Your browser version is outdated. We recommend that you update your browser to the latest version.

A CONSULTATIVE APPROACH

Looking to secure your next permanent job is an important decision in itself but it is also the beginning of a number of other important choices and decisions that you will have to make before ultimately making the right career move.

Confidence in your consultant is a must and we at Wollnik Staffing Solutions (Pty) Ltd have earned a great reputation for offering a friendly, personal and confidential service that guides you through the whole process.  You will meet a knowledgeable consultant that fully understands the skill set and sector in which you work. They will ascertain your current experience and then discuss your goals, aspirations and salary expectations before shortlisting roles you may be interested in.  

 

BELOW ARE THE 10 BASIC STEPS IN THE RECRUITMENT PROCESS:

(Remember, the process in the individual to each organization, meaning they might omit steps, add steps, move them around, or all three.)

 1—Identifying the hiring need

2—Planning

3—Searching

4—Identifying viable candidates

5—Recruiting of A-level candidates

6—Screening

7—Interviewing

There are two important aspects of this part of the recruitment process:

  1. It can’t stretch out too long, or candidates involved will lose interest.
  2. Employers must communicate to candidates where they are in the process and what to expect in the near term or they will start looking elsewhere. This is a particular danger with top candidates since they are more than likely interviewing with more than one organization.

Sure, there are other important aspects of the interview stage, but these are the two that companies neglect the most, with predictably dire consequences.

 

8—Offering of employment

9—Hiring of the candidate

Why are the offer step and the hiring step not combined into one step? Because not every offer of employment is accepted. If every offer was accepted, then yes, we could do that. If a candidate rejects the offer, then the company might extend the offer to their 2nd candidate . . . or their 3rd candidate, if the 2nd candidate falls through. Once a candidate does accept the offer of employment, though, that’s when the official hire can be made.

 

10—Onboarding of the candidate

What’s the point of hiring the best candidates in the marketplace if you can’t retain those candidates after you’ve hired them? A comprehensive onboarding process is perhaps the most crucial steps in the recruiting process. When we refer to onboarding, we’re talking about more than just new employee paperwork and knowing where the bathrooms are located. We’re talking about continuing to make the candidate/new employee feel wanted before they officially join the organization. Many a company has failed to do that, only to see their new employee never show up for their first day of work.

The measure of our success is the high number of referrals we receive and the number of candidates that return to us each time they look for a new role.  Many of our candidates have continued the relationship and have also become clients that we recruit for which means we have a constantly growing and diverse client database.

 

 

INTERVIEW TIPS TO HELP YOU LAND YOUR IDEAL JOB

    

Being aware of the most current job interview tips and best practices is valuable, but so is knowing what not to do. Recognizing some of the most common interviewing "don'ts" can help you present a favorable and honest picture of your skills and experience.

 

Here are some job interview tips regarding frequent mistakes and how to avoid them.

 

Don't neglect preparation

 

This may seem like the most obvious of job interview tips, but some candidates don't give preparation the attention it deserves. Prepare by mentally rehearsing your answers to common job interview questions (such as "Why do you want to work here?"), but also ask yourself what you'd like to know if you were the interviewer. Doing so can help you respond with confident answers.

 

Don't be caught off guard

 

Preparation includes being ready for anything. Rather than thinking of off-the-wall questions or an unexpected turn to the conversation as intimidating, go into the interview with the attitude that no matter what you're asked, you'll be getting the chance to show that you can think on your feet.

 

Don't expect just one type of question

 

In addition to being ready for the possibility of off-the-wall questions, be aware that the interviewer could employ four other types of questions: closed-ended, open-ended, hypothetical and leading. Understand that while short answers are fine when answering closed-ended questions, your answers to other types of questions will likely need to be a little more detailed and expansive.

 

Learn seven more common interview mistakes to avoid increasing your chances of making a favorable impression.

 

Don't forget to research the company

 

A survey from our company found the biggest mistake applicants make in interviews is not knowing enough about the firm. Do some digging on the Web, tap members of your network for their insights and work with a recruiter who can offer additional information about the firm.

 

Don't let nerves undercut your communication skills

 

Keep your responses to interview questions concisely. When asked a question, take a deep breath, pause and collect your thoughts before you begin to speak. Avoid verbal crutches (such as um, like and uh) and refrain from making jokes or discussing controversial subjects.

 

Don't exaggerate your interest or qualifications

 

This is one of our most important job interview tips. While it's necessary to express enthusiasm for the position, candidates who answer every question with upbeat eagerness may come across as insincere. It's also important to avoid overstating your qualifications.

 

Don't be negative

 

No list of job interview tips would be complete without this advice. Avoid disparaging comments regarding former employers, colleagues, and companies. Also stay away from self-deprecating comments, which do not support a positive image or demonstrate competence.