Recruitment Processes

Effective Interviewing is so Important

Having someone who can interview effectively is crucial for any business who is thinking of employing new members of staff. The quality of your business and service is only as good as the team behind it and businesses can come face to face with a lot of difficulties caused by employing the wrong people for the company. So what can you do at interview stage to ensure that the candidate is a great fit for the role and for your business?


Curriculum Vitaes and application forms are written with time and energy being put into ensuring the applicant shows you just how well they can do the role that you are trying to fill, they have been heavily considered and tailored to meet your exact requirements. Therefore at interview stage you get the opportunity to ask a few more questions about the CV/application form that was provided. This allows the candidate an opportunity to corroborate and expand on the experiences they have outlined in the document. Asking these questions gives you the chance to ensure there aren’t any misunderstandings and / or little white lies appearing in it but most of all to get a fuller picture of how the candidates experiences apply to the job role you are filling.

Get the job done

As a recruiter you need to keep three main questions in mind: Can this person do the job? Will this person do the job? How well will this person work with others in the team to get the job done? Your questions should pull information from the candidate about what they can offer your company and you need to be able to use your judgement in a lot of this process in order to decide if the candidate’s personality will be a good fit. If you think that ‘good judgement’ isn’t something that you would put at the top of your skill set then take a manager or supervisor whose judgement you trust into the interviews with you so that you have a sounding board and a bit of extra help in the decision making process. You want to be choosing a candidate who you think positively about when answering all three of the main questions. It’s no good choosing someone who you get on with really well but doesn’t have the skills to learn the job and vice versa if they seem like they would be perfect at their job but might rub other employees up the wrong way, they probably aren’t the candidate for you either.

Be Open

Being open with your body language and having welcoming expressions that don’t give too much away are a big part of effective interviewing. You need the candidate to feel comfortable with you if they are going to provide you with a good picture of who they really are but you still want them to feel it is a professional environment. Having open questions gives the candidate an opportunity to talk and sell themselves without feeling like they are rambling on too much, so it should mean that you get more insight into the person and their experience than you would with closed questions. Allow time for the candidate to ask you questions that you can answer open and honestly, you need to employ someone who is happy with the way that you work so for example if they are asking about operating hours, be honest, don’t make them sound better or worse than they are because you are likely to end up with a short lived relationship with your new recruit if they turn up to find the job is not what they expected, wasting both your time and theirs.

Ask the right questions

Here are a few good questions and a few hints about why they are useful to help you plan a really effective interview:

  • What can you tell me about our company and why would you like to work with us? – This question gives the candidate an opportunity to prove that they have had enough interest in the role to do their research. It will also give them a chance to pull out the key reasons that they suit your company ethos and profile well.
  • What are your key skills? – The response to this question should reveal how the candidates skills fit with those you stated were required for the role in the job description and person specification.
  • What aspirations do you have professionally over the next few years? – This gives the candidate an opportunity to show you how you how passionate they are about the role, how their aspirations fit in with your companies structure and ambitions for the future and if there is enough room for progression in the company to keep the candidate with you long term.

Why a CV is a Must Have

curriculum vitae CV

Why a CV is a must have.

Even when you are job hunting, the chances are an employer will have a standard job application form that makes up part of their recruitment process, so if you are going to tell them everything they need to know in an application form then there’s no need for a CV, right? Well, not quite. A CV is different to an application form and there are a number of reasons why it’s good to have a great quality, up to date CV even if an application form is going to be completed too.

Recruitment Agencies

In today’s job market, there are hundreds of people competing for the same jobs and whether we are the job seeker or the employer, we all tend to have pretty busy, fast paced professional lives. Therefore more and more people rely on help from recruitment agencies. Using a recruitment agency can be fantastic for a number of reasons; they have a relationship with the companies and will be able to advise if you are a good fit, they have a lot more time to put into finding quality roles that match your skills and if you are struggling to get a permanent role, often recruitment agencies who specialise in temporary roles are a great way to get your foot in the door at the firm you’ve been dying to get into. Why am I telling you this? Well, because if you want to get in with these recruitment consultants and head hunters you will have to have a good quality CV, it is their key summary of who you are. They will use this CV to job match you, to get an overall idea of your abilities and aspirations and they will send it to prospective recruiters so they can glance at it and make a quick decision about if you are someone they would like to see in person.

Job Hunters

When job hunting it’s often quite a lengthy process completing hundreds and hundreds of application forms for various roles you come across, it takes time and can often get a little confusing and let’s face it, boring. Having a CV ready before you start the process is a massive help. Most application forms will be tailored to a specific role and of course you will need to be thorough in ensuring you show how you meet the person spec and how your skills match the job spec in each individual application form. It’s not possible to complete an application form in a one size fits all kind of way. However, ensuring your CV is sat ready, waiting and up to date gets you part way there. Pretty much all application forms will have the same details about your work, education, volunteering experience etc, so save yourself a lot of time and effort by being able to refer to your CV to answer the basic application questions, leaving yourself more time to focus on selling yourself for the role.

In addition, another great way to save yourself some time during your job search, using your CV is by uploading it to a few Job Sites, this allows recruiters and agencies to find you. All you have to do is ensure your CV includes plenty of keywords / titles / skills that are relevant to the type of job you are looking for, then when any recruiter completes a search for those keywords, you’ll pop right up and they can come to you instead of you hunting for them!

Company Recruiters

When a person recruits for a company they need a quick fire introduction to the applicants and a CV is exactly that. They need to be able to scan a CV in a short period of time and tell that the applicant has the correct skill set, experience and education fitting for the role they are trying to fill. For a recruiter, your CV is the very first piece of insight they will have into you so it is really important that you have a good quality CV, ideally tailored to the type of role you are looking for I,e creative/corporate. Try to make sure it shows a little bit of your personality as you will need to find a way to stand out in and amongst hundreds of other CVs that have been received. And try to help the recruiter out by making it clear, concise and highlight the connections between your skills and how they meet the job specification skills so that they get a sense of why the company needs you.

These are just a few of the reasons why having a CV created now really is a ‘must’ on your to do list. If you are struggling getting a CV that you think really tells your story and makes you shine, then perhaps you could get little expert help from a professional CV writing company to give yourself a professional boost.

How Does Disclosure and Barring Service Work?

Large and small organisations who take on employees require help with making decisions about who they recruit for a number of reasons such as protecting their clients, protecting their reputation or their business finances for example. The Disclosure and Barring Service (DBS) is the service that aids companies with the employment checks part of their recruitment process. It is invaluable to all organisations who have employees and is not just an aid but a requirement of companies who work alongside the most vulnerable in our society, such as those working with the elderly, children or those with disabilities.

The DBS work in conjunction with a number of other organisations in order to bring up to date and information to a report on the history of the person who has applied for the DBS check.

The DBS work with:

  • The Police
  • The Department of Health
  • The Department of Education
  • Capita

The DBS Check will search for:


  • Unspent convictions
  • Spent convictions
  • Cautions Warnings & Reprimands


  • The checks completed at Standard level
  • Other relevant police info

Enhanced and Barred:

  • The checks completed at standard and enhanced level
  • The Children or Adults Barred List

As an employer it is your responsibility to ensure DBS checks are carried out on all employees and that you receive a copy of the DBS check results if it is a requirement in your company’s field of work. Even if it is not a business requirement these checks are an exceptionally good way to ensure that you know your employees’ history and protect your company from potential financial and reputation disputes in the future. In order to apply for DBS checks to be carried out a company must register with the DBS, a requirement of this is that the companies complete 99+ searches in a year, agree that they comply with the DBS code of practice, pay specified fees and ‘be entitled to ask exempted questions under the Rehabilitation of Offenders Act 1974’. For registration an application and evidence of how the criteria will be met is required. Alternatively, companies who dot meet this criteria and do not want to register directly with the DBS are able to use and ‘Umbrella Body’ to carry out the checks. An umbrella body service is company who has registered with the DBS as such and will carry out the bulk of the administration around this process for you.

Once an employer / potential employer has requested a DBS check, this request is received and accepted by the DBS service, once the relevant database and  police checks have been completed the disclosure will be sent directly to the applicant, the applicant should then provide this information to the employer / potential employer. It is usual for the checks to be returned within 4 weeks and the progress of the check can be tracked on the DBS website so long as the reference number and date of birth of the applicant are at hand to complete the search.

For most companies an initial check during the recruitment process will usually suffice. However, for those working with children or vulnerable adults, it is expected that the DBS check will be renewed every 3 years to ensure the safety and welfare of the persons being cared for by the organisation. Changes in circumstances such as name and address changes are not required to be reported to the DBS service and a new DBS check would not be required in such cases as the certificate received at the end of the process is solely reliant upon information provided at the application stage.