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Tag: Interviews

19Mar

Is Your Job Description Repelling Top Talent?

A job description is often the first impression a candidate has of your company, yet so many are filled with vague jargon, unrealistic demands, or pages of dry bullet points. In a competitive hiring market, a poorly written job post doesn’t just fail to attract top talent, it actively pushes them away.

One of the biggest mistakes companies make is overloading job descriptions with excessive requirements. Do you really need ten years of experience for a mid-level role? Is that “must-have” degree truly essential? When jobseekers feel they don’t tick every single box, many will simply move on, especially women and underrepresented groups, who statistically apply only when they meet nearly all listed criteria. Instead of crafting a wish list of impossible qualifications, focus on what actually matters: skills, impact, and growth potential.

Then there’s the language. Corporate buzzwords like “rockstar,” “ninja,” or “fast-paced environment” can be off-putting or vague. Instead, be clear, direct, and inclusive. Words carry weight, if your listing sounds cold or overly demanding, candidates might assume your company culture is the same. Aim for a tone that reflects your current workplace: collaborative, supportive, and realistic about expectations.

Another major red flag? A job description that only talks about what the company wants and says nothing about what the candidate gains. Top professionals aren’t just looking for a paycheck, they’re looking for career growth, work-life balance, and a company that aligns with their values. Highlight your benefits, company culture, and what makes your team special. Show them why they should choose you.

Finally, don’t forget that a job description is a marketing tool, not just a list of duties. It should engage, excite, and invite candidates to imagine themselves in the role. If your hiring process starts with an uninspiring or unrealistic job ad, you might be filtering out the very people you want to attract.

When was the last time you reviewed your job descriptions? Do they inspire or intimidate? 

12Mar

The Hidden Cost of a Slow Hiring Process

Hiring the right person takes time, but how much time is too much? In today’s competitive job market, a slow hiring process isn’t just an inconvenience, it’s a liability. Top candidates are in high demand, and if your recruitment process drags on for weeks (or even months), chances are, you’re losing them to companies that move faster.

One of the biggest misconceptions about hiring is that taking longer leads to better decisions. While due diligence is crucial, delays often stem from unnecessary bottlenecks, too many interview stages, lengthy internal approvals, or indecision over the “perfect” candidate. The reality? Perfection doesn’t exist, but great talent won’t wait around while you deliberate.

A sluggish hiring process doesn’t just affect the candidates, it impacts your team, too. Vacant roles mean increased workloads, burnout, and stalled projects. The longer a position remains unfilled, the more productivity takes a hit, ultimately affecting your bottom line. And if hiring managers are stuck in an endless cycle of interviews and approvals, their focus is diverted from strategic growth.

The solution isn’t to rush hiring but to streamline it. Clear job descriptions, structured interview processes, and decisive decision-making can cut hiring time without compromising quality. Communicating expectations with candidates, providing timely feedback, and keeping the process transparent can also improve engagement and prevent drop-offs.

At the end of the day, hiring is about finding the right fit, not just for the company, but for the candidate, too. If your process is too slow, you might not only miss out on top talent, but also send a message that decision-making within the company is sluggish. In a fast-moving world, agility is everything.

How do you balance speed and quality in your hiring process? Have you ever lost a great candidate due to delays? 

05Mar

Hiring for Potential: Why Skills-Based Hiring Is the Future

For years, job descriptions have been built around degrees, years of experience, and rigid qualification requirements. But as industries evolve and talent shortages grow, companies are rethinking how they assess candidates. The shift towards skills-based hiring is gaining momentum, focusing on what candidates can do rather than where they’ve been. This approach not only widens the talent pool but also allows businesses to find individuals with the right competencies to drive innovation and growth.

More companies are realising that experience alone isn’t always the best predictor of success. A candidate with ten years in the field might struggle to adapt, while someone with a strong skill set but less experience could thrive. The reality is, industries change fast, and the ability to learn, problem-solve, and think critically is often more valuable than a traditional career trajectory. By prioritising skills over credentials, businesses can unlock hidden potential in candidates who may have been overlooked due to non-traditional backgrounds.

Technology is also playing a role in this shift. AI-driven assessments, skills tests, and project-based interviews are becoming more common in the hiring process. These methods allow companies to gauge a candidate’s real abilities in ways that a CV never could. Instead of filtering out talent based on an arbitrary checklist, employers can now evaluate practical capabilities in real time. This levels the playing field, creating opportunities for those who may not have had access to formal education but have gained expertise through alternative routes like self-learning, bootcamps, or hands-on experience.

Beyond benefiting employers, skills-based hiring empowers candidates. It encourages lifelong learning, continuous upskilling, and adaptability—traits that are essential in today’s job market. Candidates who focus on developing their skills rather than chasing traditional career milestones will find themselves in a stronger position as hiring continues to evolve.

The question for businesses isn’t whether they should embrace skills-based hiring—it’s whether they can afford not to. In a world where innovation depends on talent, clinging to outdated hiring practices could mean missing out on exceptional people who have the ability, ambition, and mindset to transform an organisation.

What’s your take on skills-based hiring? Have you experienced the shift first-hand, either as a candidate or employer? 

26Feb

Tech Interviews Unplugged: Mastering the Art of Virtual and In-Person Assessments

When it comes to tech interviews, the process can often feel like a game of nerves. Whether it’s a virtual interview over Zoom or an in-person assessment, candidates face a unique set of challenges that require a different approach compared to traditional job interviews. With the rise of digital transformation, tech companies are relying more and more on virtual interviews, but in-person assessments remain a key part of the hiring process, particularly for roles that require hands-on technical skills. So, how can you navigate both types of interviews to master the art of tech assessments?

Let’s first look at virtual tech interviews. These have become more common since the pandemic, but they still come with their own set of obstacles. For many candidates, the idea of an interview conducted via video can be intimidating. Not being able to read body language or feeling disconnected from the interviewer can lead to miscommunication or a lack of confidence. However, the key to succeeding in a virtual interview is preparation.

Start by ensuring that your tech setup is reliable. Test your internet connection, camera, and microphone in advance to avoid any technical difficulties during the interview. It’s also important to find a quiet, well-lit space where you won’t be interrupted. This will help you feel confident and appear professional.

Another aspect of virtual interviews that candidates often struggle with is the lack of face-to-face interaction. It’s easy to feel disconnected from the person on the other end of the screen, but remember that virtual interviews are still a form of direct communication. Make sure you maintain eye contact by looking into the camera, not the screen, and pay attention to your body language. Smiling, sitting up straight, and staying engaged will help you come across as confident and personable.

Now, let’s shift to in-person assessments. While virtual interviews may be the norm, in-person interviews remain important for roles that require a hands-on approach or practical exercises. In tech, this might include coding challenges, problem-solving exercises, or whiteboard sessions where you’re asked to solve a technical problem in real time. In-person assessments often give candidates the chance to demonstrate their skills in a more interactive way, and it’s essential to approach these sessions with the right mindset.

The first thing to remember is that in-person assessments are not just about getting the correct answer—they’re also about demonstrating your problem-solving process. Employers are interested in how you approach a problem, how you break it down, and how you communicate your thought process. So, don’t be afraid to talk through your ideas. If you’re stuck, explain your thought process out loud, and it shows the interviewer that you’re analytical and willing to work through challenges.

Another important factor in in-person assessments is time management. Many tech assessments are time-sensitive, so it’s important to pace yourself. Don’t spend too much time on any one problem. If you’re stuck, move on to the next task and return to the tricky ones later. Time management shows that you can handle pressure and prioritise effectively—both crucial skills in a tech role.

While technical knowledge and problem-solving skills are essential, employers are increasingly looking for candidates who can work well with others. Whether it’s in a virtual or in-person assessment, demonstrating your communication and teamwork skills can set you apart. If you’re working with others in a collaborative assessment, listen to their ideas, contribute to the discussion, and make sure you’re on the same page. Employers are keen to see how you interact with your potential colleagues and how you approach collaborative problem-solving.

Finally, regardless of whether the interview is virtual or in-person, always make sure you’re prepared for the most common interview questions. Be ready to talk about your past experiences, the projects you’ve worked on, and how you solved technical problems in the past. Tailor your answers to showcase not only your technical expertise but also your soft skills—such as communication, adaptability, and critical thinking.

Mastering tech interviews—both virtual and in-person—requires a mix of technical know-how, problem-solving abilities, and strong communication skills. By preparing your tech setup for virtual interviews, maintaining the right mindset for in-person assessments, and focusing on how you demonstrate your thought process and collaboration skills, you’ll set yourself up for success. Remember, the interview process is not just about answering questions correctly but about showing how you think, how you solve problems, and how you’ll fit into the team.

So, the next time you’re preparing for a tech interview—whether virtual or in-person—make sure you’re fully prepared in both areas. With the right mindset and preparation, you’ll be able to confidently showcase your skills and stand out from the competition.

19Feb

Hiring Smarter: Unlocking the Power of Soft Skills 

When it comes to hiring, many companies still focus heavily on technical skills and qualifications. After all, technical expertise is crucial, especially in fields like IT, engineering, and healthcare. However, as industries evolve and workplaces become more dynamic, employers are realising that soft skills are just as important—if not more so—than technical know-how. In fact, hiring based solely on hard skills might be limiting your talent pool and missing out on candidates who have the potential to truly excel in your company. So, how can we hire smarter by unlocking the power of soft skills?

Let’s start by defining what soft skills are. These are the personal attributes, behaviours, and communication abilities that shape how individuals interact with others and navigate the workplace. Soft skills include things like adaptability, problem-solving, emotional intelligence, teamwork, and communication. While these might not always be as easy to measure as technical skills, they play a massive role in how well someone fits within a team and handles challenges in the workplace.

The value of soft skills becomes even clearer when we look at how today’s work environments are changing. With remote and hybrid work becoming more common, employees need to be able to communicate effectively and work independently without much supervision. They also need to be adaptable to constantly changing technologies and business practices. Soft skills like time management, self-motivation, and collaboration are essential in these environments. Someone who’s technically proficient but lacks these soft skills might struggle to thrive in a remote or fast-paced setting.

So, how can employers identify candidates with strong soft skills during the hiring process? One effective method is to look beyond the traditional CV and ask the right questions during interviews. Instead of just focusing on technical questions or job experience, try to ask situational or behavioural questions that give candidates the chance to demonstrate their soft skills. For example, asking “Tell me about a time you had to work with a difficult colleague” or “Can you describe a time when you had to adapt to a major change at work?” can give you valuable insights into how candidates handle interpersonal challenges and change.

Another approach is to use psychometric tests or assessments that measure emotional intelligence, problem-solving ability, and personality traits. These tools can help employers understand how candidates are likely to respond in various workplace scenarios, providing a clearer picture of their soft skill set. These assessments can often predict how well a candidate will fit within the company culture and whether they have the interpersonal skills to succeed.

But it’s not just about identifying soft skills during the hiring process—it’s also about nurturing them once the candidate is on board. Companies that focus on developing their employees’ soft skills can build stronger, more cohesive teams and create a positive workplace culture. This can be done through training and development programmes, mentorship, and fostering a collaborative environment. In fact, investing in soft skills development often leads to higher employee engagement, better job satisfaction, and improved performance overall.

When hiring smarter, it’s essential to look for candidates who have a good balance of both hard and soft skills. Someone with strong technical abilities might get the job done, but it’s the candidates who combine those skills with emotional intelligence, problem-solving abilities, and strong communication skills that are more likely to drive innovation and contribute to a positive company culture. By focusing on soft skills, employers can find candidates who not only perform well on the job but also excel in their interactions with colleagues, clients, and the wider organisation.

So, next time you’re looking to hire, consider going beyond the qualifications and the hard skills listed on a CV. Look at how candidates work with others, how they approach challenges, and whether they have the emotional intelligence to thrive in your work environment. By unlocking the power of soft skills, you’ll be able to hire smarter and build a stronger, more dynamic team.

12Feb

Job Applications Decoded: How to Stand Out

When it comes to job applications, many candidates feel like they’re just another face in the crowd. With so many people applying for the same roles, it can be tough to figure out how to make your application stand out from the rest. But here’s the good news: there are ways to make your application pop, and it doesn’t always require a complete overhaul of your CV or cover letter. It’s all about how you present yourself and how you tailor your approach.

First things first, let’s talk about the importance of personalising your application. It might sound simple, but so many candidates skip this step. Employers can tell when you’ve sent out a generic application—it’s usually pretty obvious. Instead, take the time to customise your CV and cover letter for the specific role you’re applying for. Don’t just rehash your work experience. Highlight the skills and achievements that are most relevant to the job description, and show the employer that you’ve done your research. Mention something specific about the company that excites you. Maybe it’s a recent project they’ve worked on or their company values that align with yours. Personalisation shows initiative and demonstrates that you’re genuinely interested in the position, not just any job.

Now, let’s talk about your online presence. In today’s digital world, recruiters and employers often look you up online before they even look at your CV. That’s why it’s crucial to make sure your LinkedIn profile is up to date and aligns with your CV. Make sure it reflects your achievements, skills, and expertise. You might even want to add a personal touch—whether that’s a post about something you’re passionate about or sharing an article relevant to your field. A strong LinkedIn profile can work as a great supplement to your job application and can help you stand out in the eyes of a recruiter.

Next, think beyond the traditional job application. If you really want to stand out, consider showing off your skills in a more creative way. For example, if you’re a designer or a writer, include a link to an online portfolio showcasing your best work. If you’re in tech, you could link to a GitHub profile or a personal website that demonstrates your expertise. By going the extra mile and showing your work, you make it easier for employers to see your potential without having to take a leap of faith.

But standing out isn’t just about what’s on the page; it’s also about how you present yourself. If you’re invited to an interview, make sure you come prepared to talk about how your skills can directly benefit the company. Do your research and have a clear understanding of the company’s goals and challenges. Think about how your experience and abilities can solve their problems or help them achieve their objectives. The more you can align your strengths with the company’s needs, the more likely you are to make a lasting impression.

Another way to stand out is by showing your enthusiasm for the role. Employers love candidates who are genuinely excited about the opportunity. In your cover letter, and even during interviews, let your enthusiasm shine through. Talk about what excites you about the company or the job, and why you’re motivated to contribute. People like working with others who are passionate and driven, so don’t be afraid to show your enthusiasm.

Lastly, remember that following up can make a big difference. After submitting your application or having an interview, don’t just sit back and wait. A thoughtful follow-up email thanking the employer for their time can set you apart from other candidates. It’s a small gesture that can leave a big impression and show that you’re serious about the role.

At the end of the day, standing out in a job application is all about being authentic, proactive, and engaging. Tailor your application to the specific role, showcase your work, make sure your online presence is strong, and never underestimate the power of enthusiasm and follow-up. By doing all of this, you’ll increase your chances of catching the eye of a recruiter and landing the job you’ve been working towards.

05Feb

Beyond the CV: Identifying Hidden Talent in a Digital Age

The CV has always been the go-to for employers to get a snapshot of a candidate’s qualifications. But here’s the thing: as useful as it is, a CV doesn’t always paint the full picture. With so much talent out there, it’s easy for the real potential to get lost in a list of job titles and qualifications. So, how can employers dig a little deeper to find the hidden gems? The answer lies in looking beyond the CV.

One way this is happening is through candidates’ digital presence. It’s no longer enough to just have a LinkedIn profile. Many professionals are now taking the extra step of showcasing their skills and work through personal websites or online portfolios. This is a great opportunity for candidates to show off their expertise beyond what’s written on their CV. If you’re a candidate, it’s worth investing in curating an online presence that truly reflects who you are—whether that’s sharing industry insights, posting about recent projects, or offering your thoughts on new trends. It’s a much richer way for employers to get to know you than a traditional CV can offer.

Employers, on the other hand, are also looking beyond the CV. Many are turning to tools like skill assessments and video interviews to get a better sense of a candidate’s abilities. These tools are great because they allow candidates to demonstrate their skills in real-time, something a CV just can’t do. For example, a video interview gives employers a glimpse of a candidate’s communication skills, how they interact with others, and their overall fit for the company culture. Skill assessments let employers see how candidates approach problems, which is much more valuable than a simple list of qualifications.

It’s not just about technical expertise anymore—soft skills are becoming just as important. In today’s hybrid and remote work environments, employers need people who can communicate well online, work independently, and handle challenges without much oversight. These are the kinds of skills that don’t always show up in a CV, but are absolutely essential for success in today’s workplace. As a candidate, don’t forget to highlight your ability to collaborate remotely, solve problems on your own, and communicate effectively, even when you’re not face-to-face with colleagues.

And let’s not forget the growing push towards diversity in recruitment. More employers are recognising that talent doesn’t always fit the traditional mould, and they’re starting to open up their search to a wider range of candidates. This includes people with non-linear career paths, those who might have gaps in their CV, or candidates whose experience doesn’t match a job description exactly. Hidden talent can often be found in unexpected places, and by broadening their search, employers are starting to find new perspectives and skills they might have missed before.

Finally, the pace of change in many industries means that a candidate’s willingness to keep learning is more important than ever. If you want to stay competitive, upskilling is crucial. For employers, it shows that candidates are committed to growth, which is a great sign in today’s rapidly evolving job market. For job seekers, it’s a chance to demonstrate your ability to adapt and learn new things, which can really set you apart from others.

So, when looking for talent, it’s important to remember that the best candidates are often the ones who don’t fit neatly into a CV. By broadening your search, embracing new recruitment tools, and looking for soft skills, you’re much more likely to uncover the kind of talent that will help your business grow in ways you didn’t expect. And for candidates, it’s all about showing the full scope of what you bring to the table—because talent isn’t just what you’ve done, it’s how you keep growing.

29Jan

Navigating the Job Market in 2025: Trends and Strategies for Job Seekers

Navigating the job market in 2025 comes with both fresh opportunities and new challenges for job seekers. As industries evolve and technology continues to advance, the way we approach job hunting needs to adapt. One of the most significant changes has been the rise of remote and hybrid work. Many companies now offer flexible work arrangements, and for candidates, this means being prepared to work in these environments. It’s important to not only be open to remote work but to also demonstrate your ability to thrive in it. If you’ve had experience collaborating virtually or managing tasks independently, make sure to highlight those skills on your CV or LinkedIn profile.

Alongside the shift in work environments, employers are increasingly valuing soft skills like adaptability, communication, and emotional intelligence. Companies are looking for people who can fit well within their teams and handle change with ease. These skills are becoming just as important as technical knowledge, so it’s crucial to show how you’ve used them in previous roles, whether it’s through problem-solving, teamwork, or managing difficult situations.

Another key factor in the job market is the growing demand for technical expertise. Fields like AI, cybersecurity, data analytics, and cloud computing are experiencing rapid growth, with employers seeking candidates who have a solid understanding of these areas. If you haven’t already, it could be worth investing time in upskilling, whether that’s through online courses, certifications, or hands-on experience. Building your knowledge in these areas will help you stand out and demonstrate your value to potential employers.

Networking remains essential in your job search, particularly as digital platforms like LinkedIn continue to connect candidates and employers. To make the most of these platforms, engage with industry content, join relevant groups, and reach out to professionals in your field. Remember, it’s not just about the number of connections you have, but the quality of those relationships. Genuine connections can help you access opportunities that might not be advertised.

Finally, while the job search process can sometimes feel overwhelming, persistence is key. Don’t be discouraged by setbacks; each interview or application is a learning experience. Keep refining your approach, ask for feedback when you can, and stay open to new opportunities. Whether it’s a new role or a different industry, there are plenty of paths to explore in 2025.

Adapting to the changes in the job market and focusing on the right skills and strategies will set you up for success. What’s been your approach to navigating the job market recently? Let us know your tips!

22Jan

Effective Leadership Styles: Discussing Different Leadership Approaches and Their Impact

Effective leadership is a critical factor in driving business success, yet there’s no one-size-fits-all approach. Different leadership styles can have varied impacts on teams, and it’s important to understand how to adapt your style to suit the needs of your people and your business. At Keen People, we work with many companies, and we’ve seen first-hand how the right leadership can inspire and motivate teams to deliver exceptional results.

The traditional authoritarian leadership style, often characterised by a top-down approach, can be effective in situations that require quick decision-making or during a crisis. However, this style can stifle creativity and employee engagement if overused. While it’s essential for leaders to maintain control and make decisions, empowering employees to take ownership of their work is just as important. Leaders who encourage autonomy and trust their teams tend to see higher levels of motivation and job satisfaction.

Then there’s the transformational leadership style, which focuses on inspiring and motivating employees through a shared vision. Transformational leaders challenge the status quo, encourage innovation, and work to elevate their team members’ potential. This approach fosters a positive work culture, where employees feel valued and driven to go above and beyond. However, it requires a leader who is not only passionate about their vision but also skilled at communicating it in a way that resonates with their team.

On the other hand, the democratic or participative leadership style places a strong emphasis on collaboration. In this approach, leaders involve their team in decision-making and value input from all levels. This style can be incredibly effective in building a sense of trust and cohesion within a team. Employees who feel their opinions are valued are more likely to be engaged and committed to the organisation’s goals. However, it can be challenging for leaders to balance the need for consensus with the need to make timely decisions.

A more laid-back and approachable style of leadership is known as the coaching style. Leaders who adopt this style focus on mentoring and developing their team members’ skills. Coaching leadership is great for long-term growth, as it fosters an environment of continuous learning. Leaders act as guides, offering feedback and support to help their employees improve. However, it can take more time and patience, and in fast-paced environments, it might not always be the quickest approach.

Lastly, laissez-faire leadership is one where leaders take a step back, offering minimal direction. This style works best with highly skilled, motivated teams who can manage their own work without much guidance. While it can lead to high levels of autonomy and innovation, it may result in a lack of clarity or cohesion if not implemented carefully. It’s crucial that leaders are still available for support and maintain an overall vision to keep the team on track.

Ultimately, the most effective leaders are those who can adapt their style to the situation at hand. Whether it’s leading through a crisis or fostering long-term growth, the ability to adjust your approach to fit the needs of your team is crucial for success. At Keen People, we believe that good leadership isn’t just about making decisions—it’s about inspiring others to reach their full potential and creating an environment where everyone can thrive. What leadership style do you find works best for your team? Let us know in the comments!

15Jan

The Importance of LinkedIn Profiles: How to Optimise Your LinkedIn for Job Hunting

A strong LinkedIn profile can be a game-changer when it comes to job hunting. It’s more than just an online CV; it’s a way to highlight your skills, experience, and personal brand to potential employers and recruiters. At Keen People, we know how important it is to have a profile that stands out, so let’s break down how to optimise yours for success.

First, let’s talk about the basics: make sure your profile is complete. Start with a professional photo that captures you in the best light. A clear, approachable image is key, as it’s the first impression you’ll make. Your headline is just as crucial; rather than simply listing your job title, use it to highlight what sets you apart. It’s your chance to show off your skills or passions in a few words. Your summary section should offer a snapshot of who you are, what you’ve achieved, and what you’re looking for. Think of it as a mini bio that lets employers know what makes you tick.

When it comes to your work experience, don’t just list your responsibilities—focus on what you’ve accomplished. Employers want to know how you’ve made an impact in your previous roles. Wherever possible, use numbers and examples to back up your achievements. For example, if you led a project, mention how it benefited the company, whether through increased revenue or improved efficiency. Adding recommendations from colleagues or managers can also go a long way. These give social proof of your skills and work ethic, which can make a real difference.

Your skills section is where you can truly showcase your expertise. Make sure you list relevant skills for the roles you’re aiming for, and ask colleagues to endorse them. This adds credibility to your profile and shows that others recognise your strengths. Engaging with LinkedIn is also a great way to boost your profile. Share interesting articles, comment on posts, or join industry-specific groups. This activity shows that you’re active, up-to-date, and passionate about your field.

Lastly, make your profile job-search ready. Let recruiters know you’re open to new opportunities by adjusting your settings to show you’re actively looking. You can also customise your LinkedIn URL to make it easier to share. Set up job alerts so you don’t miss any relevant roles, and keep your profile fresh by updating it regularly.

At Keen People, we believe a great LinkedIn profile is one of the best tools in your job search. By taking the time to optimise yours, you’ll be putting yourself in the best position to attract the right opportunities. So, take a moment to review your profile—it could make all the difference in landing your next role.

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