Reaching the right candidates
With access to a large CV database, we are best placed to find the human resources expertise you need.
Alongside our extensive database of candidates, our HR recruitment specialists have access to a network of passive candidates – locally and nationally – so we’re able to find you your next valued HR employee to help your business thrive.
Making sure candidates are suited to your company
We take the time to understand your business, the role requirements, and your preferences. This allows us to thoroughly pre-screen all candidates before we present you with the most suitable.
Each time your direct hiring process is extended or doesn’t work out, your costs increase. By working with us we can save you money in the long run.
We offer a variety of service options to suit all requirements, from staged payments to help manage your cash flow to industry-leading guarantees to give you that added peace of mind.
Urgent temporary requirements
With access to thousands of HR professionals, we can act fast when sourcing temporary and interim workers to cover any urgent roles.
We register each candidate face-to-face, either in the flesh or remotely, which allows our expert HR recruitment consultants to assess their individual motivations for applying for the position within your company. Not only does this help us make a sound judgement on a professionals’ knowledge and experience, but it allows our specialists to ensure a perfect match with your company culture. Our market leading guarantees have also been designed to offer you peace of mind.
How long should an interview last?
Discover the full range of items to take into account when planning to interview a candidateInterviewing candidates is often the most crucial part of any recruitment process. Our clients often ask the question, “How long should an interview last?”Spending too little time in an interview can mean you don’t pick up on candidate skills. Too long and it you will experience a diminishing return on your time.Commonly, face-to-face interviews tend to last no less than 30 minutes. Half an hour doesn't give either you or the candidate an accurate impression of each other. After all, you want to ensure that they are the best fit for the business.Although it varies depending on industry, most interviews last between 45 minutes and one hour. This should provide sufficient time and flexibility from both sides to get to know one another.But what works for one business may not work for you. The length of time spent in an interview is also highly dependent on how senior and/or specialist the role is, as well as the total time you and your staff have available.So, to help you to decide on how long an interview should last, here are some items to consider:Before the interview:To make a good impression, candidates often arrive before their allotted time. Ensure either you or a member of staff has the time to greet them before the interview begins.During the interview:Making a firm decision on how an interview will be structured beforehand will help dictate the overall duration of the interview.If an interview is a structured series of competency based questions then the overall time spent will be fairly consistent across multiple candidates. Rehearsing the interview process with another employee can help to gauge how long the interview will take. Less formal interviews often help to gain a better insight into a candidate and can help to build a greater rapport. If you're planning on a more relaxed interview style then extra time may need to be factored in depending how the conversation develops.In certain industries, companies will often ask candidates for a demonstration of their skills alongside a traditional face-to-face interview. If there are any tasks, tests or formal presentations that need to be completed the time for these will also need to be factored in.It is also important that a candidate has the opportunity to raise anything that they're unsure about. Remember to allow time for questions from the candidate at the end of the interview.After the interview:Once the discussions have taken place does the candidate need to be shown anything more, meet members of staff, or see your facilities?The more you can plan your interview process, the better you will be at estimating how long the interview will take – which will give you a more effective recruitment process.
Second interview questions to ask candidates
The second interview may seem like there is a light at the end of the tunnel after weeks of recruitment to find someone for an opening at your business. Your previous interviews have removed candidates who don't fit the role, which leaves only a handful of people, one of whom you most certainly will be working with in the near future. But working out who this person should be is often decided by running a second interview.The second interview is an important comparison task for you and your team and therefore the questions you use need to give you some real insight into the person you may employ. Yet, just as in your first round of interviews, asking the right questions can be crucial in order to understand if a candidate is suitable for the role.Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.Second interview questions to ask candidates:What are your personal long term career goals?The way your candidate answers this question will give you an insight into where they would position themselves within your company in the long term. If they answer directly referencing your business then they are thinking of remaining within the company for the future and will work hard towards achieving their own career goals whilst working hard for the business. It also allows for you to gauge their personality as their honesty will be very important when making a final decision about who to hire.Do you have any questions about the business or the role since your first interview?This gives your candidate the opportunity to ask questions they may not have thought of during the nerve-wracking first interview. This is good for both of you as it allows you to see how much they have prepared for this interview but also gives them the chance to ask the really good questions they probably thought of on the journey home from the first time they met you.What skills do you think are needed for this role?This does not directly ask them what they could offer but questions their ability to comprehend the role and think critically. It then invites them to state the skills they have and how they compare with what they think is needed.Why would you not be suitable for this role?This asks your candidate to think about problem and resolution - how they would overcome any professional issues they may have in the role. How positive they are in answering this question gives you an idea for their own motivation for achievement.What changes would you make at this company?This invites your candidate to analyse the business constructively from the research they may or may not have undertaken prior to the interview. It gives you the opportunity to see how they would deal with negative questions and how they would positively bring about change. Good answers could include more specific training or offering more responsibility to certain members of the team.How soon would you be able to start this role?This is quite a typical question but an important one as the logistics of taking on new staff can be an administrative nightmare. It can be purely comparative as some candidates will be able to start sooner than others. It also shows their commitment to their current roles and how professional they are in their conduct. If they mention leaving their current position without serving notice they may do this to your business as well.Ultimately, good questions are essential in establishing who will be best for your business. Hopefully, having met with a candidate for the second time, you will have a much better understanding of their skills, capabilities and – most importantly – whether or not they would be a good fit for your business.
How to prepare for an interview presentation
Particularly for executive level positions, a presentation stage can be an integral part of the short-listing process.Many employers opt for a presentation interview as it gives a better overview of your general aptitude when compared to (or combined with) a traditional question and answer interview. The presentation is your opportunity to showcase your knowledge, experience and communication skills as well as your general organisation and diligence.Here are our tips on how you can ensure you deliver the best interview presentation possible.Preparing your presentation for an interviewKeep each slide short and significant, aiming for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other intervieweesUse a range of formats to help illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewersInclude quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awarenessIncorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awarenessCheck spelling and grammar thoroughly – small mistakes can really undermine the content of your presentationPresenting tipsPresent confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body languagePractice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothlyArrive early to give yourself time to set up the presentation and settle any nervesGet comfortable with PowerPoint and presentation equipment. Make sure you know how to work the projector, visual screens or remote control before you begin to avoid any awkward stumbles or pausesHave access to multiple sources of your presentation. Email the file to yourself and the recruiter, bring a copy on a USB stick and bring printed handouts. This way you are covered if anything goes wrong with the file you’re intending to useStay within the allocated time. If you have not been given a guidance on length, aim for the 10 minute mark. Time your presentation when you are practising to make sure it will fit within your allowed time slot. If you need to reduce the content of your presentation, cut out the least relevant or weakest pointsBe prepared to adapt. You may have practiced your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be stopped for questions or further discussion unexpectedly10 minute interview presentation templateBelow is an example for the structure of your interview presentation. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer.Slide 1:Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expectSlide 2:About you – Detail your professional experience, skills and working styleSlide 3:Company history – Give a brief summary of the company history, any milestones or awardsSlides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestionsSlide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interactionSlide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoningSlide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the roleTaking these steps should help you to succeed in your presentation interview.