A useful article from Forbes on how to spot a bad boss in interview. Both sides of the table can often forget that an interview is a two-way process, and this serves a good reminder for both interviewees and employers:
Rupert Wallis – Director
As we are entering an economic climate where competition is fierce, it essential to stand out in the interview process to secure the position!
Media contacts have put together some Interview DO’s and DON’TS to help
https://www.media-contacts.co.uk/mc/candidate_zone/interview_dos_and_don_ts
Good luck!
Lauren Stone – Senior Consultant
Stop thinking about what your ideal job would be and go out and get it. Don’t put obstacles in your way when you can seek advice from people who can help. Most of us believe that making a career change is the biggest barrier to getting what they want. However, if you ask people who have found roles that they enjoy, you’ll discover that the toughest step isn’t applying for a job, it’s picking up the phone and reaching out to someone that can help you do what you would love to do. This week, you may spend 70-88% of your waking energy at work. Work takes up such a huge part of our lives that it might just be worth looking for something that puts a spring in your step on a Monday morning. If you are thinking about a job move, get in touch and make going back to work in January something that you are looking forward to!
Steven Dwyer – Consultant
Media Contacts has been getting to grips with Twitter over the past few months under the insightful tutelage of our Business PR Consultant Steven Dwyer. Initially I couldn’t see how it would directly increase the quality of applicants I received through direct advertising but it soon occurred to me that this is not really the point of using Twitter in a business capacity, as the above article illustrates. It is about brand management & publicity, increasing our knowledge of industry trends & news as well as who’s who in our sectors and most importantly getting one foot ahead of your competitors by making sure you have all corners of the online market covered. If only LinkedIn and twitter could collaborate so finding a new job could be done while you wait in line at starbucks via your iphone…. twinkedIn?
Sonia Hickey – consultant
I can’t honestly say I’m the biggest Kanye West fan, neither do I work with any particularly moronic people (I genuinely don’t). But I must say, that Mr. West offers some pretty original insight on annoying colleagues, and in turn, prompted me to write this article.
I completely (and I’m sure a large proportion of readers will agree), that somewhere in their professional careers, they have encountered that one colleague, who never fail to make your blood boil on sight. It’s found in every sector, in every industry in just about every corner of the earth – but is it actually a deeply rooted topic area that hasn’t been addressed?
Recruiting in the Digital and Tech world, you often tend to run into these rather “unique” individuals, and I can assure you – it’s no rewarding feat (at least not immediately). From a mile off can you sense an intelligent, yet completely maddening candidate – which soon enough will become some poor soul’s colleague. The variety of “know-it-alls” and “my-ideas-were-too-big-for-the-company” type characters we come across, add tremendous entertainment value to the job, so to an extent, I can’t say they’re all that bad. Nonetheless, I’d rather do without the headache.
While I read the following article, (http://www.forbes.com/sites/bruceupbin/2011/01/03/when-smart-people-are-bad-employees/) I must admit to quite enthusiastically nodding my head in agreement to most of the points made, and although amusing to some degree- there’s an understated truth and enlightening substantiation in the conclusions being drawn.
It begs the question that as a recruiter, when you come across these individuals, is it ill advised to still put these candidates forward to your clients? You’re fully aware said individual may be “a handful”, but at the same time, they’re spot on for the job. How many recruiters, or candidates alike, would inform their relevant party of their… “Development areas”.
This type of situation was definitely not covered in my recruitment handbook and I shall be consulting my Directors shortly…maybe with a few case studies to gain a second opinion. Furthermore, a company thought shower could be in order…
This doesn’t make me that annoying employee does it? Oh Dear.
Audley Swain – Consultant
