Hints and Tips from Digital, Creative and Marketing Recruitment Specialist Green Shoots Recruitment Ltd
Unemployment at it's lowest for over a Decade, showing the UK jobs marketing has remained resilient despite the warning it would be hit by the Brexit vote.
UK unemployment has fallen by 7,000 to 1.6 million people according to the latest figures from the Office for National Statistics (ONS).
Wages have increased by 2.6% in the last 3 months of 2016 which was faster than the rate of inflation.
Creative and Marketing are in the Top 10 industries to show an increase in job vacancies post the Brexit decision, which is fantastic news for job hunters. Design jobs are top of the leader board, showing a staggering 43% increase in jobs since June 2016. Marketing roles are up by 25%.
The data, which analysed the average number of jobs in the UK’s key sectors in 2016, found that the top ten industries for work in 2017 are:
1. Design – up 43%
2. Leisure/Tourism – up 33%
3. Catering – up 33%
4. Legal – up 32%
5. Agriculture – up 32%
6. Automotive – up 28%
7. Social Care – up 27%
8. Manufacturing – up 26%
9. Marketing – up 25%
10. Education – up 25%
Good to see that so many industries are growing. This confidence has to be good for all businesses. The challenges are to attract the very best people to fill these roles and this is where a specialist, like Green Shoots Recruitment Ltd can help. With over 20 years recruiting for the Creative, Marketing and Digital sectors we are able to provide the highest quality candidates for your roles.
Data provided by CVLibrary
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Interviews and Body Language
“It’s not what you say, it’s how you say it!”
What you do with your body during an interview can enhance or destroy what you say!
Did you know that lots of research has been done on verbal and non-verbal communications?
And research finds that 93% equates to non-verbal communication, leaving on 7% for actual verbal communication.
7 percent of any message is conveyed through words, 38% through certain vocal elements, and 55% through nonverbal elements (facial expressions, gestures, posture, etc).
A candidate can give out thousands of non-verbal cues within the first minute of meeting an interviewer and those messages make more of an impact than the words that you use during the interview. Our body language says a lot about who we are and our emotional state and poor body language often sends a message that we are stressed or fearful.
Body Language Tips
Do’s
Have a gentle but firm handshake (no death grips or cold fish handshakes)
Control your hand movements, when you speak your gesticulation should be natural use sparingly.
When not talking, keep hands in a natural position on your lap.
Keep eye contact, as much as possible but sense the comfort level of the interviewer.
Be mindful of your posture; sit upright but in a relaxed way.
Lean forward slightly to show interest.
Smile and look pleasantly interested.
Nod occasionally when they are talking, this shows you are interested and listening.
Dress appropriately for the interview; it will give you confidence and the interviewer confidence that you can do the role. Try to get a feel for the dress code prior to interview.
Do Not's
Cross your arms
Twirl your hair
Fidget; this is can be a sign of anxiety or disinterest.
Keep your hands away from your mouth, as this can be in indication of hiding something or lying.
Don’t be a statue, or overly relaxed
Don’t Grin like the Cheshire Cat; smile and look pleasantly interested.
No hands behind your head or feet on the desk!
Introducing the five interview questions you should be asking to get the most out of your interviews!
If possible try to keep every interview the same. By giving every candidate the exact same opportunity to answer, you are giving yourself the ability to be able to compare responses with ease and accuracy.
I know these questions might seem incredibly obvious but when employers get into an interview, these vital questions often slip their mind. Whether you are thinking about the meeting you had that morning or the meeting you are preparing for later that day, sometimes, an interview structure is often low on your list of priorities. But it shouldn't be. After all, this candidate could be the potential future success of your company or team. Spend a few short minutes to write these down beforehand or just print this and take it in with you! You won't regret it once you have answers to compare and you realise that your decision has become far easier.
Five Questions
● What do you know about us as a company?
The strongest candidates will have studied your company thoroughly. This is not solely about you investing in a candidate, a candidate should be keen to invest in your company too.
● Why did you apply for this role?
You are trying to highlight the candidates with a career plan, real interest in the role or desire to work in your business. Understanding a candidates motivations, should play a key part in your decision.
● Why do you think you are suitable?
As awkward as this is to ask, it is important to know why a candidate feels they are suitable. If a candidate is not confident in their own abilities, how can you be confident that they will succeed?
● Tell me a bit about yourself?
This opens up dialog about what they’ve done in their career but also further into your interview it can be revealing; a candidates hobbies says a lot about the type of person you are talking to. By using this question, you’ll learn more about the personality of a candidate and this will help you gauge whether or not they are a culture fit for your company.
● Do you have any questions?
This helps clear up any questions but can also reveal how much a candidate has invested in this interview.
