Handling a new culture - what they don't tell you at interview !!

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CAREER MANAGEMENT AND ADVANCEMENT PROGRAMME

Are you at a career crossroads ?
Does your CV really sell you ?
Do you require tailored proactive marketing ?
Do you need help with interview techniques or networking ?

Why not consider using Cork Griffiths Career Advancement Programme. We offer a quality driven service which rivals that of larger Career Outplacement companies but at very cost effective rates.

The Programme is designed to maximise your chances o...

COACHING YOU THROUGH YOUR FIRST 100 DAYS AND BEYOND

When you start a new job it can be a rollercoaster of emotions. It can be exciting, scary, frustrating, exhilarating stimulating and challenging. No matter how experienced in your particular field, you will still be on a steep learning curve for a number of weeks and even months. You will need to learn about the job, new people and a new culture. Your new employer while being supportive and patient as you get to grips with your new role, would like you to be operationally effective as soon ...

INTERVIEW TIPS FOR CANDIDATES

10 point plan to help you through your next recruitment interview, together with sample questions you may be asked.

1. Do your homework!
Find out as much information as possible about the company. Print out their web page or at least the 'about us' page. Read it a few days before the interview and again half an hour before. If you can tell the interviewer a little about their own company, it WILL impress them, guaranteed. ...

NAIL THE JOB SPEC AND YOU'RE HALF WAY THERE !!

Writing a Job Description

When you are considering a new member of staff, you know what the role entails, but have you really taken the time to look at what your company really needs in terms of experience, personality and qualifications?

Whether your business has just lost a member of staff or needs to recruit to expand, bringing in a new team member is an ideal time to evaluate and reflect upon the distribution of tasks wi...

METHODS OF RECRUITMENT

There are a number of different methods of recruitment - some well known, others less common. A good consultant will help select the right approaches for you and advise on the most cost-effective ways of using them.

Internal candidates
Start by considering existing human resources within the business and be open-minded about internal candidates. This highlights their opportunities for career progression and gives a positive message to valued staff. Compare internal candid...

CANDIDATE MANAGEMENT

Any client needs to feel that each candidate who makes contact with the consultancy is handled in a polite, courteous and professional manner and that their respective application will be treated in the strictest confidence. A quality consultancy should adhere to an extensive Code of Conduct and Best Practice covering each and every candidate. This will undertake to:

• Treat candidates as they would wish to be treated
• Treat every candidate as important - satisfied candi...

POST OFFER /ACCEPTANCE AND AFTER SALES SERVICE - what to do !!

Once a successful appointment has taken place, a number of consequential actions must be managed successfully.
Unsuccessful candidates
To reflect well on your company, they must be informed in the appropriate manner so that matters can reach a satisfactory conclusion.

The communication loop
The successful candidate and the client need to be kept in contact with each other, particularly where there is a protracted notice period, e.g. 3-6 months. There shoul...

THE RECRUITMENT PROCESS

Please bear the following points in mind once you have decided to embark upon the recruitment process:

Allow sufficient time for the various stages of the recruitment programme
With notice periods often being 3-6 months for senior candidates, the actual time lapse in replacing a candidate can be quite lengthy. It is important that your recruitment process is not allowed to drift or lose focus. Any reputable consultancy will agree a timetable for the recruitment process at...

WHAT TO LOOK FOR IN CHOOSING A SEARCH & SELECTION PARTNER

Ten points you should look for in selecting a search and selection consultancy

1. Trust and Confidence

You must trust the consultancy to act in good faith on your behalf to project your business positively to prospective candidates and to present only the highest calibre candidates for shortlist. You must feel totally comfortable with the consultancy's ability to handle the assignment in a professional way, thus ensuring a successful outcome.

2. A ...