Takeaways from elitejobboard’ first client-focused webinar

On Thursday 6th June 2024, elitejobboard hosted its first webinar aimed at clients and hiring managers. ‘How to provide candidates with a positive recruitment experience’ saw Emma Ferguson, Ben McManus and Sam Jarvis share their insights on how to ensure candidates feel well supported throughout the recruitment process.

During the event, attendees tuned in to listen to the panel’s expert advice on how to prioritise candidate wellbeing and help applicants to perform at their best. Check out the full webinar recording or an overview of the questions covered below:

1. What advice would you give to help candidates feel well-informed and supported after they have submitted a job application?

Sam Jarvis, Business Engagement and Development Officer for elitejobboard at Staffordshire University, stressed the importance of clear communication during this part of the recruitment process, while Ben McManus, Director and Chief Communications Officer at Wavemaker Stoke CIC, talked about it being a two-way process between the candidates and hiring manager, advising people to give candidates the opportunity to ask any questions if there are any concerns. Listen to Sam and Ben’s thoughts.

2. During an interview, how can hiring managers ensure that candidates feel comfortable enough to perform at their best?

Ben gave advice on the practical side of interviewing, as well as the importance of making sure you “read the room” as a hiring manager and putting yourself in the interviewees position, saying: “Just let them know that we want to get a feeling of who they are as an individual and if they’re a right fit for the role.” Watch the clip.

3. Do you have any advice for scenarios like assessment centres or interviewing several people at the same time?

Emma Ferguson, panel chair and Student Ambassador Coordinator at the University of Salford, discussed her experience of observation days and hiring multiple people for the same role. She gave advice on how to ensure the assessment or task reflects the roles you’re recruiting for, using the example of the Course Enquiries Team at the University of Salford setting Taskmaster-style challenges. Discover what Emma had to say.

4. What advice would you give for follow-up questions in an interview?

Ben referred back to communication being key in this scenario, saying: “It’s about having it clear right from the beginning, that if you say something that’s of interest then we might start going away from that question and start asking other questions, and frantically making notes, and it’s all good – it’s not negative.” Hear more from Ben on this question.

5. What are your thoughts on interviewing people who already work for you, but are applying for a promotion or a sideways move?

Emma discussed how it’s vital in these scenarios to outline to internal candidates that they need to act as if they don’t already know or work with the hiring manager or panel, rather than relying on the panel’s “assumed knowledge”. Watch the clip for Emma’s full answer.

6. Do you have any tips for calming people down if they are really nervous during an interview?

Ben shared his experience of online interview situations where interviewees experienced technical problems, saying that he takes the time to reassure the candidate and helps them see it from a different perspective, as it actually shows how they would cope in a scenario where something hasn’t gone to plan or they are under pressure. Listen to Ben’s thoughts.

7. The downside of recruitment is having to reject unsuccessful candidates. How would you go about doing this?

Sam’s advice for informing unsuccessful candidates is to always speak to them over the phone and to keep trying even if they don’t pick up, in order to avoid rejecting them over email or through a voicemail. He also stressed the importance of giving feedback to help them improve for next time. Hear more from Sam on this question.

8. For people who are unsuccessful in one role but might be suitable for another, do you have any advice for keeping in touch with them or putting them forward for another role?

Sam talked about getting in touch with the candidate to reassure them that the problem wasn’t with their CV or application, but perhaps the role in question wasn’t quite right for them this time around. He provided insight into how keeping a candidate’s CV on file enables him to suggest a candidate for future roles before they’ve even been advertised, putting the candidate in a good position to be invited to interview and secure the role. Watch the clip.

9. What are the panel’s top tips for providing a positive recruitment experience?

Watch as Ben and Sam give their final thoughts on the topic, and listen to Emma share feedback from her student focus group that she meets with monthly to hear their opinions on what makes a good recruitment experience.

10. Extra questions from the Q&A

From inclusive recruitment and moving away from traditional CVs, through to how much time you should leave between each stage of the application process, listen to the panel’s answers to the questions attendees submitted live on the day.

You can view the full webinar recording to watch the summary of the main points.

If you’re looking to expand your team over the coming months, why not take a look at elitejobboard’ staffing solutions? Our dedicated consultants can help your business recruit for temporary and permanent roles across a variety of sectors. Find your nearest branch.

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Last updated on 16 September 2024