor at your company.

In some cases, that means that a behavior that they show that has nothing to do with their work history or the questions you’re asking could be enough to exclude them from the position. For example, let’s say an applicant punches the interviewer. Chances are they are not going to get the job, even if they answer every question perfectly.

There are also some slightly annoying interview habits that, in the past, meant that the person wasn’t right for the position. But times have changed, and now these habits may be something you’ll want to overlook.

Cell Phone Buzzing

You’re told to keep your cell phone off these days, and it’s believed that those that keep their phones on are disrespectful. But in today’s lifestyle, turning your phone off is considered the kiss of death. No one does it. They turn their phones on silent and call it a day. If you hear a bit of buzzing from their pocket, it may be worth ignoring since it’s unlikely to reflect on the applicant.

Slightly Casual Dress

Showing up in a Def Leopard shirt is still frowned upon. But the modern workplace is changing, and now far more jobs request casual attire. It’s not uncommon for people to show up in slightly more casual clothing than in the past, because not everyone owns a suit and not every workplace requires one. Indeed, there are some technology companies that are actually less likely to hire you if you show up in fancy clothing. Interview attire has changed dramatically.

Weak Handshake

The firm handshake was supposed to be a sign of confidence and power, and indicate a go-getter employee. But these days most people do not even bother to shake hands. They high five, they fist bump, and they nod hello. Handshaking isn’t the art form it once was, and so not everyone that’s going to be a great employee is going to know how to shake hands with a strong grip.

Merits and Hard Work

You need to know who is going to be a confident, hard worker in your company, and some of those mistakes do indicate someone that may not be up to par. But if everything else they do and say is going well, it’s probably not in your best interests to judge them too harshly on those mistakes. Unlike the past, there are other tools and strategies that can be used to judge applicant readiness.

If you’re interested in learning more about the processes we use at Recruit Shop to evaluate applicants, contact us today. We’re happy to supply you with information on our recruitment strategies and describe why they are effective for finding great new hires.Or, for more information on the interview process, download our free guide, Personal Interviews: How to Handle Being One-On-One by clicking here.

How to Manage Your Relationships with Traditional Recruitment Agencies

At Recruit Shop, we pride ourselves on our flat rate and affordable services. Our costs are some of the most competitive in the industry, and we’re confident in our ability to find you an outstanding new applicant at significantly less than it would cost you to find any applicant in house.

But we also know that not all recruitment companies are equal. That’s why if you are working with a traditional recruitment company, make sure you always pay attention to the following.

Additional Costs

Most companies have a lot of hidden costs for any additional service they offer. Some may charge you for the number of applicants they find – thus increasing the incentive for them to find more unqualified applicants to pad their numbers – others may charge you for where they market your job description, or who writes the job description, or whether or not you move forward with the hire and so on.

Never accept any service without first asking if it involves an increase in costs, and be clear to the recruitment agency that the rate that you’ve agreed to is all you’ll be willing to pay without express, written permission. Also, make sure that you’re getting every service they offer for the cost you’ve agreed to. On occasion, it may be worth the additional costs for the recruitment services they offer, but at the very least you need to be completely aware that you’re making that choice and learning about what those services are in full before you make that decision.

Ignore The Recruitment Company’s Applicant Pitch

Most recruitment agencies get their money once you’ve chosen an applicant. That means that they are incentivized to ensure you’re going to hire an applicant from the pool they offer for you. In some cases, they may be trying to sell you on an applicant that isn’t ideal simply because it will close their project earlier. Don’t listen to their own sales pitch. Try to have someone review applicants independently so that they aren’t influenced by the recruitment company.

Justify Applicants

While you should ignore their pitch, you should consider asking them how they found the applicant and why they believe them to be a good fit. The idea isn’t to fall for their pitches, but rather to make sure that they’re using some type of analytical tool or analysis to justify their opinion. If all they are doing is posting an advertisement online and sending you everyone that applies, they’re not necessarily finding you applicants that meet the position. However, if they are using some type of method to justify the applicant’s abilities, then you can be more confident that they’re finding you the right people.

Choosing the Right Australian Recruitment Company

It’s these factors that make it so important to choose the right recruitment company, and ask questions. Remember, your recruitment agency works for you, and it’s their job to make sure that they’re not only finding you applicants, but they’re finding you great applicants at the price that you agreed to. That’s what makes a recruitment agency great.

What to Do if You’re Feeling Interview Anxiety

While it’s not uncommon for an applicant to be nervous about an interview, interviews are not necessarily one sided conversations. Hiring manager and interviewers are often nervous too. For those that have never interviewed before, going through the process can be stressful, and in some cases may cause you to struggle in evaluating the applicant.

Being nervous during an interview is normal. But of course it is something you want to control if you can. The following are helpful strategies to reduce interview anxiety and ensure you’re able to ask the right questions evaluate the applicant thoroughly.

Tips to Reduce Interview Anxiety

1. Practice, Practice, and Practice

The hardest part about conducting an interview is that it’s awkward. It’s not something we do in our day to day life. Yes, we ask questions to other people and yes, we evaluate other people often, but we don’t do so in such a formal and important setting.

You can get used to this setting by practicing early and often – so often that you get bored with it. Find a friend or relative that owes you a favor and conduct a mock interview as many times as possible, until the interview doesn’t feel as awkward anymore.

2. Create Pre-Planned Questions

Arguably it’s best if you are able to come up with questions organically. But that’s something that comes over time. Right now, simply make sure that you have the questions you want to ask on hand (and maybe a few others in case you decide against the questions you’ve planned) and run with them. It’s okay to be a little mechanical your first few times. Eventually you’ll get used to the question and answer session and feel better about it in the future.

3. Write Answers

One of the hardest parts of the interview is actually listening. When you’re overwhelmed by your own thoughts and nervousness, it’s not uncommon to find yourself distracted and unable to focus on the topics in front of you. Reduce that problem by writing the answers down. This both forces you to listen and gives you something to refer to later when you need to remember what went on during the interview.

4. General Stress Reduction and Anxiety

Of course, general stress and anxiety reduction is also a great way to make sure that you’re successfully able to control the anxiety you feel at the interview, so make sure you’re eating healthy, sleeping well, and exercising – general life tips. The less anxiety you experience, the less nervous you’ll be at the interview.

For a more extensive guide to interviewing candidates, download our free e-guide Personal Interviews: How to Handle Being One On One by clicking here.

Basic Reference Check Questions

Questions

  • What were the beginning and ending employment dates for this individual?
  • How long have you known this individual and in what capacity?
  • What was this individual’s beginning and ending salary?
  • What positions did the individual hold? Did this individual earn promotions?
  • What were the individual’s most recent job duties?
  • Why did the individual leave your company?
  • How many days was he/she absent from or late to work in the last year? (By law, you cannot inquire into medically related absences.)
  • Is there any reason why your company would not rehire this individual?
  • Would you recommend this individual for a position at another company? Why or why not?
  • How did this individual’s performance compare to other employees with similar job duties?
  • In your opinion, what are the individual’s strengths? Weaknesses?
  • How would you describe the individual’s overall performance?
  • Is there anything of significance you’d like to add?
  • What kind of job is best suited for this individual’s abilities? Do you think this individual will perform well as a [job title]?
  • On a scale of 1-10 (with 1 as low and 10 as high), how easy was he/she to supervise?

Interpersonal Skills

  • Describe (candidate’s) interaction with management and peers. Did this individual get along well with management and peers?
  • Describe (candidate’s) work style in interacting with supervisors, subordinates, peers and people outside the organization.
  • How would you describe (candidate’s) ability to work successfully with others toward a set of shared goals? Can you provide a specific example of a time when you felt he/she specifically contributed to a successful outcome? What was this individual’s role relative to that of others?
  • Would you describe (candidate) as a team player? If so, why?
  • Give me an example where the outcome was unexpected or not what he/she hope for. How did he/she handle it?

Leadership

  • How would you describe (candidate’s) motivational style? Was this individual a motivated self-starter?
  • How would you describe the individual’s leadership, managerial or supervisory skills?
  • Did the candidate supervise other people? How many? How effectively? Can he/she create a team effort?
  • Describe his/her interaction with subordinates. Was the individual respected by subordinates?
  • Describe the individual’s ability to attract and counsel top talent.
  • Describe the individual’s ability to manage crisis, pressure or stress? Communication/Planning
  • How would you describe his/her communication skills both orally and in writing?
  • How would you describe (candidate’s) ability to actively listen and understand the needs of his/her constituent groups and deliver quality services or effective systems to meet those needs? Can you tell me about a time when you observed his/her strength in this regard?
  • Give me an example of how he/she sells ideas and projects to others.
  • Can you describe a situation where (candidate) needed to influence others in order to achieve a goal or objective? What were the circumstances? What was the outcome?
  • In the (job specialty?) area, how would you rate (candidate’s) ability to understand complex issues and prepare clear and accurate presentations, project plans and proposals to meet those issues/challenges? In your experience, can he/she make a compelling business case?

Judgment

  • How would you describe his/her decision making process? Did the individual make sound and timely decisions?
  • How well does he/she make decisions, particularly when dealing with incomplete or ambiguous information? Can you give me an example?
  • There are times in complex and culturally diverse organizations like ours when one may need to get things done without being able to rely on formal lines of power and hierarchy. Can you tell me about a time when (candidate) needed to get something done and it just didn’t seem viable to work through a formal process? How did he/she handle that? What was the outcome?

Dependability

  • Describe some of this individual’s core professional values. Did the individual demonstrate honesty and integrity?
  • How do you rate the individual’s ability to plan short-term? Long-term?

Performance

  • How would you describe the individual’s technical skills?
  • In consideration of his/her work style, can you give me an example of his/her ability to focus and complete projects and work in a timely and through manner?
  • What did you find that motivated (candidate) to do his/her best work?
  • How would you describe the quantity and quality of output generated by this candidate?
  • How does he/she respond to directions?
  • What was the greatest challenge in supervising?
  • From what I’ve told you about this position, what do you perceive as (candidate’s) greatest learning curve coming into this position?
  • Would you comment on (candidate’s):
    • Organisational skills
    • Attention to detail
    • Ability to adapt to changing priorities

For more information, download our handy e-guide Reference Checks: Benefits, Weaknesses and Questions by clicking here.

Looking for a Sales Professional?

Sales Recruitment

Sales is a competitive industry, and not everyone can be successful. When you’re looking for help with sales, you need to make sure that you’re acquiring, analysing, and interviewing the best possible applicants. Rather than spend thousands investing in sales recruitment yourself, call Recruit Shop today for $995 +GST guaranteed recruitment.

Hire All Sales Positions Through Recruit Shop

At Recruit Shop, we know that money isn’t necessarily the most problematic recruitment investment – it’s “time.” It takes weeks of dedicated effort to recruit on your own, which is time taken away from the rest of your company’s tasks.

That’s why we provide sales hiring help for any position, including – but not limited to:

  • Sales Consultants
  • Business Development Managers
  • Account Managers

We help you hire commission based sales staff – full-time staff, part-time staff and everything in between. All of our recommendations are carefully screened to make sure they not only have the resume – they have the skills that make a great salesperson, and the energy that you’re happy to put on your staff.

Why Recruit Shop?

Our record speaks for itself. With a 95% hire rate across all industries, we connect you to candidates that genuinely want to work for your company with the talents to thrive. At only $995 +GST, our prices are far less than the investment you make in time and effort when attempting to fill the position, and the results speak for themselves.

Our qualified applicants are guaranteed to make an impact right away. We also offer a guarantee with our services. You’ll have a new hire in a month or you’ll receive a second month of services for free. We have high expectations for ourselves, just as you have high expectations for your employees.

Contact Recruit Shop Today

Salespeople are outgoing, energetic, charismatic, and effective, and you shouldn’t have to try to find those rare personalities on your own. No matter which position you’re hiring for, contact Recruit Shop today. Find out why we are the number one choice for sales recruitment across Australia, and the perfect choice for those looking for sales help. At only $995 +GST to start, you have nothing to lose, and with our return client rate we’re confident that you’ll not only find your new hire – you’ll be coming back for more.

 

Looking for an Accountant?

Bookkeeping Recruitment and Accountant Hiring Help

When it comes to accounting and bookkeeping, the difference in talent between a low quality accountant and a high quality accountant is substantial. A great accountant: Read more

Looking for a Physiotherapist?

Physiotherapist Recruitment in Australia & New Zealand

Physical therapy is a crucial part of a variety of different industries. Physiotherapists can be found in nearly every type of industry that requires peak physical form, including:

  • Hospitals and doctor’s offices
  • Wellness centers
  • Sports teams

Physiotherapists are even being hired by companies that are hoping to provide more services to their staff, with physical therapy centers popping up in all sorts of technology companies and warehouses that all cause different types of injuries.

Find a Physiotherapist in Your Company

The problem is that there are countless physiotherapists available on the job market, and not all of them are talented enough to be contributors with your company. You need to find the best of the best – and that often involves a lot of legwork and trial and error.

Indeed, how do you reach out to the physical therapists that will thrive in the field? How do you attract them to your organization? How do you figure out which one is the best available talent?

For the average company – including hospitals with experience screening medical staff – this can be a very difficult task. But at Recruit Shop, we make finding physiotherapists easy, and we find you those staff members for significantly less than our competitors.

Why Recruit Shop for Physiotherapist Recruitment?

In order to successfully recruit anyone in your organization – especially physical therapists – you need to:

  • Pay for public job postings.
  • Advertise the position in industry specific areas.
  • Comb through hundreds of resumes/CVs

All of that work takes time and money, and including labor can cost you well over $5,000 or more. Other recruitment companies charge similar amounts to find you a list of applicants, and most have hidden fees that up the cost, sometimes to $10,000 or more.

At Recruit Shop, we’ve perfected the recruitment service to an art. We are able to provide you with physiotherapy recruitment for as little as $995. But it’s not just our low cost. We also guarantee our recruitment. If you don’t hire a new employee from our recommendations, we’ll give you your money back. We know that you pay for results, and that’s why we deliver only the highest quality applicants to your door.

We also allow you to keep all of our recommendations for free, allowing you to hire multiple applicants from the pool of candidates if you desire.

Contact Recruit Shop Today

We’ve been one of the leading recruitment companies in Australia for years, and we want to show you why our services are second to none. Contact us today to learn more about how Recruit Shop can find you your next great physical therapist.

 

 

 

Looking for staff in Auckland?

Auckland businesses thrive by making smart decisions. You need to have a great product or service, you need to market and attract customers, and perhaps most importantly you need to hire the right people. Only by making sure that you’re hiring great employees can you position yourself for long term success.

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Looking for staff in Perth?

Perth is home to some of the most competitive businesses in Australia. That’s why those that are looking for staff in Perth cannot afford to hire someone that isn’t qualified, or to waste money on ineffective recruitment methods.

Every dollar you have counts, and that’s why it’s important that you maximize your ROI – especially when it comes to hiring.

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