FRIDAY HR FAQS – Why is speed important in the recruitment process?

Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.

The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor.  This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.

On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI powered tools.

To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:

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Be quick to respond

If you want to have great talent in your team, then you need to prioritise hiring.

Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.

If you’re too busy too manage the admin of a hiring project, then consider using an HR consultancy who can manage the process for you.

Know who you’re after

It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through.

You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how you culture will work for you to attract talent and so forth.

Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.

This will mean that when you find your perfect candidate, you are able to keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.

If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process in order to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.

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Be flexible with your offer

It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job.

Candidates expect fair remuneration, generous benefits, interesting perks and flexible working to name a few!

If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package.

Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days holiday, contributions towards travel costs or investing in softer benefits that add to your overall offering.

After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort.

If you need any recruitment advice or guidance, get in touch:+44 203 538 5311 or email: or visit 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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10 inappropriate questions interviewers need to stop asking!

According to new research, the vast majority of organisations have asked candidates inappropriate and potentially illegal questions during a job interview.

Researchers of the study found that 85% of interviewers have asked questions such as ‘Are you physically fit and healthy’, ‘Have you any plans to start a family’ or ‘Did you grow up outside of the UK’.

All of the above questions are potentially breaching the law, which requires all potential employers to treat candidates fairly.

It’s true though however that many interviewers could be completely unaware that what they think is innocent questioning could be a legal grey area, with 47% saying they have never had official training on what questions to ask in an interview.


Below are the top 10 inappropriate interview questions that hiring managers have asked:

  • What year did you graduate? (59%)
  • What year were you born? (55%)
  • Do you have any children? (56%)
  • Are you physically fit and healthy? (53%
  • Are you in a relationship or married? (51%)
  • Have you got any plans to start a family? (42%)
  • Where is your accent from? (46%)
  • Will you need flexible time for family life? (46%)
  • Did you grow up outside of the UK? (45%)
  • Will you need time off during half term? (43%)

This highlights the need for training for any person involved in the process of interviewing prospective candidates, so they know what is and isn’t acceptable in the recruitment process.  Ensuring all prospective employees are given a fair and honest opportunity to secure a job based on their skills and ability not their gender, personal choices or maternity/paternity choices.

If you need any HR help, advice or tips on interviewing, get in touch:+44 203 538 5311 or email: or visit 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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Job descriptions – why getting them right is so important

We all know what job descriptions are, but how much importance do we actually give them? Writing a good job description should be a really important part of your business, as they provide a road map for potential employees, explaining what the job they are applying for involves.

Here we list a few reasons why job descriptions are indispensable for employers and employees alike:

They set-out expectations

How can you expect someone to do their job if you don’t explain their responsibilities to them properly? Providing applicants with solid job descriptions ensure they understand exactly what will be expected of them if they are selected. Clarity in a job description puts potential employees on the same page as you, and aligns them with your company’s vision and goals and assists you in finding the best person possible for the role.

They empower communication

A well written job description should fully communicate the essential requirements of your vacancy to any applicants. Among other things, they should include a job summary and all the requirements which need to be fulfilled by applicants, such as relevant qualifications and experience. This will avoid any mistaken interpretations being made on what the job role involves.

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They facilitate recruitment and training

Job descriptions need to set out all the important aspects of a particular position, so an employer can easily refer to them when recruiting or training existing employees. All-encompassing job descriptions can improve a company’s ability to manage its people and their respective roles, as well as help them develop both professionally and personally.

They provide structure

Good job descriptions establish structure and discipline within the workforce. In reality, it isn’t that difficult to create them, especially if you involve the employees you already have to help you develop them. As long as they promote the company’s values and re-enforce the company’s culture, job descriptions will help you attract the right people and manage the roles of all your employees effectively.

A well written job description opens the door for a successful hiring process, if you need help or advice get in contact with HR Revolution: +44 203 538 5311 or email: or visit 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 onboard graduates

If you read our last blog and I hope you managed to take five and read the reasons not to overlook graduate talent, then you will know we are big supporters of hiring graduates and all of the benefits that employing them can bring to your business.

Onboarding graduates into your team should be done in the same way that you welcome any new team member – with plenty of enthusiasm, consistent processes and great communication.

However it’s worth thinking about the ways in which you might need to tailor your onboarding process for a graduate who may be going into their first job.
Below we’ve put together our advice and tips for adjusting your approach to make it graduate friendly.

Give them a warm welcome

Like with any new starter, making them feel welcome is up there at the top of the list of priorities when onboarding them into your business. When it comes to graduates, this is even more important as they may be feeling unsure about what to expect as they step into a professional environment and daunted by the prospect of starting their working life.

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Think about how you felt when you got you first ‘proper’ job and what would have made your first day a more positive experience.
Sending out a welcome email, for example, and letting the team know who the new starter is, their job title, a bit about what they will be doing and encouraging the team to pop over to their desk tosay hello in person will help humanise the experience.

Assign them a mentor

Several of our clients use mentoring schemes to enable team members of differing levels of seniority and expertise to learn from one another. Graduate hires should be included in these schemes, as they will help satisfy their interests in learning by providing them with new skills from experienced team members. In return the mentor can learn from their graduate mentee, who will likely have skills in different areas such as social media or technology.

If you don’t have a mentoring scheme in place, then giving your new team member a buddy who can act as a point of contact outside of their team and someone to grab a coffee with during their first week is also a great way to bolster the onboarding process.

Clue them up on your business

Providing clear and useful information on your business educates new joiners about your company mission and values and gets their buy-in to your bigger picture aims from the start. When a team member is new to a business their enthusiasm is high, so take advantage of this positive attitude and get them to soak up as much of your brands information as possible.

Graduates are ready to be moulded and take on new ideas, particularly as they won’t have anything to compare them to. They will come to your business ready to learn how you do things, and adopt your methods with ease.

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Allow them to learn

Graduates have developed a habit for learning, so when you’re onboarding them ensure you outline all of the training they will be given and the self-learning they will be expected to do. This will keep them engaged and motivated, as well as helping to drive your business as you support forward-thinking employees.

Be as transparent as possible

Many graduates entering the job market this year will be millennials. This generation have grown up at a time of economic uncertainty meaning it’s hard for them to plan for the future. As their employer, aim to be honest about what they can expect from a career with your company, which should ideally offer them job security and an attractive salary and benefits package.

Millennials expect be kept informed about issues that affect them, thanks to their increased use and familiarity with communications, media, and digital technologies. Therefore a millennial in the workplace expects clear communication surrounding your expectations of them – so beginning this at the onboarding stage gets you off on the right foot.

If you’re looking to hire graduates but not sure where to start then get in touch, we have a whole host of information we can give you and support you in attracting and sourcing your new hires. Get in touch today on: +44 203 538 5311 or email: or visit 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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5 reasons not to overlook graduate talent

With thousands of new graduates entering the job market this summer, you may be considering taking on some of these candidates within your company. But do you still need some convincing as to why this is a good business decision – especially when you compare it to bringing on an experienced candidate?

The good news is there are many reasons why in our experience hiring graduates can be a positive decision for your company. We want to discuss some of the benefits this engaging talent pool can bring to your business and hopefully inspire you to create opportunities for junior talent within your teams.

1. They ooze enthusiasm

One of the first qualities you will (hopefully) notice in a graduate employee is their unwavering enthusiasm and willingness to get stuck in to any task you set them. As this will be their first job graduates are willing to work hard and this means taking on tasks with enthusiasm and energy in order to prove themselves. Graduates are ambitious and will want to work hard in order to climb the career ladder, so approaching situations with an open and passionate attitude are common place for junior talent wanting to get noticed and be rewarded.

2. They have fresh ideas

Just like their positive attitudes, graduates also bring with them new ideas and fresh perspectives. They are likely to be tech savvy and have ideas for improving productivity with new tech, or introducing fun team building initiatives that they learnt from being members of clubs and societies at university. Tapping into the minds of your graduate employees therefore offer new ways of thinking to older generations in your business, which can be beneficial for working practices and company culture alike.

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3. They want to learn

Having just left the throngs of university – where they will have become proficient at self-studying and managed their own workloads – graduates are ready and raring to learn new things. If you have a training scheme that offers your team a chance to develop new skills then this will be of great interest to a graduate. This means you can mould your junior team members by being strategic in the seminars/workshops you offer staff, helping to create a workforce that lives and breathes your company mission and values because they have engaged with your business-specific training opportunities.

4. They are the future of your business

One of the most obvious reasons for your business not to neglect graduate talent is simple, eventually there won’t be a business without them. This means there is a long-term business reason for you to teach them new skills and build their experience with your business so that they can form part of your company succession planning. The graduate talent of today will soon be the leaders of your company, so if you put off interacting with them then you run the risk of building a workforce who are out of touch with how your company functions at the junior as well as the senior level.

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5. They are affordable

The final reason, and perhaps the most attractive one, is that graduate talent are affordable. You can easily research what the industry standard is for entry level roles in your sector. Once you know your budget for a new hire it may be that the graduate level is the best option for your business because of their lower salary requirements. However don’t forget: it’s important to fairly reward everyone in your team according to their responsibilities and clearly communicate progression routes for entry level team members so that they stay motivated.

If you are looking to hire graduates but not sure where to start then get in touch, we have a whole host of information and can give you support in attracting and sourcing your new hires: Give us a call on +44 203 538 5311 or email: or visit 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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FRIDAY HR FAQs – Should you set a task at interview?

In essence there is no right or wrong answer to this question, it’s a decision you will need to make based on what competencies and skills you want to assess during the meeting.

As part of the selection process, employers may conduct numerical testing or ask candidates to complete a technical questionnaire to establish their level of knowledge on a certain area of the job.  These are quantitative approaches and provide easily comparable results between candidates.

If you want to find out about a candidates communication skills, how they approach scenarios, what their level of enthusiasm for working in your industry is, or whether they prefer following a process or their gut feeling, then setting a task for the interview could be beneficial.

Tasks require the candidate to come prepared to talk about a particular area of the job or company during their interview. Setting a question accompanied by background information in advance for the candidate to prepare a response, will encourage creative thinking. Your candidate can then plan a well-rounded argument with the benefit of being able to research the topic and fully understand the brief.

Allowing candidates to come prepared with an answer to a task will no doubt help you to get the best out of them and reduce the risk of uncomfortable silences from springing tricky questions on them.

That’s not to say that challenging, on the spot questions should be avoided at interview, and this approach is tried and tested and allows the interviewer to see how the candidate thinks on their feet and whether they react well under pressure.

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However giving a candidate the chance to prepare and hopefully excel on a particular topic is also a useful interview technique, as it can reveal other important qualities and traits about them.

Interviews are generally seen as nerve-wracking, with the employer doing the grilling and the candidate often crumbling under the pressure.

So it’s important to remember that the interview scenario should be an opportunity for you to build rapport by speaking openly and honestly with your potential new team member, and so you should want them to do their best and hope they leave the interview feeling positive about working for your company.

Consider using an interview task to dig a bit deeper into why a candidate wants the job. The right task, which focusses on a plausible work scenario or issue, can reveal what the candidate’s ideas are about the industry, their plans to develop their position (or even wider team and business), and how their previous experience has set them up for the challenge.

You may want to suggest they prepare a PowerPoint presentation or bring handouts, as these will also give you an insight into their writing style, presentation skills and also how committed they are to getting the job depending on how well they prepare.

If you have any handy hints, tips or real life experiences we would love to hear them, please reply in the comment section below.

Or get in contact:+44 203 538 5311 or email: or visit 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 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: or visit  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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