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Interviewing Graduates: A Guide for Managers to Uncover Potential in Experience-Lite Candidates
As a manager, hiring new talent is both an exciting opportunity and a significant responsibility. When it comes to interviewing recent graduates, the challenge often lies in the fact that they may not have extensive work experience. However, this does not mean they lack potential or capability. Here’s how you can effectively interview graduates to identify the best fit for your team and organisation.
1. Shift Focus from Experience to Potential
While seasoned candidates can present a portfolio of past achievements, graduates bring fresh perspectives, eagerness to learn, and untapped potential. Shift your interview strategy to evaluate their potential rather than just their past experiences. Look for indicators of growth, adaptability, and a proactive mindset.
Questions to ask:
"Can you tell me about a project or assignment where you had to learn something new quickly? How did you approach it?"
"What motivates you to perform well and how do you stay motivated during challenging times?"
2. Evaluate Soft Skills and Cultural Fit
Soft skills such as communication, problem-solving, and teamwork are crucial for any role. Since graduates might not have a long list of technical skills, assessing their soft skills can give you insight into how well they’ll integrate into your team and culture.
Questions to ask:
"Describe a situation where you worked as part of a team. What was your role and how did you contribute?"
"Can you provide an example of a time when you faced a significant challenge? How did you handle it?"
3. Assess Learning Agility and Curiosity
Graduates often bring a fresh outlook and a strong willingness to learn. Assessing their learning agility—how quickly and effectively they can learn new information and adapt—is essential.
Questions to ask:
"Can you share an example of a time when you had to learn something completely new? What steps did you take to master it?"
"What recent trends or developments in our industry excite you and why?"
4. Probe for Passion and Interests
Understanding what excites and drives a candidate can help you determine if they will be passionate about the role and your company. Passionate employees are typically more engaged and productive.
Questions to ask:
"What interests you most about this position and our company?"
"Are there any personal projects or hobbies that you’re passionate about? How do they relate to your professional aspirations?"
5. Consider Situational and Behavioural Questions
Situational and behavioural questions can help you understand how candidates have handled past scenarios, providing insights into their competencies and decision-making processes.
Questions to ask:
"Tell me about a time when you had to manage multiple deadlines. How did you prioritise and what was the outcome?"
"Describe a situation where you took the initiative to solve a problem. What was the result?"
6. Provide Realistic Job Previews
Give candidates a clear picture of what the job entails. This not only helps them understand if they’re the right fit but also allows you to gauge their enthusiasm and readiness for the role.
Suggestions:
Share a typical day or week in the role.
Discuss key challenges they might face and ask how they would handle them.
7. Look Beyond the CV
Graduates might not have extensive work experience, but they often have extracurricular activities, internships, volunteer work, or coursework that can showcase relevant skills and qualities.
Questions to ask:
"Tell me about an extracurricular activity or volunteer experience that taught you a valuable lesson."
"How have your academic projects prepared you for this role?"
8. Use Assessments and Practical Exercises
Incorporate assessments or practical exercises relevant to the job. This could include problem-solving tasks, case studies, or role-playing scenarios to observe how they approach real-world problems.
Suggestions:
Present a common challenge they might face in the role and ask them to outline their approach to solving it.
Use group activities to observe their teamwork and communication skills in action.
9. Provide Constructive Feedback
Graduates are at the beginning of their careers and can greatly benefit from your feedback. If you decide not to move forward with a candidate, offering constructive feedback can help them grow and improve.
Tips:
Highlight their strengths and areas where they performed well.
Offer specific suggestions for improvement and resources they can use to develop these areas.
10. Emphasise Growth Opportunities
Highlighting your company’s commitment to growth and development can be a strong attractor for recent graduates who are eager to learn and advance their careers.
Points to highlight:
Training programmes and professional development opportunities.
Mentorship programmes and potential career paths within the company.
Interviewing graduates requires a slightly different approach than interviewing experienced professionals. By focusing on potential, soft skills, and cultural fit, you can uncover the hidden gems who have the drive and capability to grow with your company. Remember, today's graduates are tomorrow's leaders—invest in finding and nurturing the right ones.
Following the recent election, the United Kingdom stands at a pivotal juncture, poised to address the challenges and opportunities within its job market. With new leadership comes fresh perspectives and policies aimed at bolstering employment, fostering innovation, and ensuring economic resilience. Here’s a comprehensive look at how the UK plans to rejuvenate its jobs market in the wake of the election.
1. Investing in Green Jobs
The green revolution is not just a necessity for environmental sustainability but also a tremendous opportunity for job creation. The government aims to invest heavily in renewable energy, sustainable infrastructure, and green technologies. This investment will not only help in meeting climate targets but also in generating a significant number of jobs across various sectors. From wind farms to electric vehicle production, the green economy is set to be a major employment driver.
2. Enhancing Skills and Training
A skilled workforce is crucial for a dynamic job market. The new administration plans to overhaul the education and training systems to better align with the demands of modern industries. This includes increased funding for vocational training, apprenticeships, and continuous professional development programmes. By focusing on sectors with high growth potential, such as technology and healthcare, the government aims to reduce the skills gap and ensure a ready supply of qualified workers.
3. Supporting Small and Medium-Sized Enterprises (SMEs)
SMEs are the backbone of the UK economy, providing a significant portion of employment. To foster a conducive environment for these businesses, the government is looking to simplify regulations, provide tax incentives, and improve access to finance. Initiatives like the British Business Bank and regional development funds are expected to play a pivotal role in supporting SMEs, encouraging entrepreneurship, and driving job creation.
4. Boosting Digital and Technological Innovation
The digital economy is a key area for job growth. The government plans to invest in digital infrastructure, such as 5G networks and broadband access, to ensure the UK remains competitive in the global market. Support for tech start-ups and initiatives to promote digital literacy among the workforce will be crucial. By fostering a robust tech ecosystem, the UK can attract and retain top talent, leading to the creation of high-value jobs.
5. Regional Development and Levelling Up
Addressing regional disparities is a major focus for the new government. By investing in infrastructure projects, such as transport and housing, in underdeveloped areas, the government aims to stimulate local economies and create jobs. Policies aimed at levelling up will ensure that growth is inclusive and benefits all parts of the country, not just the economic hubs.
6. Strengthening Labour Rights and Job Security
Ensuring fair wages and job security is vital for a stable job market. The government has pledged to review and enhance workers' rights, focusing on issues such as the gig economy, zero-hour contracts, and minimum wage. By creating a fairer job market, the government aims to protect workers and promote long-term employment.
7. Promoting Research and Development (R&D)
Investing in R&D is essential for driving innovation and economic growth. The government plans to increase funding for scientific research and development projects, encouraging collaboration between universities, research institutions, and industries. This will not only lead to technological advancements but also create high-skilled jobs in research and innovation sectors.
8. Expanding Trade and Export Opportunities
Post-Brexit, the UK is keen on establishing new trade relationships and expanding export opportunities. By negotiating favourable trade deals and supporting businesses in accessing international markets, the government aims to boost economic activity and create jobs. Strengthening trade relations with emerging markets will be particularly important for future growth.
Conclusion
The UK’s job market faces both challenges and opportunities in the post-election landscape. With strategic investments in green jobs, skills development, SME support, digital innovation, regional development, labour rights, R&D, and trade, the new government is poised to create a dynamic, resilient, and inclusive job market. As these policies take shape, the UK can look forward to a future of sustained economic growth and increased employment opportunities for all its citizens.
Mental Health is a frequent topic spoken about throughout the workplace specifically, men’s mental health. It can affect individuals of all ages, gender and races however, men face distinctive challenges with breaking the barriers surrounding the stigma and getting the support they need in order to maintain their wellbeing especially within the workplace. By continuing to recongise and promote months such as Men’s Mental Health Month as a nation we can continue to carry out exercises to create a more welcoming environment for individuals to express concern.
Unfortunately, men’s mental health worldwide is at an all-time high. Current statistics show that over a third of men (35%) think they've had a diagnosable mental health condition at some point in their life. Additionally, suicide the biggest killer of men aged 50-54.
What are the key findings?
Let’s explore some of the most significant mental health statistics relating to men in the UK.
29% say they’re “too embarrassed” to talk, and 20% feel there is a “negative stigma” around speaking out about their mental health concerns
Men are 32% less likely to visit the doctor about their mental health, particularly when they’re amid their careers
The biggest cause of mental health issues in men’s lives are work (32%), their finances (31%) and their health (23%)
40% of men polled said it would take thoughts of suicide or self-harm to compel them to get professional help
These statistics are not only upsetting they are alarming, especially as the common denominator throughout these statistics is work based. There are many ways employers can support their employees, mental health and wellbeing.
Encourage open communication:
Due to the stigma surrounding open communication men are almost a third less likely than women to visit the doctor. The main reason surrounding this is usually down to cultural pressures and the idea that men have to behave and present themselves in a certain way.
Since men are less likely to share their feelings regarding their mental health, hiring managers and employers need to ensure they create a comfortable and trustworthy environment for men to be able to freely express their feelings without the fear of being judged.
Ensure there is a work Life Balance:
Employers should ensure they provide employees with flexibility over their working hours to guarantee they are providing their employees with a healthy work/life balance. Implementing this into the business will help create a more positive atmosphere and allow for employees to switch off and therefore decrease the chances of burnout.
Provide wellbeing focused company benefits:
Alongside general employee benefits such as life insurance and health insurance, employers should ensure wellness-focused benefits like wellness apps. Examples of this include Calm and Headspace. Majority of employees benefit from wellness apps as they’re easily accessible for all individuals regardless of whether their job role is remote, hybrid or office based as well as, it allows for a more personal and private experience.
If you’re struggling with mental health, and need to talk to someone please contact Man Up https://www.manup.how/get-help. Man Up's vision is to provide services needed to diminish the stigma surrounding men’s mental health and effectively implement services to help with this.
There have been many factors contributing to the UK’s fall into recession such as the pandemic crisis that took place in the year 2020 resulting in widespread economic disruption and lockdowns, high inflation driven by price increases and services and many more. However, business owners as well as employees across the UK don’t have a deep understanding of how the recession will affect their business and what this will do to employment rates.
What is a recession?
A recession is a significant, extensive and protracted decline in economic activity. Different sectors may look at different factors such as sales output, productivity, and unemployment levels however, the most common measure is GDP. This is usually defined as two consecutive quarters of negative economic growth.
There are many factors to indicate a recession taking place such as a
• Manufacturing slowdown
• An increase in redundancies
• Decline in spending
What impact will this have on businesses?
The majority of businesses across the UK have been negatively affected by the recession, when consumer demand for products and services decreases, businesses often reduce their operations, leading to a lower need for labour and materials, which subsequently decreases business-to-business spending. As a result of this, businesses are affected in different ways such as:
Employee layoffs and redundancy
Unfortunately, since March 2024, there have been an outstanding 1.49 million unemployed people in the United Kingdom three months to March 2024, with the figure being the highest number since July 2015 when there were roughly 1.84 million unemployed. The rise in employment can be accredited to the pandemic that occurred in the year 2020.
Cash flow reductions
Oftentimes small businesses don’t have big cash reserves, so when money comes in it gets put towards expenses and bills. However, in a recession, consumers are more likely to spend less may extend payments and delay purchases which affects a business’s cash flow.
How will this affect unemployment rates?
As economic activity declines, businesses experience reduced demand for their products and services, prompting them to cut costs by slowing down operations, reducing their workforce, or freezing hiring. Consequently, redundancies increase, and fewer job opportunities are available, resulting in a rise in unemployment. This can create a cycle of reduced consumer spending and further economic contraction, exacerbating unemployment rates even more.
Overall, the unemployment rate is a key recession indicator and although UK authorities aren’t able to give UK citizens a period of how long this may last factors suggest that it could last between two - several months. Although this recession is negatively affecting everyone, we suggest all business owners concentrate on diversifying revenue streams, focusing on marketing and maintaining a strong cash reserve.
If you’re currently searching for a new role and want to take the next steps in your career, The Graduate Project is here to help! Get in touch with one of our consultants today and find the perfect role for you:
https://www.thegraduateproject.co.uk/pages/contact-us
In the competitive landscape of hiring, conducting effective interviews is crucial for employers to identify top talent and ensure cultural fit within their organisations. The interview process serves as a vital gateway to assess candidates beyond their resumes and qualifications. To optimise this process, employers can leverage various interview techniques tailored to uncover essential insights. Here's a comprehensive guide to interview strategies that work:
Structured Interviews
These follow a predetermined set of questions, ensuring consistency across candidates. Structured interviews provide a clear framework for evaluation and facilitate objective comparisons.
Behavioural Interviews
Focus on past behaviour to predict future performance. Candidates are asked to describe specific instances where they demonstrated key competencies relevant to the job.
Panel Interviews
Involve multiple interviewers from different departments or levels within the organisation. This approach offers diverse perspectives and minimises individual biases.
Case Interviews
Commonly used for analytical roles, candidates are presented with hypothetical scenarios or problems to solve, showcasing their problem-solving skills in real time.
Probing Questions:
Crafting insightful questions is pivotal in eliciting valuable responses from candidates. Here are examples of effective probing questions:
• Tell me about a challenging project you led. What obstacles did you face, and how did you overcome them?
• Can you describe a situation where you had to work with a difficult team member? How did you handle it?
• What motivates you the most in a work environment?
Probing questions delve deeper into a candidate's experiences, attitudes, and values, offering a more holistic view of their capabilities.
Techniques for Assessing Cultural Fit
Assessing cultural fit ensures candidates align with the organisation’s values, mission, and work environment.
Employers can use these techniques:
1. Values Alignment: Ask candidates about their personal values and seek examples of how these align with the company's values.
2. Team Compatibility: Gauge how well candidates interact with potential colleagues by arranging team interviews or informal meet-and-greets.
3. Scenario-Based Questions: Present scenarios that reflect the company's culture and observe how candidates respond.
4. Company Insights: Share detailed information about the company culture during interviews to help candidates self-assess their fit.
Additional Tips for Successful Interviews
• Active Listening: Pay close attention to both verbal and non-verbal cues to understand candidates better.
• Provide a Realistic Job Preview: Be transparent about the role's challenges and expectations to manage candidate expectations.
• Assess Soft Skills: Evaluate interpersonal skills, adaptability, and communication style alongside technical competencies.
• Follow-Up and Feedback: Maintain communication post-interview to keep candidates engaged and provide timely feedback.
By integrating these interview techniques, employers can enhance the efficacy of their hiring processes. Ultimately, a well-executed interview not only identifies the right candidates but also reinforces the employer brand and fosters positive candidate experiences. Investing time and effort in refining interview techniques is a strategic investment that pays dividends in securing top talent and building a cohesive, high-performing team.
Remember, the interview is a two-way street—it's not just about assessing candidates but also showcasing your company as an employer of choice. With thoughtful preparation and adherence to these strategies, employers can navigate interviews effectively and make informed hiring decisions.
In recent years companies worldwide have been going through a transitional period, particularly since the Corona Virus Pandemic that occurred throughout the year 2020. Because of that, there has been an increase in remote working with 85% of employees currently working from home wanting a ‘hybrid’ approach to both home and office work.
Whilst the majority of individuals value what working from home offers, such as convenience and flexibility, it also comes with its unique set of challenges, especially for those who are new to this arrangement, such as graduates. There are many practices that can encourage a more enjoyable work-from-home space allowing you to thrive in the skills necessary to be able to go above and beyond in your job and get the most out of remote working.
Communication is essential
Although remote working has its face-to-face limitations it is important to recongise the importance of frequent communication. Taking the initiative to communicate with your colleagues through multiple communication channels such as by asking questions, discussing campaigns and keeping up to date with different tasks removes the void of confusion surrounding completing assignments.
Take breaks to recharge
Taking short regular breaks is essential as it allows your body to recharge. Removing yourself from your workspace by getting lunch or having a coffee allows your mind to be able to refocus and complete the task at hand to a higher standard.
Integrate a normal work routine
Establishing a “normal” work routine allows you to set boundaries between work and home life. Although working from home gives you the ability to be able to dress how you feel most comfortable it can also disrupt the boundaries between work and life balance.
Set up a dedicated workspace
Setting up a dedicated workspace Enables you to establish a distinct divide between professional obligations and personal well-being. This will ultimately lead to better productivity and decrease the chance of burnout.
Overall, to effectively manage and navigate working from home it is important to establish clear communication, defining clear expectations of what tasks are required of you to avoid confusion and foster a sense of virtual community.
If you’re currently searching for a new job or ready to take the next steps in your career, The Graduate Project Recruitment Agency has got you covered!
We provide support to graduates as well as qualified professionals looking for new opportunities. Speak to one of our consultants today please call 020 7043 4629.
Interviewing Graduates: A Guide for Managers to Uncover Potential in Experience-Lite Candidates
As a manager, hiring new talent is both an exciting opportunity and a significant responsibility. When it comes to interviewing recent graduates, the challenge often lies in the fact that they may not have extensive work experience. However, this does not mean they lack potential or capability. Here’s how you can effectively interview graduates to identify the best fit for your team and organisation.
1. Shift Focus from Experience to Potential
While seasoned candidates can present a portfolio of past achievements, graduates bring fresh perspectives, eagerness to learn, and untapped potential. Shift your interview strategy to evaluate their potential rather than just their past experiences. Look for indicators of growth, adaptability, and a proactive mindset.
Questions to ask:
"Can you tell me about a project or assignment where you had to learn something new quickly? How did you approach it?"
"What motivates you to perform well and how do you stay motivated during challenging times?"
2. Evaluate Soft Skills and Cultural Fit
Soft skills such as communication, problem-solving, and teamwork are crucial for any role. Since graduates might not have a long list of technical skills, assessing their soft skills can give you insight into how well they’ll integrate into your team and culture.
Questions to ask:
"Describe a situation where you worked as part of a team. What was your role and how did you contribute?"
"Can you provide an example of a time when you faced a significant challenge? How did you handle it?"
3. Assess Learning Agility and Curiosity
Graduates often bring a fresh outlook and a strong willingness to learn. Assessing their learning agility—how quickly and effectively they can learn new information and adapt—is essential.
Questions to ask:
"Can you share an example of a time when you had to learn something completely new? What steps did you take to master it?"
"What recent trends or developments in our industry excite you and why?"
4. Probe for Passion and Interests
Understanding what excites and drives a candidate can help you determine if they will be passionate about the role and your company. Passionate employees are typically more engaged and productive.
Questions to ask:
"What interests you most about this position and our company?"
"Are there any personal projects or hobbies that you’re passionate about? How do they relate to your professional aspirations?"
5. Consider Situational and Behavioural Questions
Situational and behavioural questions can help you understand how candidates have handled past scenarios, providing insights into their competencies and decision-making processes.
Questions to ask:
"Tell me about a time when you had to manage multiple deadlines. How did you prioritise and what was the outcome?"
"Describe a situation where you took the initiative to solve a problem. What was the result?"
6. Provide Realistic Job Previews
Give candidates a clear picture of what the job entails. This not only helps them understand if they’re the right fit but also allows you to gauge their enthusiasm and readiness for the role.
Suggestions:
Share a typical day or week in the role.
Discuss key challenges they might face and ask how they would handle them.
7. Look Beyond the CV
Graduates might not have extensive work experience, but they often have extracurricular activities, internships, volunteer work, or coursework that can showcase relevant skills and qualities.
Questions to ask:
"Tell me about an extracurricular activity or volunteer experience that taught you a valuable lesson."
"How have your academic projects prepared you for this role?"
8. Use Assessments and Practical Exercises
Incorporate assessments or practical exercises relevant to the job. This could include problem-solving tasks, case studies, or role-playing scenarios to observe how they approach real-world problems.
Suggestions:
Present a common challenge they might face in the role and ask them to outline their approach to solving it.
Use group activities to observe their teamwork and communication skills in action.
9. Provide Constructive Feedback
Graduates are at the beginning of their careers and can greatly benefit from your feedback. If you decide not to move forward with a candidate, offering constructive feedback can help them grow and improve.
Tips:
Highlight their strengths and areas where they performed well.
Offer specific suggestions for improvement and resources they can use to develop these areas.
10. Emphasise Growth Opportunities
Highlighting your company’s commitment to growth and development can be a strong attractor for recent graduates who are eager to learn and advance their careers.
Points to highlight:
Training programmes and professional development opportunities.
Mentorship programmes and potential career paths within the company.
Interviewing graduates requires a slightly different approach than interviewing experienced professionals. By focusing on potential, soft skills, and cultural fit, you can uncover the hidden gems who have the drive and capability to grow with your company. Remember, today's graduates are tomorrow's leaders—invest in finding and nurturing the right ones.
Following the recent election, the United Kingdom stands at a pivotal juncture, poised to address the challenges and opportunities within its job market. With new leadership comes fresh perspectives and policies aimed at bolstering employment, fostering innovation, and ensuring economic resilience. Here’s a comprehensive look at how the UK plans to rejuvenate its jobs market in the wake of the election.
1. Investing in Green Jobs
The green revolution is not just a necessity for environmental sustainability but also a tremendous opportunity for job creation. The government aims to invest heavily in renewable energy, sustainable infrastructure, and green technologies. This investment will not only help in meeting climate targets but also in generating a significant number of jobs across various sectors. From wind farms to electric vehicle production, the green economy is set to be a major employment driver.
2. Enhancing Skills and Training
A skilled workforce is crucial for a dynamic job market. The new administration plans to overhaul the education and training systems to better align with the demands of modern industries. This includes increased funding for vocational training, apprenticeships, and continuous professional development programmes. By focusing on sectors with high growth potential, such as technology and healthcare, the government aims to reduce the skills gap and ensure a ready supply of qualified workers.
3. Supporting Small and Medium-Sized Enterprises (SMEs)
SMEs are the backbone of the UK economy, providing a significant portion of employment. To foster a conducive environment for these businesses, the government is looking to simplify regulations, provide tax incentives, and improve access to finance. Initiatives like the British Business Bank and regional development funds are expected to play a pivotal role in supporting SMEs, encouraging entrepreneurship, and driving job creation.
4. Boosting Digital and Technological Innovation
The digital economy is a key area for job growth. The government plans to invest in digital infrastructure, such as 5G networks and broadband access, to ensure the UK remains competitive in the global market. Support for tech start-ups and initiatives to promote digital literacy among the workforce will be crucial. By fostering a robust tech ecosystem, the UK can attract and retain top talent, leading to the creation of high-value jobs.
5. Regional Development and Levelling Up
Addressing regional disparities is a major focus for the new government. By investing in infrastructure projects, such as transport and housing, in underdeveloped areas, the government aims to stimulate local economies and create jobs. Policies aimed at levelling up will ensure that growth is inclusive and benefits all parts of the country, not just the economic hubs.
6. Strengthening Labour Rights and Job Security
Ensuring fair wages and job security is vital for a stable job market. The government has pledged to review and enhance workers' rights, focusing on issues such as the gig economy, zero-hour contracts, and minimum wage. By creating a fairer job market, the government aims to protect workers and promote long-term employment.
7. Promoting Research and Development (R&D)
Investing in R&D is essential for driving innovation and economic growth. The government plans to increase funding for scientific research and development projects, encouraging collaboration between universities, research institutions, and industries. This will not only lead to technological advancements but also create high-skilled jobs in research and innovation sectors.
8. Expanding Trade and Export Opportunities
Post-Brexit, the UK is keen on establishing new trade relationships and expanding export opportunities. By negotiating favourable trade deals and supporting businesses in accessing international markets, the government aims to boost economic activity and create jobs. Strengthening trade relations with emerging markets will be particularly important for future growth.
Conclusion
The UK’s job market faces both challenges and opportunities in the post-election landscape. With strategic investments in green jobs, skills development, SME support, digital innovation, regional development, labour rights, R&D, and trade, the new government is poised to create a dynamic, resilient, and inclusive job market. As these policies take shape, the UK can look forward to a future of sustained economic growth and increased employment opportunities for all its citizens.
Mental Health is a frequent topic spoken about throughout the workplace specifically, men’s mental health. It can affect individuals of all ages, gender and races however, men face distinctive challenges with breaking the barriers surrounding the stigma and getting the support they need in order to maintain their wellbeing especially within the workplace. By continuing to recongise and promote months such as Men’s Mental Health Month as a nation we can continue to carry out exercises to create a more welcoming environment for individuals to express concern.
Unfortunately, men’s mental health worldwide is at an all-time high. Current statistics show that over a third of men (35%) think they've had a diagnosable mental health condition at some point in their life. Additionally, suicide the biggest killer of men aged 50-54.
What are the key findings?
Let’s explore some of the most significant mental health statistics relating to men in the UK.
29% say they’re “too embarrassed” to talk, and 20% feel there is a “negative stigma” around speaking out about their mental health concerns
Men are 32% less likely to visit the doctor about their mental health, particularly when they’re amid their careers
The biggest cause of mental health issues in men’s lives are work (32%), their finances (31%) and their health (23%)
40% of men polled said it would take thoughts of suicide or self-harm to compel them to get professional help
These statistics are not only upsetting they are alarming, especially as the common denominator throughout these statistics is work based. There are many ways employers can support their employees, mental health and wellbeing.
Encourage open communication:
Due to the stigma surrounding open communication men are almost a third less likely than women to visit the doctor. The main reason surrounding this is usually down to cultural pressures and the idea that men have to behave and present themselves in a certain way.
Since men are less likely to share their feelings regarding their mental health, hiring managers and employers need to ensure they create a comfortable and trustworthy environment for men to be able to freely express their feelings without the fear of being judged.
Ensure there is a work Life Balance:
Employers should ensure they provide employees with flexibility over their working hours to guarantee they are providing their employees with a healthy work/life balance. Implementing this into the business will help create a more positive atmosphere and allow for employees to switch off and therefore decrease the chances of burnout.
Provide wellbeing focused company benefits:
Alongside general employee benefits such as life insurance and health insurance, employers should ensure wellness-focused benefits like wellness apps. Examples of this include Calm and Headspace. Majority of employees benefit from wellness apps as they’re easily accessible for all individuals regardless of whether their job role is remote, hybrid or office based as well as, it allows for a more personal and private experience.
If you’re struggling with mental health, and need to talk to someone please contact Man Up https://www.manup.how/get-help. Man Up's vision is to provide services needed to diminish the stigma surrounding men’s mental health and effectively implement services to help with this.
There have been many factors contributing to the UK’s fall into recession such as the pandemic crisis that took place in the year 2020 resulting in widespread economic disruption and lockdowns, high inflation driven by price increases and services and many more. However, business owners as well as employees across the UK don’t have a deep understanding of how the recession will affect their business and what this will do to employment rates.
What is a recession?
A recession is a significant, extensive and protracted decline in economic activity. Different sectors may look at different factors such as sales output, productivity, and unemployment levels however, the most common measure is GDP. This is usually defined as two consecutive quarters of negative economic growth.
There are many factors to indicate a recession taking place such as a
• Manufacturing slowdown
• An increase in redundancies
• Decline in spending
What impact will this have on businesses?
The majority of businesses across the UK have been negatively affected by the recession, when consumer demand for products and services decreases, businesses often reduce their operations, leading to a lower need for labour and materials, which subsequently decreases business-to-business spending. As a result of this, businesses are affected in different ways such as:
Employee layoffs and redundancy
Unfortunately, since March 2024, there have been an outstanding 1.49 million unemployed people in the United Kingdom three months to March 2024, with the figure being the highest number since July 2015 when there were roughly 1.84 million unemployed. The rise in employment can be accredited to the pandemic that occurred in the year 2020.
Cash flow reductions
Oftentimes small businesses don’t have big cash reserves, so when money comes in it gets put towards expenses and bills. However, in a recession, consumers are more likely to spend less may extend payments and delay purchases which affects a business’s cash flow.
How will this affect unemployment rates?
As economic activity declines, businesses experience reduced demand for their products and services, prompting them to cut costs by slowing down operations, reducing their workforce, or freezing hiring. Consequently, redundancies increase, and fewer job opportunities are available, resulting in a rise in unemployment. This can create a cycle of reduced consumer spending and further economic contraction, exacerbating unemployment rates even more.
Overall, the unemployment rate is a key recession indicator and although UK authorities aren’t able to give UK citizens a period of how long this may last factors suggest that it could last between two - several months. Although this recession is negatively affecting everyone, we suggest all business owners concentrate on diversifying revenue streams, focusing on marketing and maintaining a strong cash reserve.
If you’re currently searching for a new role and want to take the next steps in your career, The Graduate Project is here to help! Get in touch with one of our consultants today and find the perfect role for you:
https://www.thegraduateproject.co.uk/pages/contact-us
In the competitive landscape of hiring, conducting effective interviews is crucial for employers to identify top talent and ensure cultural fit within their organisations. The interview process serves as a vital gateway to assess candidates beyond their resumes and qualifications. To optimise this process, employers can leverage various interview techniques tailored to uncover essential insights. Here's a comprehensive guide to interview strategies that work:
Structured Interviews
These follow a predetermined set of questions, ensuring consistency across candidates. Structured interviews provide a clear framework for evaluation and facilitate objective comparisons.
Behavioural Interviews
Focus on past behaviour to predict future performance. Candidates are asked to describe specific instances where they demonstrated key competencies relevant to the job.
Panel Interviews
Involve multiple interviewers from different departments or levels within the organisation. This approach offers diverse perspectives and minimises individual biases.
Case Interviews
Commonly used for analytical roles, candidates are presented with hypothetical scenarios or problems to solve, showcasing their problem-solving skills in real time.
Probing Questions:
Crafting insightful questions is pivotal in eliciting valuable responses from candidates. Here are examples of effective probing questions:
• Tell me about a challenging project you led. What obstacles did you face, and how did you overcome them?
• Can you describe a situation where you had to work with a difficult team member? How did you handle it?
• What motivates you the most in a work environment?
Probing questions delve deeper into a candidate's experiences, attitudes, and values, offering a more holistic view of their capabilities.
Techniques for Assessing Cultural Fit
Assessing cultural fit ensures candidates align with the organisation’s values, mission, and work environment.
Employers can use these techniques:
1. Values Alignment: Ask candidates about their personal values and seek examples of how these align with the company's values.
2. Team Compatibility: Gauge how well candidates interact with potential colleagues by arranging team interviews or informal meet-and-greets.
3. Scenario-Based Questions: Present scenarios that reflect the company's culture and observe how candidates respond.
4. Company Insights: Share detailed information about the company culture during interviews to help candidates self-assess their fit.
Additional Tips for Successful Interviews
• Active Listening: Pay close attention to both verbal and non-verbal cues to understand candidates better.
• Provide a Realistic Job Preview: Be transparent about the role's challenges and expectations to manage candidate expectations.
• Assess Soft Skills: Evaluate interpersonal skills, adaptability, and communication style alongside technical competencies.
• Follow-Up and Feedback: Maintain communication post-interview to keep candidates engaged and provide timely feedback.
By integrating these interview techniques, employers can enhance the efficacy of their hiring processes. Ultimately, a well-executed interview not only identifies the right candidates but also reinforces the employer brand and fosters positive candidate experiences. Investing time and effort in refining interview techniques is a strategic investment that pays dividends in securing top talent and building a cohesive, high-performing team.
Remember, the interview is a two-way street—it's not just about assessing candidates but also showcasing your company as an employer of choice. With thoughtful preparation and adherence to these strategies, employers can navigate interviews effectively and make informed hiring decisions.
In recent years companies worldwide have been going through a transitional period, particularly since the Corona Virus Pandemic that occurred throughout the year 2020. Because of that, there has been an increase in remote working with 85% of employees currently working from home wanting a ‘hybrid’ approach to both home and office work.
Whilst the majority of individuals value what working from home offers, such as convenience and flexibility, it also comes with its unique set of challenges, especially for those who are new to this arrangement, such as graduates. There are many practices that can encourage a more enjoyable work-from-home space allowing you to thrive in the skills necessary to be able to go above and beyond in your job and get the most out of remote working.
Communication is essential
Although remote working has its face-to-face limitations it is important to recongise the importance of frequent communication. Taking the initiative to communicate with your colleagues through multiple communication channels such as by asking questions, discussing campaigns and keeping up to date with different tasks removes the void of confusion surrounding completing assignments.
Take breaks to recharge
Taking short regular breaks is essential as it allows your body to recharge. Removing yourself from your workspace by getting lunch or having a coffee allows your mind to be able to refocus and complete the task at hand to a higher standard.
Integrate a normal work routine
Establishing a “normal” work routine allows you to set boundaries between work and home life. Although working from home gives you the ability to be able to dress how you feel most comfortable it can also disrupt the boundaries between work and life balance.
Set up a dedicated workspace
Setting up a dedicated workspace Enables you to establish a distinct divide between professional obligations and personal well-being. This will ultimately lead to better productivity and decrease the chance of burnout.
Overall, to effectively manage and navigate working from home it is important to establish clear communication, defining clear expectations of what tasks are required of you to avoid confusion and foster a sense of virtual community.
If you’re currently searching for a new job or ready to take the next steps in your career, The Graduate Project Recruitment Agency has got you covered!
We provide support to graduates as well as qualified professionals looking for new opportunities. Speak to one of our consultants today please call 020 7043 4629.
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