As an employer, it can be hard to know when it is the right time to re-evaluate your company’s hiring process.

Having a strong hiring strategy is one of the most important processes your company will have. It's not just about finding people with the right skills and qualifications. It's also about finding candidates who resonate with your brand.

There are a few signs that it's time to re-evaluate and adjust your hiring process:

High Turnover Rates

If you notice a consistent pattern of employees leaving shortly after being hired, it could be a sign of a flawed hiring process. You might be attracting the wrong candidates or not providing a clear enough picture of the job and company culture.

Skill and Job Mismatch

Are new hires struggling to settle in and lacking essential skills for their role? This could be due to a mismatch between the skills needed for the role and the candidate's skills. It's also possible that your job descriptions are unclear or your technical tasks are too challenging or not focused on the right skills.

Candidates are choosing other companies before you can make them an offer

Lengthy hiring timelines can be frustrating for both candidates and the internal team. In a competitive job market, top talent will get snapped up quickly. Streamline your process without cutting corners on quality control.

Lack of Diversity and Inclusion

If you're not seeing diversity in your candidates, it could be time to rethink your sourcing channels. Diversity brings a wide range of perspectives and ideas to your company.

Negative Feedback

It's never nice to hear negative feedback about your company or your hiring process, but it can be extremely valuable. Consider surveying candidates or having a section on your application where they can provide feedback. This data can help you identify areas for improvement.

Decline in Quality of Hires

If you see a decline in the quality of candidates you're hiring or sourcing, it's time to reassess the requirements for the role and the platforms you use to advertise the role.

A Hiring Process Which Reflects an Old Market

The job market is constantly changing, and so are candidate expectations. If your hiring process hasn't moved with the times, it could be off-putting to candidates.

A flexible and effective hiring process is essential for attracting and retaining top talent. By regularly reassessing and updating your hiring strategies, you can ensure that your company remains competitive and appealing to the best candidates in the market.

Mental Health Awareness Day - Supporting Your Colleagues

It's important to raise awareness about helping our coworkers who might be struggling with mental health challenges in recognition of World Mental Health Day.

Mental well-being is an integral part of our overall health, and creating a supportive workplace environment is essential to ensure the mental wellness of everyone.

In this blog post, I’m going to take you through the steps on what you can do to provide support to anyone struggling around you.

Understanding Mental Health

First up is understanding what mental health actually is.

The Oxford Dictionary (2023) describes it as “A person’s condition with regard to their psychological and emotional well-being.” In other words, it's about how we think, feel and behave in different situations, for example, our mental health can affect the way we handle stress, relate to others and decision making.

Recognising and understanding mental health is the first step to creating a heathier work environment.

Common Mental Health Challenges in the Workplace

It’s no secret that working in an office can often be demanding and high-pressurising, this can lead to stress which can lead to further mental distress.

According to a 2022 study by the Mental Health Foundation, 2 out of 5 offer workers experience mental health problems. This is higher than the rate for the general population, which is 1 in 4.

The study also found that offer workers are more likely to experience stress, anxiety, and depression. They are also more likely to have suicidal thoughts.

How to Extend Support to Your Colleagues

Educate Yourself: the more we understand mental health, the better equipped we are to support our colleagues and the people around us. Learn about the common mental health challenges and how they could present themselves.

Create a Safe Space: Establish a workplace culture that encourages open conversations about mental health. Colleagues should feel safe to speak about their mental health concerns without worrying about what other people might say.

Be a good listener: Most of the time, all a person needs is just for someone to listen so they can get their worries off their chest. Offer your time and ear to colleagues who need to talk, that doesn’t necessarily mean you need to provide them with in-depth advice, they may just need to voice what it is their feeling.

Encourage Self-Care: Suggest taking breaks and doing self-care exercises. Encourage your coworkers to place a high priority on their physical and emotional wellness.

Offer Professional Help: If a colleague is struggling, gently suggest seeking professional help. Therapy and counselling can be immensely beneficial. This could possibly be a benefit your company could offer to further show your employees how much support their mental well-being.

Respect Privacy and Boundaries: While it’s important to offer support, it is important to respect the privacy of your colleagues. Don’t press for any information they’re not comfortable with sharing.

Promote Mental Health Programs: Advocate for mental health benefits/initiatives at work. Workshops, seminars and counselling sessions can create awareness and help reduce the stigma associated with mental health.

Mental health is a crucial aspect of our lives, and it impacts how we function both personally and professionally. Making a workplace that priorities mental health and is willing to provide assistance to those who may need help, can make a significant difference.

If you know someone who is struggling, here are some websites which could offer them help: 

UK: 

Mind - https://www.mind.org.uk/

Samartans - https://www.samaritans.org/

Germany:

DGPPN - https://www.dgppn.de/

TelefonSeelsorge - https://www.telefonseelsorge.de/

Vienna:

OGPP - https://www.oegpp.at/home/

Pro Mente - https://www.promenteaustria.at/de/home/

The Netherlands: 

MIND Korrelatie - https://mindkorrelatie.nl/

113 Zelfmoord Preventie - https://www.113.nl/

How to Pitch for a Promotion 

There will come a time in your career when you feel ready to move up on the career ladder but want to stay in your current company. Often, many companies will have career pathways in place so you know what you need to do to progress and have a rough timeline for when you can expect this. However, this isn’t always the case and sometimes YOU will need to take that step forward and ask for a promotion.

As much as we’d all love to burst into the meeting room and demand the promotion we feel we deserve, that just isn’t how it works.

There are a few ways to go about asking for a promotion, so let me tell you them!

Understand the role you are aspiring to move into.

Start by fully understanding the position you want to move into. It is important for you to learn what your full responsibilities would be, what your day to day would look like, and the skills needed. Once you know all this information, it will be easier for you to present how your current skills are transferable to this new role, and why you are the ideal candidate.

Highlight your achievements and contributions.

In your current role, make a list of everything you have achieved and any major contributions you have been a part of. When the time Is right in your meeting, you will be able to use these as examples of how you have made a difference to the team or business and how you can further excel in this new role. You need to be able to prove that you bring valuable skills to the table that benefit the company in order to convince the decision-makers your ready for this promotion.

Develop your skills and knowledge.

Keep up-to-date with industry trends, advancements, and new skills relevant to the new position you are wanting. Show proactive learning but enrolling in courses, attending workshops etc to demonstrate your commitment to your learning and development in this new role.

Communicate your career goals.

During your performance reviews or one-to-ones, openly discuss your career goals and where you’d like to be in X number of years. Express your interest in taking on additional responsibilities and wanting to progress in your role as it shows loyalty to the company which can strengthen your pitch when the time is right.

Demonstrate Leadership skills.

Show leadership traits, even in your current position by taking the initiative, working with others, and showcasing your ability to solve problems. One important quality that managers like to look for is a

Prepare a Persuasive Pitch.

Create a pitch that is well organised and clearly shows your accomplishments, skills and aspirations. Outline your goals for the organisation and how you intend to contribute and add value. You want to feel comfortable and confident in your meeting so remember to practise your pitch and prepare any answers to questions you think that could be asked.

See Feedback and Iterate.

Before presenting your pitch to the decision-makers, present to a close colleague or mentor. Use their insights and feedback to refine and strengthen your pitch.

Choose the right moment. 

Timing is important. Choose a suitable time to make your pitch, such as during performance reviews or one-to-ones. Make sure it is the right situation for discussing promotions and professional development.

Remain Resilient and Optimistic.

Stay positive and resilient in any situation. If you don't succeed, request specific feedback to identify areas for improvement. Consider proposing a follow-up meeting with the decision-makers after X amount of time to revisit the topic. This reflects your determination and loyalty to the company.

To summarise, putting together an effective pitch for a promotion takes planning, self-awareness and communication skills. By showcasing and demonstrating your skills and accomplishments and making a strong statement will increase your chances of getting that well deserved promotion!

Good luck ;)

What Exactly is a Cover Letter?

A cover letter is like a friendly hello to the hiring manager. It's a one-page document you send alongside your resume when applying for a job. But, it's more than just a formality. It's your opportunity to introduce yourself, explain why you're perfect for the job, and showcase your enthusiasm.

Why Are They Important?

Just like everything, there are pros and cons to submitting a cover letter with your CV when applying for a role. 

Pros:

Personal Touch: Cover letters allow you to connect with the hiring manager on a personal level. You're not just another name on a resume; you're a real person with real interests.

Highlight Skills: They let you highlight skills and experiences that might not fit neatly into your resume. It's where you can share stories and examples that show you're the right fit for the job.

Address Gaps: If you have gaps in your work history or are changing careers, a cover letter is where you can explain these transitions and make your case.

Show Enthusiasm: A well-written cover letter shows that you're genuinely excited about the job and the company. Employers love to see that enthusiasm.

Stand Out: A thoughtful cover letter can set you apart. It's your chance to be memorable for all the right reasons.

Cons:

Time-Consuming: Writing personalized cover letters for each application can be time-consuming, especially when applying to multiple jobs.

Not Always Read: Some employers may not read cover letters, particularly if they receive a high volume of applications. In such cases, the effort put into crafting one may not yield significant benefits.

Quality Varies: Not all cover letters are well-written or impactful. A poorly written or generic cover letter can do more harm than good.

Redundancy: Sometimes, cover letters reiterate information already present in the resume, making them redundant and potentially frustrating for employers.

Expectation of Perfection: A strong cover letter is expected to be error-free, which can lead to added pressure for candidates.

Every hiring manager has a different opinion on cover letters and not all companies require them, if you are going through a recruiter, we recommend you ask if they think it will strengthen their profile!

How to Master Delivering a Job Offer to a Candidate

When offering someone a job, it is a really important time for not just the candidate but for your company too! You need to remember that when offering a job, it isn’t just the offer that matters, it is the delivery.

We sat down with Brad Read, Team Lead at Oselo, and here are the tips he has to offer!

Make it Personal

It is key to remember every person is an individual, and joining a new company can be daunting for some. To show that you and the company are excited to have them on-board it is a good idea to personalise the offer. Start by using their name, telling them how well they did in the interviews, what characteristics stood out to you as an employer, and how excited you are to have them as part of the team!

Explain Clearly

When you offer a job, make sure everything is clear. The job title, salary, start date, and all the important details should be in the offer letter. This way, they know exactly what they're getting into.

Don't Wait

Once you've decided to offer the job, don't take too long. People might be looking at other jobs too. Send the offer as soon as you can so they don't lose interest. It can also make your company look well-organised!

Talk Both Ways

Let them ask questions about the offer. This shows you care about what they want and makes them feel better about joining. If they're not sure about something, explain it to them.

Show You're Happy 

Tell them you're really excited about them joining. Mention the good things you saw in them during interviews and say how their skills match the company's goals. This makes them feel special and wanted.

Help Them Get Ready

After they say yes to the offer, give them information about what comes next. Tell them about the company culture, what they need to know before starting, and help them feel ready to be a part of the team.

Offering a job is a big deal! It’s the start of a new chapter for most. By being personal, clear, and excited, you make them feel good about joining. This doesn't just help them start well but also shows others how great your company is and brings more talented people to you.