1510

How to Build an Effective Talent Pipeline for Your Organization

Attract, Engage, and Retain Top Talent with a Strategic Pipeline

 

In our post-Covid world, having a strong talent pipeline is more crucial than ever.

And the skills shortage that was present in almost every industry pre-Covid is still threatening organizational growth.

When you’re recruiting, it’s not about the number of people you can attract to your organization; it’s about the quality of these candidates. Even with the perceived increase of candidates in the post-Covid job market, there are still skills shortages across most industries. Depending on the role you are trying to fill, recruitment can be a lengthy and involved process.

One of the most effective ways to ensure you can quickly fill the critical gaps in your team is to have people ready to step into your organization at the earliest available opportunity; in other words, your talent pipeline.

Let’s talk about the why’s and how’s of building a robust talent pipeline.

The Benefits of a Strong Talent Pipeline

Despite the pandemic, skills gaps are widening across all sectors; in fact, the pandemic has brought to light just how crucial the skills gaps are in many industries.

In developing a strong talent pipeline, the aim is to avoid the scenario where you have critical skills gaps and no-one lined up to fill them.

Many organizations think of recruiting only when they actively have a vacant position. A talent pipeline is a way of thinking about your team, and recruitment, in a more holistic way. You will always have an active, engaged audience and the idea of working for your company is something that is always on their radar.

Let’s look at some of the main positives of building your talent pipeline now.

1. Identify More Candidates

When a vacancy arises on your team, wouldn’t it be ideal to already have someone in mind to take over the role?

This is where a talent pipeline comes in; it reduces the fear of having a critical vacancy open as you have a range of potential candidates set up to open a dialogue with.

Your talent pipeline will speak to the 70% of candidates who aren’t actively looking for a job, the ‘passive candidates’ market. Organizations without talent pipelines are missing out on this significant portion of the workforce.

You can start to bring candidates into your talent pipeline at different stages in their careers, starting with graduates up to Exec level.

When you have a talent pipeline you can rely on, you have a range of candidates ready to be invited for an interview rather than starting the recruitment process from scratch.

2. Reduce the Time to Hire

I’m sure you’ll agree that in our post-Covid world, the thought of having critical vacancies on your team is an unpleasant one.

This year, teams have been stretched to the breaking point, with many taking on extra roles, having to adapt to working from home and generally being busier than ever before.

To keep your entire team working cohesively, you need to know that any critical vacancies will be quickly filled, instead of being left unfilled, damaging team output and reducing morale.

3. Increase Your Offer Acceptance Rates

One of the most frustrating things that can happen in the recruitment process is when you think you’ve found the ideal candidate, but then they turn down your job offer.

The more people you have in your talent pipeline, the more they will get to know your organization, and this relationship is what pushes great candidates over the line to say yes to your job offer.

As you can see, there are many benefits to creating a talent pipeline to make your recruiting process much easier.

Next, let’s look at how to build and develop your talent pipeline.

 How to Build Your Talent Pipeline

Creating a talent pipeline means proactively forming long-lasting relationships with candidates who would be the right ‘fit’ with your organization – both in their skill set and their culture and values.

So, how do you do this?

Define What Your Organization Needs

The following are questions to ask when thinking about what you want from your talent pipeline –

  • Who are your key employees and in what roles?
  • What skills are most critical to your organization?
  • Where do you want to take your business in the next 3-5 years?
  • What type of people will you need in your business for it to grow?

Drawing on your experiences with Covid can help here too. When your business was in ‘critical survival mode’ like many were during the height of the pandemic, did this highlight any areas where you were missing vital skills?

Attract the ‘Right’ Talent

Attracting the right candidates to your organization is the critical part of building your talent pipeline.

Building a talent pipeline focuses on attracting both passive and active candidates, rather than a recruitment process which focuses solely on filling a current vacancy.

Having an excellent employer brand will be essential in attracting the type of talent you want. Any prospective talent that comes into contact with you will be forming an opinion as to whether they would like to join your company, whether they’re an active or a passive candidate.

The following are the most direct ways to build your talent pipeline –

  • Networking events – getting your name out in your industry is crucial in building a following.
  • Working with a recruitment specialist.
  • Your social media channels – are you regularly posting engaging content for your candidates?
  • Existing contacts and referrals – do you have a robust referral program in place? How often do you review and reconnect with former colleagues or managers?
  • Graduate campaigns – getting to know the new generation of talent coming through the ranks is an excellent way to build your talent pipeline.
 Review Your Application Process

A poor recruitment process is enough to put even the most interested candidates off.

Making your recruitment as seamless, engaging and professional as possible will leave even candidates who are not successful in receiving a job offer, want to apply again in in future.

Make sure your recruitment process is mobile-friendly; 58% of active job seekers use their smart device to search for jobs. But with many sites still not being mobile-friendly, mobile seekers complete 53% fewer applications and take 80% longer to complete each application than applicants using desktops.

A mobile-friendly application process increases the number of applicants to each role by 11.6%.

Write easy to read job descriptions with clear information; stay away from jargon.

Make sure you have the recruitment process planned out step by step so that applicants can be informed of the exact date by when they will be progressed to the next stage or not.

Important: Always stay in touch with candidates via email or phone throughout the entire recruitment process.

Start Building Your Talent Pipeline

With a network of engaged potential candidates ready to join your business, you’ll ensure that you always have potential on-hand to fill essential roles.

So, now you have the premise of building your talent pipeline, it’s time to get started.

Remember that you don’t have to go it alone – working with a dedicated recruiter is a great way to work on building your talent pipeline.

For more information on how we can help you build your talent pipeline, get in touch with us at 919-813-2454 or email us here Info@theblackdiamondagency.com

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1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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7 Common Qualities of High Performing Employees

As a business leader, it’s essential that you hire individuals onto your team who will thrive, which in turn allows your business to grow.

The ‘right’ hire can make all the difference, just as hiring someone who isn’t exactly what you’re looking for can be harmful to your team and ultimately your success.

The U.S. Department of Labor claims a bad hire can cost your business 30% of your employee’s first-year earnings. No business wants to spend any more time, resources or revenue than is necessary on their recruitment process. In an ideal world, you would make the best hire the first time around – every time. Unfortunately, in real life, it’s not as simple as that.

As a leader, there are ways that you can mitigate hiring problems and challenges in your organization. High on the list is only hiring individuals with certain high-performing skills.

Today, we share the 7 top qualities to look out for in your recruitment process – hire employees with these attributes to attract the success you want for your business.

1. A Great Communicator

Communication is the number one attribute all great employees have. In any organization, no matter how small, the way employees interact with each other is the key to a successful team, and this has only been increased in our new physically distanced world.

Since the rise in remote working, possessing excellent communication skills has never been more critical. Sending an unclear email, miscommunicating a message over messenger bots or on the phone can cause all kinds of problems for the entire team.

The most successful teams are full of great communicators – so look for this attribute as something essential in your recruitment process.

2. Autonomy

In a busy organization, you need people who can work independently outside of the initial onboarding period. Your employees need to be able to manage time effectively, balance their workload and ensure that deadlines are met.

Additionally, autonomy is a contributing factor to high engagement, productivity and work satisfaction – so when you employ and encourage autonomy in your teams, both you and your employees will benefit.

To find out if candidates have high levels of autonomy during the recruitment process, ask them how they feel working independently and if they have experience working on their own – particularly from home – and look out for how confidently they talk about being self-driven.

3. Leadership Skills

Another key trait to look out for is their leadership potential.

In our ever-changing world, you must know that your team can step up when needed. Additionally, when you recruit people with leadership potential, this is a long-sighted growth strategy which can save you time and money in the future.

Leadership qualities involve a variety of soft skills including communication, confidence, delegation and being able to give and receive feedback.

4. A Positive Mindset

A positive mindset is essential, and unfortunately, it’s not something that can be taught easily.

Some individuals approach challenges with a ‘can-do’ attitude, are always able to look at the positive in a situation and can consistently bolster others – and these are the type of people you need in your organization.

Individuals with a negative mindset will find it harder to thrive and move forward, as they find it challenging to see past obstacles. Unfortunately, their negativity can quickly spread and bring other members of the team down too.

Additionally, positive individuals have an ability to adapt to change with ease – which is going to be essential in companies moving forward.

5. A Team Player

As with a positive mindset, being a team player is a crucial trait for employees to have in our post-Covid world.

Be on the lookout for people who have plenty of experience working as part of diverse teams. Working with lots of different people and personalities is a great way to develop the skills needed to be an excellent team player.

Team players contribute by listening to their colleagues and offering different perspective. They help to strengthen bonds and trust within the team, and they are essential when things get tough.

6. Emotional Intelligence

Emotionally intelligent individuals possess the interpersonal skills needed to help your organization thrive, and they do this in a few ways.

Building on the great soft skills we have already mentioned in this article, emotional intelligence allows employees to exhibit the following:

  • Self-awareness – the ability to prioritize, manage time and resilience to stress and anxiety during busy times.

  • Self-regulatory behaviors – they are always in control of their emotions, and they are good at resolving conflict.

  • Empathy – they can understand perspectives of other team members, which allows them to work well with everyone.

  • They can take feedback constructively – they don’t let it affect them personally, and they learn and grow from the experience.

An ideal team is full of people with high emotional intelligence. It is such a necessary trait it ranked sixth in the World Economic Forum’s list of the top 10 skills that employees will need to thrive in workplaces of the future.

7. Agility

And finally, with the enormous changes that have happened to our world due to the pandemic, flexibility is essential.

Never before has the skill of being able to work outside of our comfort zones been so necessary. It is now essential for all employers to be sure that their teams are able to pivot to the ever-changing needs of a post-pandemic world.

Some people are great at adapting to change, others find it more challenging, and some are unwilling to try.

How have employees coped with the recent changes to our world? Have they been happy to embrace new ways of working and living? Agility comes with a growth mindset, one where employees are always looking to develop and to grow. This is the only way continued future success is possible.

Finally

If you are looking to employ new talent into your organization, these are the skills that you should be on the lookout for.

If you need help finding great talent for your business, we can help.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us at Info@TheBlackDiamondAgency.com.

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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6 Tips for Improving Your Interview Process

When it’s time to interview the shortlist of candidates for your vacancy, you need all the help you can get to ensure you eventually make the ‘right’ hire.

Interviewing is a skill, and just because you are in a managerial position, that doesn’t mean that interviewing comes naturally to you.

Likewise, just because you’ve been interviewing for years, this doesn’t mean that your technique doesn’t need honing.

Today, we share 6 clever tips for interviewers to help you make the best possible hire from your shortlist of applicants.

1. Review Your Company Mission and Vision

Companies with the strongest culture attract the best candidates; it’s a fact.

Reviewing your company vision and mission might be a case of refreshing your memory of the values and attributes that your business aspires to, but it could also be a case of rewriting them entirely.

Since the pandemic and the shake-up to businesses that this caused, many companies are finding that their mission and vision has changed – is this true in your business?

For example, in some organizations, communication between employees in the form of weekly in-person meetings might have once been an essential part of their business strategy. But since the introduction of remote working, this is no longer the case. Does your company recognize and appreciate the need for flexibility to allow for remote working, which is more vital than ever?

The first thing to do before the interview process starts is to review your company vision and mission statement for our post-pandemic world.

2. Get Familiar with the Job description

In an ideal world, you will have written the job description yourself and inherently understand what you need from your new hire, but this is not always the case.

In larger companies, there can be several people involved in the recruitment process, so it is essential that everyone involved is aware of what you are looking for in your open role and that this is communicated to candidates at every stage.

Especially now in our ever-changing world, the position that you are hiring for might be an entirely new role for the company – do you know the exact skills and attributes that you are looking for?

3. Use a Consistent Process

Interviewing candidates can be an emotionally-charged experience for both the employee and the employer.

Many interviewers by-pass red flags in the interview and go with their ‘gut feeling’ – but this is not the best way to hire the right talent for your business.

For every interview to have the best outcome, you must work to a method and stick to it. This means:

  • Choose your questions carefully and don’t deviate. You can ask extra questions that might crop up in your mind at the end of the planned questions – this gives all candidates a fair interview.

  • Practice your note-taking – taking accurate notes is an essential quality for all interviewers to have.

  • Use a scale to rate candidate answers – you can give a score out of 10, or use ‘excellent’ to ‘poor’ at the end of each answer to remind you when you are looking back over your notes.

4. Be Compassionate

Interviews can be daunting, and this is something that interviewers and hiring managers can become desensitized to, especially if they have a lot of experience conducting interviews.

Showing compassion and consideration instead of the stony managerial tone some interviewers adopt will benefit both the interviewee and yourself.

Candidates perform much better in interviews when they feel at ease, and so making sure they feel relaxed is a great way of seeing the real candidate and allowing their best self to shine through.

So, don’t be continually testing the candidate or focusing on negativity and flaws to try and ‘catch them out’. Keep it positive, even if you plan on asking the dreaded ‘what’s your greatest weakness?’ question (we will look at interview questions in another next section).

Take your time, and allow the candidate to take theirs – allow enough time for a good conversation, don’t aim to get them in and out in 20 minutes.

And finally – smile!

5. Get Your Questions Right

There are certain interview question stereotypes, which it is best to avoid if you want better interview outcomes.

There are standard questions that many interviewers ask, such as ‘what will you bring to the role’, ‘tell us what you know about our company’ and of course, ‘what is your greatest weakness’.

Try asking the candidate to explain a passion of theirs to you – preferably work related. As this will allow them to demonstrate their communication skills and their interests. It can help bring people out of their shell and shows how effective they can be at communicating ideas to another person.

Another great question right now is to ask how they coped with the Covid-19 crisis, either at home or at work. We all had to make changes to our lives and routines – did they take it in their stride or did they find it hard to adjust quickly to new ways of living and working?

Additionally, aim to curate an interview environment which feels like a conversation rather than an interrogation – this will put candidates at ease and makes the interview experience more pleasant and productive for everyone involved.

6. Candidate Aftercare

Ensure that you treat each candidate, even unsuccessful ones, as you would treat a customer, even after the interview process is over.

This is a great way of looking after your talent pipeline – candidates who are suitable but unsuccessful on this occasion will be inclined to apply again if they come out of the experience with a positive view of your company.

Respond to candidates in a timely manner – this goes for successful and unsuccessful candidates both during and after the interview process.

Encourage unsuccessful candidates to apply again, and you can even keep in touch on LinkedIn, where you can share information and updates about your business.

As for the successful candidate – congratulations on your new hire; now it’s time to get them onboarded successfully.

Finally

If you are looking to employ new talent into your organization and you need help attracting the right talent – we can help.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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Revitalizing Your Employer Brand

Navigating the Post-Pandemic Landscape

 

All businesses have an employer brand, whether they actively work on it or not. If you haven’t been giving much thought to your employer branding recently, then now is the time to start.

Your employer brand is the way the world sees you; from your products and services, to your mission, vision, ethos and your team – yes, there is a lot to consider!

The question is – how should your employer brand be positioning your company in our post-pandemic world? The world has changed, and it is more crucial than ever that your employer brand is positioning you above your competitors.

In today’s blog, we look at the crucial elements of employer branding in our post-pandemic world.

What is Employer Branding?

Your employer brand is your talent attraction magnet. It’s also the way your customers view your business – the reason people interact with your organization and the way the wider world views your company.

But for the purpose of today’s article, we’re going to be focusing on employer brand in terms of talent attraction. And specifically, employer branding in our post-pandemic world. What worked pre-pandemic will not necessarily work now; the best talent is looking for certain things they weren’t a year ago, so let’s look at what they are.

A Considerate Brand

The pandemic has brought down barriers in ways that we could never have expected. Now more than ever what people are looking for from the organizations they interact with, and specifically the organizations they want to work for, is that they have a personal, considerate approach to being an employer.

People are now looking for reassurance and support wherever they turn – from their friends, their family, and especially their employer.

Transparency is key here too. If you’ve had to make lay-offs in certain areas, but senior management have received bonuses, how will this look to candidates who are researching your brand?

It can be tricky getting the balance here right, but everyone is aware of how tough things have been during the pandemic. Being honest and transparent about the decisions your business has made is key – candidates are increasingly turning away from brands that are seen to be dishonest about their practices.

A Focus on Health and Wellbeing

A big factor for candidates is how much of a focus you have on health and wellbeing. Wellbeing and particularly mental health have been gaining traction in the employment world for some time, but the pandemic has skyrocketed their importance. Your post-pandemic employer brand needs to ensure candidates that you are treating the health and wellbeing of your workforce with the utmost importance.

This includes:

Prioritizing clarity and caution – the virus hasn’t gone away yet, and brands who maintain an excellent focus on physically protecting their employees with excellent Covid-19 procedures will be viewed by candidates favorably.

– Offering flexible working (where possible) – allowing employees to work from home, and being flexible on the matter is what the best candidates will be looking for.

– Offering real help to support employee health and wellbeing – do you encourage physical health in your employees? Do you champion mental wellbeing and strive to be a compassionate employer – if so, will candidates know this from looking at your website or social media?

Showing that you are dedicated to health and wellbeing is not about bragging about it on social media – it’s about demonstrating your values in a way that’s easy for candidates to find and communicate your wellbeing offering in an honest and transparent way.

A Communicative Brand

Communication was the one thing that kept us together during the pandemic, and the way you continue to communicate with candidates during the ongoing crisis and afterwards will be a significant part of your employer brand going forwards.

Your social media channels are the first port of call for candidates to contact you, and your followers (which will include potential future candidates) are still the number one place to maintain your employer brand.

But some organizations stepped away from posting anything on social media during the pandemic. Some thought it insensitive; others simply didn’t know what to post during the highly changeable time. But posting online to maintain your employer brand doesn’t always have to be about self-promotion.

There are many different types of content you can share on your social channels to alert candidates to what type of employer you are, and what your company is focusing on in our post-pandemic world.

This can include:

– Industry updates

– Helpful articles which could be of interest to your employees and candidates including think pieces either from your own company or from an industry thought-leader

– Updates about your company – have you launched new products or services? Have you celebrated a milestone recently? Moved offices? People love to see ‘human’ updates from real people about real people (your team).

– And of course – your latest job openings.

Giving Candidates a Sense of Purpose

Finally, a sense of purpose is another major factor that great candidates are now looking for in their post-pandemic employers.

Meaningful work is increasingly what millennials are looking for – and this section of workers now makes up the largest part of the worldwide workforce.

The Deloitte 2020 talent survey states that employers should provide meaningful work or they will struggle to attract and retain their workforce.

What is it about your company that makes your employees feel as though they are making a positive difference to the world?

Finally

If you’re looking for new talent for your organization and are struggling to find the ‘right’ candidates – we can help. Get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com and we will help you find the talent that you have been looking for.

 

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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Unlocking Potential, Unleashing Success

Build a Thriving Workplace with DEI

 

The world of work has changed dramatically in recent years, and the pandemic has heightened awareness for the importance of diversity and inclusion in the workplace.

Recently, there has been an increased realization from employers that they need to be doing more to promote diversity and inclusion.

There are numerous benefits for both employers and their teams when equality, diversity and inclusion are championed in your business.

Today, we look at why this is and how to build a more diverse team.

Keeping Your Diversity and Inclusion Commitment

It is no secret to employers that a diverse team is a productive team.

A Harvard Business Review report found that when making decisions, teams with a diverse make-up outperformed individual decision-makers 87% of the time. Plus, diverse teams are proven to have increased innovation and creativity, have higher employee engagement, and they generate increased profits.

But unfortunately, during the ongoing Covid-19 situation, diversity and inclusion have slipped down the list of priorities for many organizations.

Diversity, equity and inclusion has certainly gained momentum in recent years as an important issue and should not be treated by employers as a ‘trend’ to dip in and out of when it suits them.

It is something that needs to be built into the mission, vision and ethos of your company.

 

Title VII of the Civil Rights Act of 1964 states that no individual should be discriminated against in the workplace due to their race, color, religion, sex and national origin. And yet, there is still a lot of work for many organizations to do to ensure they are operating an entirely equal and inclusive working environment.

So, let’s look at how employers can ensure they are championing diversity, equity and inclusion in their place of work.

1. Create a Culture of Equality

One of the more challenging elements of creating a fair and equal environment in your workplace is changing the climate that may have been in place for many years, sometimes even decades.

Management styles can get passed down through generations in organizations, as one set of managers and leaders replaces another and picks up subtle ways of working, which can become set within the company ethos.

At best, this can include acting and behaving a certain way which only serves a few individuals out of a whole team, hiring the same type of people. At worst, it can mean actively shunning certain groups of people – and remember, this can be done consciously and subconsciously (we will discuss unconscious bias in more detail in the next section).

So, to combat inequality, and cultivate a culture of equality, this needs to be addressed at the most basic level by including an equality, diversity and inclusion article in your company mission statement.

But including an equality objective in your organization is just the first step.

Remember to continually review and evaluate your policies and procedures to ensure that equality is present in:

  • Your recruitment

  • Career opportunities and promotion decisions

  • Learning and development

  • Disciplinary procedures

  • Performance management

Next, let’s look at tackling unconscious bias in your workplace.

2. Managing Unconscious Bias

Unconscious bias can affect all of us, and it’s essential that it is managed effectively in your organization, from whom you choose to employ, who you choose to promote, which members of the team you ‘prefer’ working with and how members of your team engage with each other.

Of course, we are naturally attracted to people with whom we can find common ground, and this affects the way we interact with others both in the workplace and out of it.

You could look into training programs for the entire team on how to spot and tackle unconscious bias – this type of bias is so ingrained that we often don’t realize that it’s happening.

There are also some ways to spot and stop unconscious bias in your workplace, including:

  • Being aware of the potential for unconscious bias – talking about it with employees and making them aware of how their interactions can affect others.

  • Question yourself and the decisions you make regularly – have you chosen a certain individual for a new project because they are the best person for the job, or because you tend to favor them?

  • Create a support network for employees – let them know that if they feel they have been overlooked or singled out due to a bias, that there will always be support for them and that you will actively work to remedy this.

Finally, let’s look at the easiest place to champion diversity and inclusion in your workplace – your recruitment process.

Championing Diversity in Your Recruitment Process

If you are committed to increasing diversity, equity and inclusion in your organization, your recruitment process is where you can start to make positive changes.

Recruitment can be a complex and emotionally-charged event.

Many employers and hiring managers have very stringent ideas of whom they believe they are looking for, for a particular role. And of course, this affects the potential for a diverse workforce.

Whether conscious or not, it is a fact that hiring managers like to hire people who remind them of themselves. But this makes for a very un-diverse workforce.

What can be done to reduce bias in your recruitment process?

You can introduce blind skills challenges, make use of AI in your recruitment process or use new and different channels to advertise your roles. You can also work with a dedicated recruiter.

Working with a recruiter will allow you to reduce the amount of bias in your recruitment process, not only as they will work as a mediator between the company and the candidates, which allows for a completely unbiased selection process. But they can also challenge your ideas of the kind of candidate you are looking for and can locate candidates that you would never have been able to access when working alone.

To find out more about how to champion diversity, equity and inclusion in your organization by working with a recruiter, you can contact us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.

Remember – creating a diverse workforce leads to higher engagement, greater productivity and is better professionally and personally for every member of your team.

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1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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6 Strategies for Retaining Top Talent

As we are now living in a world that has been changed by the pandemic, your employee retention strategy must be better than ever.

 

A pre-pandemic Retention Report by the Work Institute (2019) found that “one in three workers would voluntarily leave their job by 2023”. And this has only increased due to significant shifts in the market due to Covid-19.

 

The effects of the pandemic are going to be felt in organizations for years to come, and so employee retention needs to be a key focus in order to ensure you are keeping your team engaged and satisfied in their roles.

 

Hiring for replacement team members is not something any company wants to be doing right now, and so an excellent employee retention strategy is essential.

 

The following 6 strategies will help.

 
1. Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, it is essential that you find out if you are overlooking anyone in your team.

 

Teams will naturally include individuals with a variety of skills, experience and personality types.

 

But in most teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

 

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

 

Leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that each and every team member must feel valued and supported.

 
2. Create Unlimited Opportunities for Growth

According to this LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many employers will get to the point where they have a great team in place and think that their job is ‘done’.

 

But continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new roles often cite a desire to develop themselves and their career further as a reason for leaving.

 

No-one wants to be stuck in a role where they feel as though progression is an unlikely possibility. So, invest in robust training and development for your team – it can be anything from personal development training to allowing them time to learn new skills.

 
3. Demonstrate Excellent Values and Ethics

The most desirable employees are looking for employers with meaningful values and ethics. And this has been accelerated by the pandemic. We are all thinking much more about what is really important to us, and working for a company they believe in is high on every employee’s list of priorities.

 

Employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever. How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

 

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

 
4. Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work.

 

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them. Ask them what is important to them in their roles and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to identify stretch assignments or projects they can work on to continue growing in their career.

 

Also, create a mission statement which helps employees to understand how their work positively impacts the world.

 
5. Enhance Your Employer Brand

Your employer brand is the thread that links employees to the organization – all employees want to work for a company which they feel aligned to.

 

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this gives employees the opportunity to look elsewhere and to be tempted to leave to work for a brand with a better reputation and culture.

 

Your digital footprint is key in creating a strong employer brand which your employees will feel proud to be a part of. Think about what you post and how often. Employees like to see that their employer is actively engaged in current topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

 

Get your employees involved in team strengthening events, use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organization.

 

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.

 
6. Get Your Recruitment Strategy Right

Employee retention all starts with your recruitment process. When you start your employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Studies reveal that the better the onboarding process, the lower the turnover.

 

A shocking 20% of employee turnover happens within the first 45 days, and this is mostly due to a poor onboarding process.

 

Onboarding is part of the recruitment process, and yet many employers believe that recruitment stops the moment the candidate accepts the job offer. Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention.

 
Finally

A certain amount of staff turnover is unavoidable. But follow the steps in this guide to improve unnecessary employee turnover in your organization.

 

It’s never easy to lose a great employee, but when you work with a specialized recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment.

 

To find out how we can help you find your next talented team member, get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.

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1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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Banish Interview Nerves for Good

Applying for a new role, and going through the recruitment process can be a daunting task for even the most experienced professional.

 

Interview nerves affect most people, but they can make the recruitment process more stressful than it needs to be for you, the candidate.

 

Your next job might be the start of something amazing – so naturally, you will want to impress the hiring manager.

 

If you are preparing for an upcoming interview, we have created this guide to help you boost your confidence to help land you your next role.

 
1. Role Play Interview Practice

We all know that preparation is the key to success – and anyone who has ever had a job interview will have been told to practice their answers beforehand or at least have some specific examples ready to speak to.

 

But very few candidates ever actually go to the lengths of practicing a role-play style interview with someone, and yet doing this can help you significantly.

 

Practicing your answers while you are alone, or even writing down specific answers or themes are great ways to prepare – but nothing beats a real-life run-through beforehand.

 

So, get someone, a friend or a family member, to act as the interviewer and get them to ask role-specific or general interview questions – be prepared for both – and practice giving your answers.

 

You will not know until you rehearse in this way that you might want to add something into one of your answers, or that you need some extra practice when talking about a specific subject.

 
2. Boosting Your Confidence Before the Interview

Immediately before the interview is when candidates are at their most nervous.

So it is during this time that the most crucial confidence-boosting techniques are needed.

 

The following are great simple tips to help you in the hour up to the interview. Find somewhere private, either in your car or a private hallway to take a few minutes to practice the following:

 
  • Picture yourself succeeding – visualization techniques are shown to be effective at helping reduce nerves and focus the mind.

  • Breathing techniques – take slow, deep breaths to help calm any nervous jitters you may be having.

  • Say some positive affirmations to yourself – saying ‘I will succeed’, ‘I deserve this job’ and ‘I am going to be successful in this interview’ will help you foster a positive mindset, which can significantly improve your confidence.

Once you are in the interview, let’s look at how some simple body language techniques can help you relax and be your most confident self.

 
3. Body Language During the Interview

The way you hold yourself will make you feel more confident so that you are able to give a better interview, plus it will also signal to the interviewer that you are relaxed and professional.

 

First impressions count, so smile when you say hello. Try not to perch nervously on the edge of your seat – sit all the way back in your chair, with a straight back, not slouching.

 

When you give your answers, talk with your hands as this will allow you to communicate your ideas more effectively. But also, be careful with the way you use your hands – don’t gesticulate too wildly, and when you are listening rather than talking, try not to fidget or keep touching your hair or your face, which people tend to do when they are nervous.

 

Remember to carry on breathing deeply, and always say yes to a glass of water – you can take a sip to compose yourself before you give your answers, or if you need a moment to pause.

 

Make eye contact with the interviewer, but not too much. And finally – smile during the interview – you want to look like you are happy to be there!

 
4. Be a Great Listener

There will be time during the interview when the interviewer is asking the questions or explaining about the company. During these times, remember to employ excellent listening skills.

 

An interview is about listening as much as it is about talking.

Nod when the interviewer is speaking and always make sure they have finished before you give your answer.

 

The interviewer will be looking for someone who will get along with the rest of the team – so an overconfident candidate who spends the entire interview singing their own praises can be a turn-off.

 

Remember that not every answer you give has to be perfect – but listen to what the interviewer is asking, and you can always ask them to repeat themselves or clarify if you aren’t sure what they meant.

 

Interviewers are human, and they don’t always give perfect interview questions.

 
5. Look to Connect, Not Impress

And finally, a great tip to boost your confidence is to not think about the interview as an interview – but a conversation.

 

Aim to connect with the interview, not to flat-out impress them with everything you say.

 

Building rapport with an interviewer is a great way to be a memorable candidate, and striking a meaningful conversation rather than stressing while trying to appear superhuman will allow you to naturally ease into the interview and will make the whole experience much more enjoyable.

 

Confidence is about being honest and transparent; it is obvious when someone is trying to be somebody they’re not.

 
Finally

Are you preparing for an upcoming interview? Or maybe you’re not quite there yet, and you’re still looking for a new role.

 

If so, we can help. We can help you will all aspects of your new job search, from resume help to arranging interviews, and of course – helping you prepare for your all-important interview.

 

To find out how we can help you in your new job search – get in touch with us at 919-813-2454 or at Info@TheBlackDiamondAgency.com.

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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These 6 Signs Mean It’s Time to Look for a New Role

Naturally, we all go through periods of having exciting projects at work which make us fall in love with our roles again; and times when finding motivation is hard.

 

But if the thought of the end of the weekend and another week in work fills you with dread, this could be a sign that something is seriously wrong.

 

Either you’ve outgrown your role, your workplace has become toxic, or you realize that your passions lie elsewhere; in a different position or with a new company with different values. There are some signs to look out for which indicate that it’s time to look for a new job.

 

Deciding on a career move can be a daunting thing, and that’s why many people try to ignore the warning signs that they should move on.

 

Today, we share the six undeniable signs it’s time to look for a new job (and how to find one).

 
1. You Have Stopped Enjoying Going to Work

There can be many reasons people are reluctant to leave the house in the morning, from a commute that is regularly filled with traffic to a lengthy train journey.

But generally, travelling to work should not be a time where you dread the minutes counting down until your morning start time.

 

Have you found yourself stopping off for a coffee to delay getting into the office? Have you started taking the longer route to work? Does the thought of work in the morning keep you from sleeping at night?

 

Of course, many more of us are working from home now, and so the physical act of going to work might soon become a thing of the past in many roles. But this feeling of dread can become present in morning Zoom meetings, when you’re on a conference call or any time work-related messages pop-up on your screen.

 

A sense of dread when you think about your job should not be ignored – if this is happening to you, it’s time to make a change.

 
2. You Feel Disconnected From Your Role

High employee engagement is a characteristic of all excellent employers.

Great employers will ensure you have the right amount of work to do; that you’re not overworked or frequently find yourself with few tasks and unsure what you should be doing.

 

You should feel a passion and drive for your role, and a connection to your team and your employer which makes you want to give your best to the job – it was hopefully there when you first started in your role.

 

But over time, inadequate management can lead to employees feeling disconnected and then eventually stop caring. It’s hard to find enthusiasm for your role when you have become disconnected.

 
3. You are Taking Extra Sick Days

Taking extra sick days, or taking holidays simply to get away from your job is a sign that something is wrong.

 

It is estimated that 12.7% of all sick days are taken due to mental health problems, which can often be attributed to your current role in the first place.

 

If your mental health is being affected due to your job, first speak to your manager. They have a duty of care to you to ensure that your position is not causing you harm. Sadly, if the problems are out of your manager’s control, and they continue, it might be time to look for an employer who has an excellent wellbeing reputation.

 
4. You Don’t Get Along With Your Boss (or Your Colleagues)

Having a great relationship with your boss and your colleagues is never a given in any role – it’s always a nice added bonus when you find a role you love, and you get along with your team.

 

But negative relationships with the people you work with every day can quickly become draining, and they can turn a once dream job into a nightmare situation.

 

There should always be avenues you can explore before it gets as serious as leaving for a different company, but sometimes that’s what it takes.

 

Toxic workplaces are sadly more common than you might think, and although your job might look great on paper, if your boss regularly puts you down, and the atmosphere in the workplace is continually negative and is holding you back from success in your job role and your whole career, it’s time to find a company where you not only feel fulfilled but also happy.

 
5. You’re Being Underpaid

66% of employees feel that they are underpaid for the work they do – does this sound familiar?

 

When you start a job, the expectations might have been clear, but what commonly happens in workplaces is that over time, and as you become more experienced within the organization, you are tasked with more and more duties.

 

And your remuneration rarely increases with the amount of extra work you are now expected to do.

 

It might be a simple case of your manager not realizing how much extra “outside of your” role you are taking on – but this again is poor management on their part.

Suppose you are increasingly given extra tasks or are performing managerial duties and your employer tells you that you are not going to be paid any extra for it. In that case, this is a sign that your employer is taking advantage of you.

 

Not all employers behave like this – now should be the time to find one who doesn’t.

 
6. You Feel Undervalued

Aside from being paid a fair wage for the work you do; it is also important that you feel emotionally valued and supported by your manager and your colleagues.

Signs that you are being undervalued by your current employer include:

  • your work is overlooked,

  • your performance and pay reviews are continually pushed back,

  • you’re not trusted to have autonomy in your role,

  • those around you are promoted, and you get left behind.

Being undervalued can be a sign that your current employer is not going to support you in your career and that things are unlikely to change unless the entire company has a management shake-up – but you don’t have to wait for this to happen.

 
Next Steps

Many people stay in roles that are making them severely unhappy and impacting their mental health because they believe there is no other option for them.

 

The truth is there are always other options; you just might not know where to find them – and that’s where we come in.

 

Speak to a dedicated recruitment company – they will be able to offer advice and options, they can put you in touch with new potential employers and organize interviews for you – what are you waiting for?

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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Starting a New Role – 7 Strategies for Success

You’ve been offered a new role with a new company – Congratulations!

 

There are a few things to do now. First, celebrate and inform your current employer of your resignation.

 

Secondly, is to think about how you’re going to make a success of your new role.

You know you have the right skills, abilities and experience that your new employer is looking for, so you can relax on that front.

 

But still, starting a new job can be daunting. You want to prove to your manager and your new colleagues that you’ve got what it takes.

 

Thankfully, there are a few strategies you can implement from day one.

 

So here are 7 strategies for creating success in your new role.

 
1. Knowing Where to Focus Your Efforts

Securing your new role is just the first step in this exciting new part of your career.

Although your recruiting partner will have helped you find a role which perfectly matches your skills, abilities and aspirations, it is not up to you to find out what is expected of you in your new role.

Things to think about:

  • Find out what your manager’s priorities are – and then find out how this relates to you. This might be covered in the onboarding process, but it will help to have defined short, medium and long-term goals to work towards.

  • What do you need to do every day in your day-to-day duties?

  • What is your manager’s style, and how are you going to develop a relationship with them?

  • What are your KPIs, and how will you be evaluated in your new role?

The more you can find out about where you fit into the business’ ultimate goals, the faster you will settle in and can start achieving success.

 

2. Demonstrating the Right Skills and Attitude

You will have been hired for your skills, and it’s time to put them to good use in your new role.

 

Think about is there anything you learned in your previous role that you could bring to your new organization?

 

You must also demonstrate that you can work well with your new colleagues – and this might mean navigating a few different working styles and figuring out how your new team works and how they communicate.

 

The key things to remember here are:

  • Practice your communication skills and be patient with others – it takes time to form strong working relationships.

  • Be flexible – you might have a fixed opinion from your previous roles about how to undertake specific tasks, but now is the time to observe others and fit in with how your new team operates.

  • Be pro-active in problems solving – don’t be afraid to take on new challenges in your new role; it shows you are resilient and hard working.

3. Forming Good Habits

It is essential that you maintain professionalism in everything you do, and avoid getting into workplace gossip, even though it might seem like a good way to form initial bonds.

 

Focus on your results in the early stages of your role; don’t be afraid to ask your manager to clarify that you’re on the right path, but refrain from asking continually about things you aren’t sure of. Save up your questions and ask once a day. If you aren’t sure of what to do at any point, be proactive and find something to do – ask your new colleagues if they need help.

 
4. Active Listening

Active listening is different from the type of listening that most people demonstrate – that is, listening with the intent of responding, and not listening deeply to what it is the other person is saying.

 

You can learn a lot more when you focus intently on the things your new colleagues and manager say to you. You can absorb so much about the company, the people, your role and the industry when you actively listen.

 

So, never make assumptions – and actively listen to your peers; you might be surprised at how much you learn.

 
5. Always Learning

We can all be guilty of believing that we have nothing left to learn about a particular subject, especially if it’s an issue that you are very familiar with.

 

But the start of a new role should be a reminder than there is always more to learn.

Once you have your new role parameters and goals clearly in your mind, you can then look towards your ongoing development.

 

Speak to your manager about L&D and ask if there are any courses you can take or any in-house training extra to your onboarding that you can partake in.

 

Remember – every day is a school day!

 
6. Deciding What to ‘Let Go’ Of

Part of growing in your new role is in realizing what you can let go of.

 

Success is not always about refining your skills and developing new ones; it can also be an opportunity to let go of old habits and mindsets that could be holding you back.

Learn when to say ‘no’; notice when you are more likely to procrastinate or become distracted, and finally, say goodbye to the fear of failure.

 

Starting a new role is a powerful thing, and it can be the opportunity to be the ‘you’ you have always wanted to be.

 
7. 30, 60 and 90 Day Plans

And lastly, success will not happen on its own – is must be planned for.

The onboarding process in your new role should set the objectives of your position; however, the detail and specificity of onboarding programs can vary between organizations.

 

So, it’s advised that you set yourself some 30, 60 and 90-day goals – even if they are just personal goals that you want to achieve in your new Role.

 

Achieving personal targets related to your new Role is a great way to boost your confidence and draw success towards you.

 

30, 60 and 90-plan have been proven time and again to be a really effective way of helping people achieve their goals.

 
Finally

Are you just about to embark on the excitement of a new Role? Or perhaps you’re looking for your next opportunity and aren’t sure where to start your new job search.

If so, we can help.

 

We help candidates just like you find great new career opportunities. From resume help, and interview prep to career advice and organizing interviews for you. Get in touch with us at 919-813-2454 or at Info@TheBlackDiamondAgency.com.

SHARE THIS ARTICLE
1510

Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

SIMILAR RESOURCES

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View Article
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How To Handle Interview Rejection

After days or weeks of getting ready for your interview, few things are more crushing than learning you haven’t been successful in getting the job. Rejection is difficult to deal with in any part of life, but it can be particularly upsetting when you’re striving for the perfect career.

 

However, rejection is also a common part of the job searching process. Learning how to respond productively to a lost job opportunity is the way to ensure you don’t keep making the same mistakes the next time you meet with a hiring manager.

 

Here’s what you can do to correctly handle interview rejections.

 
Step 1: Ask if the Role Was What You Really Wanted

First, it’s worth asking whether the role was right for you in the first place. When you’re keen to take the next step in your career, you might start applying for just “close enough” roles to what you really want rather than seeking the ideal role.

 

Perhaps you were attracted to certain aspects of the position but were a little concerned about the company culture. Maybe you were happy about the opportunity to find your first job in an industry you thought you wanted to be in, but the position in question didn’t really give you much scope to showcase your skills.

 

If you weren’t particularly passionate about the job in the first place, there’s a good chance the hiring manager picked up on that fact. Maybe you rushed through the research stage of preparing for the interview or failed to leave a lasting impression.

Ask yourself whether this role was right for you, and if it wasn’t, consider adjusting your job search accordingly. Applying only for the positions you truly care about will motivate you to showcase the best version of yourself during your next interview.

 
Step 2: Reconsider Your Qualifications

Even if you liked the idea of the role you were applying for and thought it would be good for your career, you may not have been perfectly positioned for the job. Take another look at the job description and highlight the qualifications the manager was looking for. Do they match your education and experience perfectly?

 

If not, this could be a sign it wasn’t what you did in the interview that lost you the opportunity. No matter how confident you appear during the interview, most hiring managers will still prioritize candidates with the right qualifications.

 

If you continue applying for similar roles in the future, the best thing you can do now is start working on adding to your skills. Make a list of all the talents and educational credentials you don’t already have and start seeking them out. Even showing your “would-be” employer you’re tacking steps to learn new skills can improve your chances of getting your next role.

 
Step 3: Brush up on Your Interview Confidence

If you did have all of the correct qualifications and experience for the role you wanted, the problem could be with your technique. Lack of confidence during an interview is a common reason why around 40% of candidates don’t make it past the first interview stage.

 

Look back over the conversation you had with the hiring manager. Were you constantly fidgeting, looking down at your resume, or failing to make eye contact? Your body language in an interview can say a lot about you and how confident you feel in your abilities.

 

Try practicing with a friend or colleague to prepare for your next interview. Make a list of common interview questions similar to the ones you were asked in your last interview, and practice responding to them. Come up with competency-based answers which showcase your abilities and the skills that hiring managers are looking for.

Most importantly, practice demonstrating an air of positive self-esteem. Sit straight, keep your hands still, and make eye contact regularly. A smile can go a long way in an interview too.

 
Step 4: Look for Ways to Improve Next Time

Outside of increasing your confidence for an interview, you can take several other steps to improve your chances of success going forward. Take the time to go back over the interview in your head and ask yourself where you struggled.

 

Were there certain questions you didn’t have a good response to? If so, you can practice generating relevant answers. Maybe you misjudged the dress code or arrived late to a video meeting because you were busy setting up your camera.

 

You may have failed to make the right impression because you didn’t have enough information about the company you applied for. Around 47% of candidates fail their interviews because they haven’t done enough research. Learning as much as possible about the business before you start applying for roles will help you tailor your answers and resume to the company’s needs.

 
Step 5: Respond to your Interviewer

Finally, a good way to improve your chances of success in upcoming interviews is to respond to your interviewer after they send you the rejection message. Thank the company for their time, and they’ll be more likely to think of you positively if you apply for roles with the same business. What’s more, this is a great chance to ask for feedback.

 

If you’re not sure exactly what you did wrong during the conversation, request a little bit of detailed information on why they chose someone other than you. This will help you to highlight the areas you need to address before beginning your next job search.

You can even consider talking to your recruiting agency about how the interview went and see if they had any suggestions.

 
Time to Refresh Your Career Plan?

Sometimes, rejection after an interview is a sign you need to brush up on your interview skills and confidence. Other times, you could be setting yourself up for failure by applying for roles you’re not suited to in the first place. Working with a recruitment agency should ensure you only apply for the roles you’re most likely to be chosen for.

Here at The Black Diamond Agency, we have been helping corporate retailers with their talent acquisition and helping specialty retail talent find their ideal roles for over 7 years. If you want to find out how we can help, email us at Info@TheBlackDiamondAgency.com. We look forward to working with you!

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Written by

Lileah Akiode

919-813-2454

lileah@theblackdiamondagency.com
Lileah Akiode is the Managing Director of The Black Diamond Agency, a recruitment firm dedicated to connecting talented people with rewarding career opportunities. With a strong background in Talent Acquisition across different corporate retailers, Lileah brings a wealth of experience to ensure a seamless and positive candidate experience. In addition to corporate retail, Lileah also experience supporting the Financial Services and IT industries.

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