Why you should consider an outsourced HR consultancy for your recruitment needs

Our expert HR team here at HR Revolution knows what makes your business tick, we take time to understand your company culture and what it takes to succeed in your business, so when we begin to work on your talent solution – including recruitment and talent attraction advice, we will deliver the talent you need.

Our Talent Solutions work seamlessly alongside our HR solutions – so it’s a smooth process for all.

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Unlike other recruitment agents, HR Revolution offer bespoke talent solutions, which are flexible and can comprise of whichever parts of the solution you need. This can include writing your job description, designing your advert, helping to evaluate how you look online and advice on how you communicate with passive talent. We can then source and interview your next hire, and carry out all of the necessary checks and assessments so we know they are the right person for the role, saving you time and money.

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The HR Revolution talent team work alongside our HR team (literally, we are all in the same office!) so we are in constant communication and can therefore seamlessly gather information on team structures, company benefits and working hours so that we know what to include on the job description.

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Once the talent team find your new employee we loop the HR team in so they have all the necessary details to send them across an offer letter, contract of employment and to on-board them. It’s that simple, we cover all of your recruitment and HR needs within one expert, tight-knit team.

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We offer our talent solutions as one off projects to clients who aren’t already a retained HR client, so if you would like to discuss how we can help get in touch, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Why good body language is important in an interview

The whole idea during an interview is to put your best self forward so the person sitting opposite you, can’t wait to employ you and your body language plays a significant role in the way you are perceived. Poor body language can derail an interview regardless of how confident and well-spoken you are, body language is as much a part of your communication style as what you say.

Impressions are made within seconds of reviewing body language.

Don’t worry though we have put together a list of do’s and don’ts when it comes to how you use your body language to make that great first impression!

  1. Shake Hands – Shaking hands at the beginning of the interview breaks down boundaries, shows confidence and implies that you are open.
  2. Good Eye Contact – This is the best way to show you are paying attention and engaging with the situation, don’t stare at them like it’s a contest as this can be intimidating, but do meet eyes with the person you are conversing with.
  3. Don’t Slouch – Sitting hunched forward or lounging has the effect of looking a little too relaxed.  You want to show that you are taking the interview seriously, looking confident and professional rather than you were wishing you were somewhere else (even though you probably may be!).
  4. Lean towards the interviewer – This implies that you are taking an interest in the conversation and that you are engaged by what they are saying.body language - outsourced hr - hr revolution
  5. Mirror your interviewer – You can quickly get on good terms with your interviewer by matching their positive body language.  If you are unsure on how you should sit or act, watching how your interviewer does can give you a good indication of how they think it is appropriate to act.
  6. SMILE – If all else fails and you completely forget to remember where you should have your hands or where you should look, just smile. A genuine smile creates a favourable image and shows you have personality and you are paying attention to what is being said and will ensure your interviewer remembers you in a positive light.

Lastly it goes without saying you should always listen attentively and try not to interrupt, focus on keeping your tone of voice even and polite, too soft and you’ll seem timid, too loud you’ll seem domineering.

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If you need any help or guidance about creating a good first impression, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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6 reasons why employees quit their jobs

When you think about why employees leave jobs, you may be quick to assume that it is money that is the main driver, but in reality money is much less of an issue than personal factors and as an employer surely the number one priority for the continued success of your business is finding out why your employees are leaving.

When one of your employees hands in their notice, finding out why could be the key to discovering whether something is remiss within your business, i.e. a manager that people aren’t happy with, or heavy and demanding workloads.

On the other hand, they could be leaving for a job at a different company. Why is that? You need to ask yourself, what are they doing better? and why is working for them more appealing than working for you?

If you know why an employee is leaving you can then start to gather valuable information that could boost your recruitment and retention practices.

Below we list 6 reasons why employees quit their jobs:

1. Feeling undervalued

All employees want to feel that they are making a positive contribution in the job they do and more importantly that they are appreciated.

It might be interesting to know that this doesn’t necessarily mean giving rewards or salary raises, although I’m sure nobody would complain!! Often, a simple ‘thank you’ is a powerful way of changing someone’s perspective.

2. Insufficient management

If employees don’t feel that they’re being managed effectively, they may look for jobs elsewhere. People won’t always get along, but if an employee is struggling to connect with their manager then there will be difficulties in the workplace.

However, if many people are finding one manager particularly difficult to work with, then this could indicate a rather bigger issue.  Sometimes, the opposite is true, a manager could be a good friend to everyone on their team, but might struggle with delegating, communicating and keeping projects on track.

3. No progression prospects

Most employees will want to feel that they can progress in their role, inspiring them to work hard so they can be rewarded with promotions and pay rises.

New challenges are valued. It can be demotivating for workers to feel that they’re trapped at their current level, with no room to grow and improve. They might be tempted to leave if they feel they aren’t progressing, especially if they have opportunities being offered to them from another business who offer great career development.

Be aware though that some employees will be happy in their current positions and not want to be continually pushed to progress.  For them, promising promotion opportunities could be just as likely to make them feel pressured and inclined to leave. Your main aim is to know what each employee wants, so it is a good idea to make sure you discuss these in performance reviews.

Always bear in mind that a lack of progression ambition does not indicate a lazy or unmotivated employee, some people are simply happy with their current level of responsibility.

4. No work/life balance

A good work/life balance is now more important than ever, especially as we are connected to our smartphones and laptops 24/7, sometimes, no amount of money is worth certain sacrifices, early mornings, long days at work, hours travelling to and from work, people need and value their free time.

Many employers are finding solutions that benefit everyone, such as offering on-site facilities: gyms, coffee shops, childcare facilities and customised office spaces, to help bring the work/life balance into the workplace.

5. Colleague clashes

Being in an workplace environment where employees feel they are among friends can make all the difference to job satisfaction.

If an employee spends every day clashing with a colleague, either because they don’t get on, feel they are not pulling their weight or have very different opinions about how the work should be done, then there’s a disaster waiting to happen.

You might want to step in and mediate. If you can’t identify the problem and help resolve it, then there’s a good chance that someone will be leaving.

6. Lack of work enjoyment

Of course personal tastes and preferences change, at every stage of life, what you may have aspired too at 23 maybe very different at 40.

Some people decide after years in the workplace that they are ready for something new, while others spend a couple of months in a role and realise that they’ve made a mistake.

There are very few things that you can do to retain an employee with a different path in mind, but it might be worth seeing what alternative jobs you can offer if you would really like to keep them within your business.

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At HR Revolution we understand what it takes to create a great team, and as experts in HR we are well placed to support you with the first steps towards achieving a competitive business through your people.

So if you are looking for recruitment solutions that go beyond simply hiring your newest team member get please get in touch +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR Blogger

5 challenges of managing remote teams

Remote working or ‘working from home’ has become increasingly popular over recent years and with good reason. Businesses are changing and, in turn, so is the requirement for us all to be herded like sheep into grey office spaces miles from our homes. Business owners are starting to realise that certain employees can actually increase their quality of work and levels of productivity by being allowed the flexibility of remote working.

However, with an ever expanding global workforce, it’s becoming more and more important to be aware of the issues that arise in regards to effectively managing productivity within more productive remote teams, once you know what these are you can then decide whether or not it is a astute move for your business.

Below we list the 5 biggest challenges:

1. Accountability and visibility

Building trust between a manager and employee; if they aren’t sitting at their desk where you can see them, then how do you know they are working? If this isn’t addressed early on and you don’t have management information to see how and what they are delivering it will be an issue and one that could spiral out of control.

Out of office work concept Man sitting at vintage natural rough wood desk working on laptop computer drinking coffee at cafe terrace surrounded green park with color sunbeams back light

2. Isolation and communication difficulties

If you have employees working remotely within different time zones, this may lead to a feeling of isolation for team members. If your employees also speak different languages there’s an added level of communication to factor in in order to make the team and business work.

3. Culture

A business that has their whole team or the majority of it’s employees working remotely will likely have to work harder than most to ensure it’s company culture is established and that individuals well-being is looked after. Remote working can cause a lack of team communication and therefore a poor company culture and team community – leading to employees feeling disconnected from the overall company mission and goals. A clear company culture and a feeling of purpose are essential for creating a motivated team, without these the team can begin to feel isolated and employees may become dissatisfied with their roles.

4. Security – both physical and digital

Policies and processes for office and online security are fairly straight forward to manage, but when you have remote workers the needs of those individuals may change because their working set-up is different. If appropriate security procedures aren’t dealt with as part of the remote working setupit could cause major issues and potential danger to business functionality. If remote workers feel unsupported or at risk this can quickly lead to disengagement and a loss of productivity.

5. Trouble separating work/home balance

The inability to ‘turn off’, is an ongoing issue for all workers, but these issues seem to increase with remote workers.  Working from home can lead to longer working hours and no real definition between work and home environments, this can result in longer or unpredictable hours worked, increased stress, a strain on personal and professional relationships and the threat of one or both sides taking advantage.

Having a balance between work and life is a very important and even more so now companies are offering new and improved perks to help support workers. Having a balance between work and life is very important and even more so now companies are offering new and improved perks to help support workers. Remote working can be a great incentive for employees – encouraging trust and reducing travelling time and costs. But on the flip side it can become a negative issue that results in low engagement, lack of productivity, burn out and even resignations. It’s worth remember that working remotely can be difficult and isn’t for everyone, especially if you are unable to define the difference between remote working and under-working!

Please be aware that a failure to address these challenges can cause decreased productivity and employee engagement, an impact on overall team morale, increased employee turnover and a negative impact on business outcomes.

If you need any help or guidance with managing remote teams do get in touch, HR Revolution are here to help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Is your HR planning on track?

You might have blinked and missed the first quarter of 2018 and while it may seem like five minutes have passed since you mapped out your big goals at the end of last year, it’s actually a good time to stop, take stock and refocus.

Ask yourself honestly, have you successfully met your HR obligations during the first quarter, or are you lagging behind? Of course it’s undeniable that other things can get in the way, but if you want to be compliant and you want your business to thrive, then it’s absolutely vital that you take time to get your people practices right.

Need some pointers around where to get started? Here’s our checklist for assessing whether your HR planning is on track.

1. Have you made provisions for new legislation?

It can be hard to keep up with changes in employment law, but it’s absolutely non-negotiable. Neglect this area and your business could seriously pay the price, you must regularly be pinpointing relevant changes, and making adjustments to your policies and practices accordingly.

2. Is your paperwork in order?

Having a paper trail of key HR decisions might seem like a dull admin task, but if you don’t put some time into creating and filing the right documents, then you may live to regret it. If you run into any problems, your paperwork could make a huge difference to how you rectify the situation.

3. Have employees had performance discussions?

If you only discuss performance with your employees once a year, then you’re seriously missing out on many opportunities. Encouraging your team to thrive should be part of day-to-day processes, but at the very least, formal conversations should be carried out and recorded once a quarter.  Take a look at our effective performance review documents ready to use for your own business.

4. Have you planned the summer holiday schedule?

The second quarter tends to be the time when employees start to think about booking their summer leave. The weather’s getting warmer, and everyone wants to enjoy a little downtime. Make sure that you update any policies that you might have if necessary and consider operational demands in advance.

5. Have you identified training needs?

Some of your employees may need to brush up on their knowledge and skills to keep moving towards your goals. Work out where the gaps are and create your plan so you know exactly what you’re going to do about it. The options are plentiful, and include formal training, coaching, mentoring, job shadowing, and more.

6. Have your managers been brought up to speed with your priorities?

It’s pointless setting wider strategic goals if you aren’t going to make sure that the right people are on board and know how their work plays a part. The end of the quarter is a good time to bring your management team together for a catch-up and refresh.

7. Have you collected feedback from your employees?

Identifying potential issues before they get out of hand could save you headaches later in the year. An employee survey could be a great option here. Just make sure that you act on your findings!

8. Have you arranged a discussion with your payroll provider?

The end of the quarter coincides with the end of the financial year, so if you outsource your payroll, it makes sense to have a chat with your provider so you can ensure that you’re both on the same page. There may be loose ends that need to be tied up, and it’s always best to action these matters in a timely fashion.

9. Have you commissioned an HR audit?

It can sometimes be hard to take a critical look at your own operations. You might feel inclined to brush tricky issues under the carpet, especially if you’re not quite sure how to tackle them, so why not let HR Revolution carry out an HR audit – it is an ideal way to assess the set up and compliance of your HR function.

After reading through the checklist, you might have realised that you missed the mark at least once or twice when it comes to keeping your people practices in order.  When you are running a business, you’ve got a lot of plates you need to keep spinning; between acquiring new customers and clients, managing the finances, and everything else that needs your attention, HR can sometimes get put on the backburner.

However, HR isn’t just another task to add to your to-do list, it can have a real and very tangible impact on your bottom line and at the most basic level, it can ensure that you don’t face costly damaging legal cases against your business. Embrace it, as its full potential could increase your profits, create a much happier and more productive workforce, and help you to smash through your strategic goals.

So isn’t it time that you started giving your HR practices the dedication that they really deserve? If you know that you need to make the change, but you’re not sure what to do first, then get in touch with HR Revolution, we can help you to establish a plan of action that will get your business to where you want and need it to be.

Get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Why your business needs HR Revolution

As a small business owner, you might be tempted to cut costs and eliminate your HR function. After all; your managers can probably hire, terminate and discipline their employees without assistance from HR – especially if you only have a small team. Right?

Wrong. There’s a lot more to human resources than hiring and firing; there’s payroll, benefits, performance reviews and much, much more and you have to make sure you’re doing all of that in compliance and following employment law.

So – does your small business really need HR? Absolutely. Here are a few reasons why:

Hiring an on-boarding

Hiring and on-boarding a new employee can take a lot of time; time that as a small business owner, you don’t have. If you have positions that need to be filled (and growing companies often do), you need someone who can dedicate their time to hiring and everything that it involves. That means recruiting, sifting through cvs, screening applications, setting up interviews, selecting candidates and more. Hiring new employees is incredibly important for your business – you want to find the best talent and the best fit the first time around, so you don’t end up wasting time or money. And to do that, you need HR.

Employment Law

Another reason you need a HR professional; they know the ins and outs of employment law, all it takes is one mistake when hiring or terminating an employee, and you could end up in a tribunal. If you don’t know employment law, you could be putting yourself, your business and your reputation at risk.

Employee documents

All businesses collect data relating to their employees – their HR records – including personal information such as pay, sickness absence, or hours worked. HR records should be stored hard copy or electronically, but it’s important for businesses to keep information well organised and in an appropriate system, so that it complies with relevant legislation and can be easily accessed, especially in light of the General Data Protection Regulation coming into effect in May.

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Employee handbooks

Do you have an employee handbook? If not, it’s definitely advisable, take a look at our ready to use handbook template. Even if you only have a few employees, you still need a manual or handbook to lay out the rules, regulations and expectations you have for your employees. Handbooks make it easier for employees to know exactly what’s expected of them, but they can also be used to cover your back in case of employee disputes.

HR on a small business budget

The bottom line? Every business, however small needs some kind of HR presence, there are a number of things that HR professionals can do for a business that other employees just can’t. It will save time – and likely money – in the long run by using HR from the start and outsourcing could be the solution you have been looking for.

If you would like to discuss how Outsourced HR can help your business call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Think you wouldn’t benefit from an outsourced HR service? 4 ways we can help you save money

Thinking your business could do with some help with issues that are bubbling away under the surface, but wondering whether you really can spare the budget to outsource?

Is it easier just hoping for the best and carrying on as you are?

We know that it can be scary to make that leap and bring in some HR help, but the reality is that we can often actually SAVE you money.

And that’s an astute investment to make in your business.

Outlined below are just a few of the ways in which we could help you reduce your costs…

1. We can keep you out of tribunals

It’s easy to fall into the trap of thinking that because you’re a fair employer who tries to do your best by all your employees, that you’re not at risk of having to face a tribunal. This isn’t necessary true though.

Employment law is complicated, and if you miss something, you could find yourself with a potentially very costly situation on your hands. We can make sure that your people practices are on the right side of the law.

2. We can increase the performance of your workforce

Imagine if you could double the output of your workforce overnight. Realistically, that’s probably not going to happen, however, HR Revolution can dive deep into your business, pinpoint the exact issues that are at play, and create a step-by-step plan to fix them.

This could increase your productivity and make sure that your employees are firing on all cylinders. You might think that a marketing budget, or some social media tactics are going to give you the edge. But the real breakthrough happens when you look INSIDE your business, rather than outside.

3. We can educate your managers

We don’t just come into your business, work some temporary magic, and then leave. We provide on-site services and can give your managers the skills to ensure that they’re playing an active role in driving your business forward. This means less of a learning curve, less mistakes, and more strides forward.

Your employees are the most important investment that you can make, so it makes sense to nurture that investment. If you know that your managers have room for improvement, take responsibility and talk to us to get things moving in the right direction.

4. We can provide a flexible, pick-and-mix service

Maybe you’re not quite at the stage where you need full-time, permanent HR help. That’s exactly why we can assist you; we don’t tie you into ridiculously long contracts that you don’t need, we can create a bespoke package that’s perfect for your needs.

Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not tie you up with unnecessary bureaucracy.

HR Revolution can save you money, and can seriously add to your bottom line. Get in touch, call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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How to nail your 2018 HR planning…

Any business owner knows the importance of using the end of the year as a chance to return to their people policies, consider the achievements and challenges of the past 12 months, and do some careful planning for the future. Keeping on top of your HR can be tricky, but it’s also essential to running a successful business.

However, before getting stuck into finer details, it is wise to take a step back and think about the big issues that need your attention. Here, we’re going to provide you with the inspiration you need to make your planning as effective as possible.

Anticipate any key legislative changes

Not a year goes by without a new piece of legislation coming in that will have an impact on your business. Of course, these are often for the greater good, and will help you to build a stronger workforce. But if you’re not prepared, they can catch you off-guard and cause you significant problems.

Make sure this doesn’t happen by taking the time to anticipate any legislation that will be coming into force, and working out what you need to do to ensure that you’re compliant. In 2018, necessary considerations are likely to include gender pay reporting, taxation of termination payments, General Data Protection Regulation (GDPR) and restricting employment allowance for hiring illegal workers.

Consider external forces that are out of your control

Often, a lot of thought is given to planning for internal factors, such as sales that you might be running, employee holidays, and so on. You need to make sure though that you’re also thinking about external forces that may have a significant impact on your business.

Are there any big events coming up in your area, and what will they mean for your operations? Are there any other businesses that are likely to be setting up shop, and what are the implications? Could your top talent be tempted to look elsewhere? You can rarely stop these things from happening, but you can make sure that you’re as prepared as possible.

Ask yourself whether you’re really considering strategic goals

We’re past the days of HR being all about tea and sympathy. Savvy business owners know that HR needs a seat at the table and that it can play a significant role in meeting strategic goals. Despite this though, many business owners still aren’t using policies and practices to truly drive their business forward, to say that this is a wasted opportunity would be a huge understatement.

So how are you nurturing your teams so they can fulfill their potential? Are your performance management processes encouraging employees to excel? Is everyone up to date and on-board with the future direction of your business and do they understand the part that they will play? It’s easy to get caught up with all the everyday, operational concerns. And these are of course important. But if you want to move forward, you need to ensure that you’re taking the time to think strategically.

Finding enough hours in the day to plan your 2018 can be a challenge in itself, but it’s non-negotiable though if you’re serious about smashing your goals.

The good news is that you don’t have to do all of this on your own. HR Revolution have many years of experience and can help. Get in touch today for an initial chat about how we may be able to work together, call +44 203 538 5311 or ask us a question below…

 

Workplace predictions for 2017

Ok, so it may have been the first day back in the office for many today and believe me I so wanted to turn off the alarm at 7am and just turn over and go back  to sleep!!!  But getting back into the work routine isn’t so bad and I find I’m excited by what is in store for HR Revolution in 2017 and my part in it’s journey.

Looking ahead, I came across this interesting article on 5 predictions of how our working lives may change in 2017.  Food for thought for the coming year…

1. New talent will be harder to come by than ever

UK unemployment has hit its lowest level in 11 years, at 4.8% and there’s a shortage of people for many significant roles. Companies are finding it difficult to attract talented new people and will find 2017 harder to keep their employees.

Garnering staff feedback will be crucial in ensuring that employees are happy, and that changes can be made.

2. Everyone will be more vocal

The race to find the best and most talented employees, mean companies will have to showcase their employer brand and with an increasing number of employees speaking up about both the strengths and weaknesses of the business, it will be imperative that employers need to take constructive criticism on board. 

Employees feel the have got something to say and they want to be taken seriously.

3. Employees will insist on greater flexibility

Technology allows many workers to have the ability of getting things done from anywhere, and with the constant delays and strikes, commuting has become a stressful and miserable experience for many of us. Over the course of 2017, it is inevitable that more and more people will be requesting to work from home some of the time, and that companies must listen and take this on board to keep their employees happy.

4. Millennials will drive companies to success

Recent research highlighted that 83% of millennials, Generation Y or Generation Me as they are also know, disagree that people should spend years in a role before expecting a promotion regardless of status and performance. They are driven and don’t’ want to wait for what they’re working towards, so employers will need to ensure that their employees have a clear career path and feel valued if they want to hold on to them.

5. A comeback for the work/life balance

Since technology has evolved, it has become increasingly common for people to check their work emails late at night and run work errands over the weekend. While this is not likely to change, there will be more of a balance when it comes to leaving work at work in 2017.

Some years ago companies experimented with a ‘no email day’. That didn’t really work because emails are such an integral part of our working lives that it wasn’t really practical.  However, responsible employers are now becoming concerned that we haven’t got the balance right and that it’s a contributing factor to staff sickness and stress in the workplace.  Could the UK follow France, who’s government has introduced legislation giving workers the right to disconnect from work emails outside office hours…  I’m sure many UK employees would welcome this change…

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A version of this article was first published on HR Grapevine

Be prepared – 5 killer interview questions and why you should ask them…

Here at HR Revolution we are no strangers to conducting a few interviews, some on behalf of our clients for various different roles and some internally for us, but whoever it is, one thing I’m sure of is that the person sitting across the table in an interview is more nervous than we are!!

So, we want to help you, the interviewee to calm your nerves and be confident, and the biggest part of that is being prepared. Your potential employer, will pick up very quickly whether you have come prepared by asking lots of questions about the company like, “so tell me what you know about us?” or “what did you think of our website?” or maybe, “who do you think our biggest competitors are?” and of course they would, they want to know that you are genuinely interested in working for them. This leads me nicely on to one of the most important question they will ask you… “Have you got any questions for me?”…

This one question will really show whether or not you really want to be part of their team, so please do not answer like this… “no I think you’ve already answered all my questions” or even worse just sit there like a bowl of jelly spluttering out the odd “err” and “um” followed by “nope, all good”!! What are you thinking!!! The interviewer has just seen how unprepared you are, and no matter how good your experience, you just don’t cut the mustard! So, let us help you.

Stand out from the crowd and ask questions that show you’ve prepared. To get you started, HR Revolution have compiled 5 questions that we would liked to be asked:

  1. How would a member of your team describe working here?
    How the interviewer answers gives a good insight into the company culture and working practices, it should fill you with enthusiasm, if not you have to question if this really is the right role for you.
  2. If I’m successful what will my first month look like?
    Shows that you are keen to get off to a great start in reaching your objectives and helps you determine how the good the onboarding process is.
  3. What makes someone successful in your team?
    This will give you a good idea of what your new employer is expecting of you in your new roll and it should be a good indicator of how they would like to see you perform and what you should be concentrating on.
  4. Can you explain how performance will be measured for this role?
    Shows that you understand and accept that you will have responsibilities that you will be accountable for and that you want to succeed.
  5. What do you like most about working for this company?
    Helps you get a better insight into what it’s like to work at the company. If the interviewer can’t answer this straight away, then maybe warning bells should sound.  They should love a question like this, as it will give them a chance to talk about themselves on a personal level and why they love their employer! After all you don’t you want to work with people that love what they do!!

Good luck, this is your chance to demonstrate you have given the company and role real thought and hopefully leave the interview with a great impression of yourself as the right candidate for the job.

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