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How Does a Candidate Interpret Your Office Décor? (And Why It Matters)

A vacancy in your organisation has recently opened up, you’ve had the first round of screenings, and you’re excited about the potential of a couple of the candidates.  

You know what you’re looking for in your new employee, what skills and personality traits you desire – you are hoping that one of the candidates is going to be the perfect match and will willingly accept your offer. 

Umm, maybe not. 

Many employers consider that the recruiting process is a one-way street, but sadly this is not the case. 

There are a variety of reasons that a candidate decides against going in your ‘direction’. In the current skills-short market, candidates hold the power, and the most trivial of reasons can help them make up their mind. 

Your office décor can be a significant factor in the candidate deciding that this is going to be their next workplace – and they usually decide in the first few moments. 

What does your office space say about your company? The way the office space is laid out, the artwork on display, and even the colour of the walls can turn a candidate off In this article, I want to share with you the secrets of what your office décor is relaying to candidates and how to turn it around if it’s sending out the wrong message. 

 

Housekeeping 

 

 

First and foremost, your office should be in a respectably tidy condition, not just when you are expecting candidates, but all of the time. 

It is not a fallacy that people live by the mantra ‘tidy space, tidy mind’. Tidying guru Marie Kondo states in her book, ‘The Life-Changing Magic of Tidying Up’ that when you live and work in a tidy space, your life starts to change for the better.   

There is nothing more off-putting to a great candidate than walking into an office for the interview they have been excited about to find that their prospective new workmates have not made the effort to make the place presentable – if they lack the drive to keep the shared space tidy; what does this say about their work ethic? 

 

The Manager’s Office  

After encountering the communal area, the candidate next gets to experience where the interview usually takes place – the manager’s office. Whether this is your personal office, or is being used by the hiring manager for the purposes of the interview; this is where the candidate will spend most of their time, and is the room that will impact upon them the most. 

 

How is your office set out?  

 

 

Is the desk at the very far end the room, a long walk from the door and with one small solitary chair in front of it? You should hopefully be able to see in the way that I have described this that set-up can be intimidating for candidates, or indeed anyone who enters your office. If your wish is to be intimidating and assert your dominance, then this set-up is fine, but if the kind of candidate you want to attract is dynamic, forward-thinking and with whom you want to share a mutual respect, this will be an instant turn-off; it creates a distinct feeling of a ‘them and us’ relationship between management and employees.  

Arrange the chairs and, where applicable, the furniture in your office to create a more open interview space. Use chairs that are the same height and use a smaller, round table for interviews if possible. 

 

All About You? 

It’s fine to have personal touches in your office space, but how much is too much? I had a candidate tell me that the manager was highlighting the importance of teamwork and collaboration in his company, while his room was full of pictures of his family and items celebrating his own achievements – what kind of message do you think this sends out? 

An office that looks like a shrine to the manager can highlight to candidates that if they were to become an employee, they would have to fight for their place to be noticed and respected in this organisation. 

 

Candidate-Attracting Décor  

 

 

So, now I’ve discussed the things to avoid in your office set-up and decoration, what are the most dynamic, forward-thinking and valuable candidates looking for from their first impressions of your workplace? 

  • A light and bright office space – somewhere that feels like the needs of the employees have been considered. Yes to white and light colours, no too dark or brightly coloured overbearing walls – these can create a feeling of claustrophobia and can even lead to headaches and visual disturbances. 
  • No clutter – an untidy office space gives the impression that the people who work there lack diligence and a good work ethic. 
  • Up-to-date technology – this is specifically important to candidates looking for employers who can provide them with cutting-edge devices. 
  • Keep personal items tasteful – the new team member doesn’t want to feel intimated by a ‘clan’ mentality that they aren’t a part of. 

 

Finally 

We match the right candidates to roles in which they will excel and grow with your company – 98% of our candidates stay in their role for at least two years. 

If you need help recruiting top FinTech talent into your organisation, get in touch with us today to discover how we can help.  

 

Thanks,  

Amrutha Murali 

Personality Traits To Hire Into Your Organisation

You might have heard the recruiting phrase, ‘hire for personality, train for skill’ – but how true is it? 

When you interview two candidates with similar skills and qualifications, the hiring decision ultimately comes down to whichever candidate ‘wows’ you on the day with something other than their hard skills – the candidates with the skills and personality usually get selected. 

So in answer to the previous question; yes, personality traits are very important to employers, when they come with a candidate who either has or has the potential to possess the hard skills needed to do the job. 

In this article, I want to talk about what personality traits you should be looking to hire into your organisation, and when a personality trait is sometimes just as vital as a skill or qualification – yes, this is sometimes the case. 

 

Spot the Difference 

 

 

Let me get you to think about the scenario I mentioned in the previous paragraph.  

Imagine you have a vacancy for tax accountant position in your business, and you interview two candidates who both have the required amount of experience with reputable firms, but on the day of the interview, they give two very different interviews.  

One candidate talks at length about their passion for the role, their hunger for a new challenge and how they still take pleasure from all aspects of their job, despite this being their 15th year in the sector. 

The other candidate is less enthusiastic; they spend more time talking about the parts of their job they would like to change, and tell you they prefer working on their own rather than part of a team. 

I would like you to bear this scenario in mind, and at the end of this article, I will advise you on the type of personality traits that will add real value to your business, and how to spot these traits in the interview. 

 

Know Your Team 

So, you’ve got a vacancy for a tax specialist, but you’re only a small team. How much thought did you give to the personality traits that your current team possess when you hired them? How well do your current team get along  – and is this because you had a personality hiring strategy in place, or was it a happy accident?  

Understanding the identity and the drives of each member of your team is the first step to knowing the ‘type’ of person you need. 

If your place of work is relatively small and there is a friendly but conscientious atmosphere, will hiring a boisterous ‘wild card’ really be a good idea – even if they have all of the desirable qualifications?  

When you begin your hiring process for your new team member, the first thing you need to do is map out the traits within your current team. Having a company value statement for your organisation is a great way to ensure you continually hire people whose attitudes fit with your vision – for example: 

We’re a customer-focused team who takes pride in our authentic and ethical working practices. 

Have this value and vision statement at the forefront of your mind when making your next hiring decision; better still, have it made into a physical sign and displayed somewhere prominently in the office.  

 

 

How Important is the ‘Right’ Personality? 

If you’re still thinking ‘but surely, skills are more important than personality traits’, let’s take a look at some data. 

A study conducted by global learning institute Hyper Island on the future of hiring returned some surprising results. They interviewed over 500 CEOs, managing directors and creative directors on the top qualities they look for in a new hire, and an overwhelming majority of 79% stated that ‘personality’ was the most important.  

‘Skill-set’ received just 39%, which was beaten by ‘cultural alignment’ which received 53%.  

And Virgin Group founder, billionaire Richard Branson, echoed this sentiment in a recent LinkedIn article, where he stated : 

The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture – most skills can be learned, but it is difficult to train people on their personality. 

 

Personality Traits to Hire for Success 

 

 

As a hiring manager, it is your job to make sure that you hire employees who can bring the team closer to the organisational goal, but also to create a strong team who can work together. There is no point in having great individual talent if they are dysfunctional in the way they operate as a whole.  

The following is a list of the most desirable personality traits to look for in your new hire, which will add real value to your organisation  

  • Openness – these individuals are receptive to new ideas, changing processes and have innate innovation; all great qualities. 
  • Honesty – in a team of any size, you need to know that you can trust every member implicitly. 
  • Independent thinkers – these individuals are great at challenging the status quo and pushing for changes for the better of the whole organisation. 
  • Passion and enthusiasm – a candidate who is slightly less qualified but far more passionate about the role is always worth a second interview. 
  • A team player – lookout for suggestions that your candidate is driven by working as a team towards a common goal. 

 

Finally 

If you have struggled to identify and attract the ‘right’ kind of candidates to your organisation, or need assistance with your hiring processes, contact Jobfitts today to find out how we can help. 

 

Thanks,  

Amrutha Murali 

The Five Things That Go Through a Candidate’s Mind Before an Interview

The current hiring market is candidate-led, and this can leave employers in an awkward position. 

When you need to fill an integral role such as a Credit Underwriter, or perhaps your team is expanding and you need several Business Analysts – if you’ve spoken to a few suitable candidates, what you need to know now is precisely what the candidates are looking for at the interview stage. 

In this article, I will explain some of the biggest concerns that candidates have when deciding on a new company, and what goes through their minds before the interview; by understanding this, you can eliminate the guesswork from your interview and onboarding process.  

With 65% of candidates saying that a bad interview experience makes them lose interest in a job, what are the key things that candidates are looking for from their interview?  

Let’s go through them. 

 

1. Will This Company Offer Me Development Opportunities? 

 

 

I’ll start with this issue as it’s one that my candidates raise regularly. Often when a company is failing to recruit and retain competent employees, it comes down to training and development opportunities – or lack thereof. 

LinkedIn’s 2018 Workforce Learning Report found that 93% of employees would stay with a company longer if it invested in their careers. 

In the interview, employers are keen to find out if the candidate sitting in front of them is right for the role in question, but as a recruitment consultant, my advice is to be longer-sighted than this. Yes, the candidate might be perfect for the IT or banking vacancy you currently have in your team, but will they continue to be as valued in the coming months and years? Candidates want long-term career prospects, and if your interview fails to highlight these opportunities, this can be a red flag for them.  

 

2. Will I Fit in Here? 

I mentioned earlier that the current Australian job market is candidate-led, but how significantly? Well, earlier this year the unemployment rate hovered at around 5% – a 6 ½ year low.  

High employment rates and an increase in job opportunities have meant that now more than ever, candidates are not only looking for a career with prospects but also for job that they love, and which will offer them a great company culture and a harmonious work-life balance.  

Candidates will be looking out for evidence in the interview that the culture of your organisation is somewhere where they will thrive and feel appreciated.  

Alongside an excellent compensation package, candidates assess your company culture on whether you provide extras such as health insurance, a wellness policy, flexible working opportunities, an inclusive and friendly environment….I realise that for some employers getting this right can seem like added pressure to please their employees, but the reality of the situation is that this is what employers have to do to attract the kind of talent that they want in the current job market. 

 

3. What Exactly Will My Responsibilities Be? 

 

 

Banking and FinTech candidates are increasingly eager to understand where they fit into their company’s bigger picture. 

A failure to be transparent in what the exact role and responsibilities are expected of the candidate will leave them feeling confused and uncertain of if they ‘fit’ into the company as a whole. A lack of clarity in  roles can come from when a company has not clearly defined the job responsibilities and objectives. 

For example, when looking to recruit a Collections Manager, will there be systems in place already, or will the candidate be expected to set up the Collection functions from scratch?  

A recent study found that 43% of new employees who quit within the first 90 days stated that the reason was that their role was different from that which was presented to them during the hiring process.  

Set aside time before the interview to clearly define the candidate’s daily responsibilities, plus objectives for the future of their role – candidates will want to know that their role has clarity and direction.  

 

4. How Will I Be Managed? 

You might have heard the phrase ‘employees don’t leave their job, they leave their manager’ – and this adage is true. A Gallup poll found that the top reason employees give for their resignation is the relationship they had with their boss or immediate supervisor. 

Candidates in the current job market are looking out for a manager who will be supportive and openminded to the often changeable and sometimes difficult life of a FinTech employee. Tell your candidate in the interview what kind of management style is employed in your company, and ask them how they like to be managed, so that there is a clear understanding in this area from the start. 

 

5. How Long Will the Process Take? 

 

 

I’ve left this point until last, but I want to affirm how essential this is to the candidate. A lengthy hiring process will drive the best FinTech candidates towards your competitors.  

My recommended process for hiring the best candidates is between two and four weeks, from start to finish. When quality candidates are looking for a new job, they will usually have several opportunities to consider at the same time, and they will be put off by having to wait for what they consider to be an unnecessarily long amount of time.  

One finance candidate that I recently worked with told me that a company he had interviewed with contacted him six weeks after his first interview – at this point he was already settled into a new role in a different organisation.  

Let your candidate know precisely how long the process will take and keep to the time-frame you set out! 

 

Finally 

This article should have highlighted the most important points that highly skilled  candidates consider on their recruitment journey, and what ultimately sways them in making their big decision. Jobfitts work with quality candidates which means we can match the right candidates to roles in which they will excel and grow with the company – 98% of our candidates stay in their role for at least two years. 

If you need help recruiting top talent into your organisation, get in touch with us today to discover how we can help.  

 

Thanks,  

Amrutha Murali 

Employing Temporary Workers – What You Need to Know

The world of work is changing rapidly – nearly a quarter of Australian employers report using temporary or contract staff regularly, with a further 44% utilising them for special projects or workloads. 

The idea of the standard working week is shifting from what it was in the past few decades, as the digital revolution has made remote jobs more accessible, and the need for a different type of workforce has emerged with our 24/7 culture.  

Freelancing has increased across all sectors, and the number of casual workers in Australia has risen from 20.8% around four years ago to 22.6%. 

In the past, temporary work was viewed as something of a ‘stop-gap’ for those between jobs, but this is not the case anymore. Highly skilled professionals such as accountants, graphic designers and marketers are increasingly choosing ‘gig’ work over a regular career option for the benefits of freedom, the ability to travel and to fit around their busy family lives. 

As a recruiter, I have seen first-hand the immense benefits that temporary workers can bring to an organisation – don’t overlook these crucial points when considering temporary employees. 

 

Fast and Flexible 

The two primary situations when I would suggest considering contract workers is to take care of a temporary staffing issue such as maternity or a sudden staff shortage or to help with the extra workload of a big project.  

One of the main benefits of hiring temporary workers is the speed at which a recruiter will be able to fill your vacancy. Temporary workers are familiar with being placed quickly in roles, as opposed to often weeks and sometimes months that it takes to find a permanent candidate for your position. 

 

It Isn’t More Hassle 

Sometimes, an employer will be reluctant to go down the temporary route believing that plugging their gap with a temporary employee is more work for their business when in reality, a temporary worker is a perfect solution to their current staffing issue. 

A big part of employers’ reluctance to hire temporary workers is the perceived confusion around temporary contracts. Many employers believe that hiring a temp worker carries the risk of being slower, more complicated and more expensive than waiting it out for the perfect long-term employee; in reality, the opposite is true. 

Aexceptional  recruiter can find temporary skilled employees for your organisation in a way that is faster, less expensive and easier than struggling along waiting for the ‘right’ candidate or worse – permanently hiring an employee who is wrong for your company. This in itself can be a huge problem – the cost of a wrong hire is estimated to be between $7,000-$10,000 and even higher for executive positions.  

 

A Unique Set of Skills 

The nature of temporary work means that these employees have a unique set of skills that those who have been in the same company (or role) for years do not possess.  

Freelance or contract workers are generally more adaptable, quicker at picking up new skills and can integrate with ease at a much higher level than ‘traditional’ employees.  

Staff shortages can put extra pressure on an already stretched workforce, and this can lead to severe problems such as low staff morale, decreased productivity and even physical and mental health problems. Temporary workers can bring a new outlook to stressed personnel and will boost morale as the workload is shared. Your employees will be grateful that you are pro-active throughout your temporary staffing issues. 

 

Interim Directors  

There has been an increase in demand for temporary/interim executives as companies struggle in the current skill-short candidate market to find the right people to fill executive positions.  

Interim directors are often referred to as ‘consultants’ as they are called upon to help a business through a tricky situation or a time of significant change, but there is a difference between consultants and true temporary directors. A true temporary director will not only identify the issues in the organisation that need solving, but they will also roll their sleeves up and get to work themselves. 

Temporary directors are invaluable to businesses who need a specialist in their sector with substantial experience who is able to steer the business through a time when strong leadership is needed.  

 

How a Recruiter Can Help 

Recruitment companies have done historically well in the temporary work sector, as we are skilled at putting the right people in the right jobs, quickly. 

Working with a recruitment company like JobFitts will ensure that not only is your business provided with the right temporary candidates, that we can cover the vast majority of administration and HR responsibilities – freeing up your valuable time. 

To find out how JobFitts can help your organisation to grow with temporary workers, get in contact with us today. 

Thanks,  

Amrutha Murali