Why Am I Not Getting the Interview?

If you are applying for jobs, getting an initial screening call but not actually being progressed to the interview stage, it is time to start considering the reasons why. If your CV has resulted in a call from the recruiter, a lack of interview is unlikely to be down to your experience. If you find that you are not progressing to interview, it may be down to other aspects. As a headhunter, I have dealt with many different candidates and have found that there are some aspects of the call which would put me off sending the CV over to my client. It is worthwhile remembering that personality is fundamental in recruitment and even if a candidate isn’t selected for a role, I would always consider them in the future if they have the right attitude.

suit up

Lack of Enthusiasm

This is probably the number one reason why I wouldn’t want to send a candidate to a client, even if they have the perfect experience and skills for the role. If a candidate comes across as disinterested and unenthusiastic during the screening process, it doesn’t say much for how they will behave in the job or how likely they will be to stay. It is important to show enthusiasm for the role and the company during the process. If you don’t feel this way about it, it probably isn’t the right job for you.

Unresponsive

If you really want to get an interview for a job, make sure you respond to emails or telephone calls quickly. I would always consider candidates who respond to me, even if they are not interested in the role. If a candidate is unresponsive or they mess about during the process, I wouldn’t consider them for roles in the future, so it is always a good idea to respond to recruiters and to be honest.

Indecisive

It is important to know what you are looking for and to be clear about this before you start the application process. For example, if the recruiter tells you the salary and then you say the salary is an issue half way through the process, you won’t have much hope of getting any further. If there are aspects of the job you are concerned with, voice your opinions at the start of the process rather than half way through.

Candidates should always remember that their attitude could affect their future options too. It is important that candidates are happy with the job, but having a poor or indecisive attitude won’t get you far within your career.

 

*Guest Post* 5 Things to Avoid as a Manager

Every new manager wants to be the most impactful, pro-active, hands on manager there is, however, there is a lot of common mistakes that they make. A lot of these mistakes happen while the manager is still in the stage where they are gaining experience and learning the ropes. Being a successful manager is about being a jack of all trades, being able to manage people, emotions and workloads. A good way to think of this process is of a marathon, you just have to keep going no matter how far you have left.

In this article I will be going over some of the more common traps that new managers fall into and how you can avoid them.

Burning Yourself Out

One of the things that new managers tend to do when they move into the role is to try to take on a whole load of tasks and start implementing too many rushed decisions. This approach is similar to diving headfirst into a hay stack with needles. It should be avoided as much as possible; if you are a new manager, you should definitely take it slow and absorb the company as much as you can. If you have to consult other people in order to make informed decisions, do so until you are comfortable enough to control matters in your own hands.

Not Being Supportive Enough

As mentioned earlier, being a successful manager involves being a jack of all trades; I said this because as a new manager, you will have to interact with a wide variety of employees. Some of these employees will require help from you, whether it be some guidance, feedback, some personal issues or technical feedback, it will then come down to how prepared you are to help your employees out.

A large part of being a manager is similar to being a mentor; people will come to you looking for answers. Making yourself available for your employees is key to integrating in the team, a lot of managers get too tied up in their office with their work and forget to socialise with colleagues and their team. Getting to know your team is one way to gain trust and their support.

Failing to Define Goals

Making sure everybody is working towards a task is very important, employees that understand what they have to do and why they are doing something are much more likely to be productive throughout the day. Although it may not be your job to create a complete “to do” list for everybody that you are working for, make sure your team understands what the overall goal is. Depending on how many people you are managing, you can then delegate the micromanagement to the relevant managers of certain departments, which takes off the workload off you but allows a more designated person to take care of it.

Lack of Confidence

Sylvia Plath once said “The worst enemy to creativity is self-doubt.”, becoming a manager will lead to self-doubt at times due to the pressure involved, every decision you make will have a positive or negative impact and that responsibility is something you must have to deal with. Being sure in your actions shows not only that you are confident in your decision making, but also it reassures your team that you are ready to handle tasks that come your way. It’s hard to get people to believe in you if you don’t believe in yourself.

Individual Needs

It is important to see the big picture in everything that you do, however, in some situations it is more beneficial to look deeper at what you can do from the bottom up. If there are issues that are rising within your team, rather than ignoring them, try to navigate to the root of the problem.

Making sure your employees are satisfied is essential to being a manager; a recent study from the University of Warwick found that happiness led to a 12% spike in productivity.

Conclusion

To conclude, many of these tips will be learnt naturally as you progress through your managerial role. If you have not been on any professional management skills courses, it would be wise to attend some as they will help you gain a deep insight. This article should have helped you prepare for some of the obstacles that may come in the way of completing your marathon.

How to Deal with Difficult Customers

As much as we would always like to deal with happy, pleasant customers who pay on time, this is often far from this case. If you run your own business, you will come up against many different hurdles and one of these is dealing with awkward customers. Your ability to deal with difficult customers will help determine how successful you are and the type of customers you attract in the future. There is no pleasing everyone in business and it can often be disheartening when you need to deal with someone who isn’t quite as amiable as you might like. Unfortunately, this is an aspect of running a business which is often not transparent before you get set up, but it affects most business owners. If you come up against customers who are giving you a difficult time, these are some effective ways to deal with them.

Be Open to Changes

Although running a business would be a lot simpler if every customer was happy with the work you provide, first time; this is often not the case. It is likely that the majority of customers will accept your first submission, but it is important to be open to making changes, if necessary. Sometimes customers aren’t clear with their requirements or there may be miscommunication, but it is important to be open to change, if this is possible within your business. Those businesses who are prepared to edit work to suit their customers, are more likely to be successful than those who take it as a personal attack.

customers

Stay Professional

There are all sorts of issues which can arise with customers; they may be refusing to pay an invoice, they could be overly demanding or maybe there is no pleasing them, no matter what you do. Whatever the issues are, it is important to stay professional, as difficult as that may seem at the time. For instance, you have probably encountered the client who doesn’t pay or return emails/calls and it can be really difficult to stay calm, especially if you know they have read your correspondence. However, instead of allowing yourself to get into an uncontrollable rant; take time to think about what you want to say and ensure you stick to the facts at all times.

Set Processes

It is important to set processes with your clients and be clear with what you can deliver, as this is often the reason why relationships break down. For example, you should make it clear what you will deliver and the expected timeframe. You should also advise them on the payment process and when you will invoice/expect payment. If possible, it is also a good idea to send your terms and conditions to clients, so that everything is set out clearly and there is no room for confusion.

Know When to Walk Away

As a business owner, the last thing you want is to turn customers away, however, this is sometimes the only option. If a customer won’t leave you alone to get on with the job, they are not clear with their needs but are asking for constant changes or they are making you feel stressed or upset, it is not worth the struggle. Many people just don’t have the social skills to be able to deal with others in an appropriate manner and if you feel like a customer is making your life unnecessarily difficult, it may be time to end the business relationship.

How to Deal with High Staff Turnover

I Quit

Some organisations manage to hold onto their staff for years, while others have a revolving door of employees. If yours is in the latter, have you ever stopped and wondered why this may be? A high turnover of staff is not just time consuming and expensive, it is also damaging for your reputation. Employee won’t just up and leave if they are happy, so if you want to retain staff, you need to be prepared to make some changes to your business.

Communication

If staff feel like communication is not open and upfront, they won’t feel valued and this could cause them to leave the company. For example, if there are going to be changes to the business, make sure you let all of your staff know, as they will sense something is not quite right. A lot of employees, understandably, become highly frustrated if their request are not dealt with in a timely manner. For instance, approving holiday requests and signing off expenses. This can cause staff to leave, so make sure you take their concerns seriously.

Culture

The culture of an organisation can prove to be an important aspect in whether or not you will be able to retain staff for a long period of time. If the culture is negative, there is a lot of office politics and generally a bad atmosphere, your staff are unlikely to want to stay. Most people just want to go to work, do their job and leave. They don’t want to get caught up in drama or feel miserable for the entire time they are there.

Salary Package

It is important to pay your staff a competitive salary and offer good benefits, otherwise they will probably get snapped up by a competitor. Many companies make the mistake of paying low rates, yet have an excessive turnover of staff. They don’t consider all the costs associated with training new members of staff and the time it takes to get them up to speed. It is much more cost effective and better practice to pay your staff competitively. If you look after your staff, they will have more loyalty to you.

Development

One of the main reasons employees leave organisations is for a better opportunity with greater options for development.  No matter how happy an employee is, if they can’t move on anywhere in the business, they will understandably be looking to leave at some point. It is important to incorporate performance reviews and training into your business, particularly if you want to retain your key talent. Businesses who take the time to develop their staff have much higher levels of retention than those who don’t.

Exit Interviews

If you are confused by high staff turnover, why not ask staff directly when they quit their job. Exit interviews are the best way to find out more about the reasons for staff leaving and it also shows that you value their opinions. In doing this, you have the information you need to make positive changes in the future.