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5 Strategic Ways to Speed Up Your Hiring Process
We all know the frustration of a slow hiring process—it can drag on for weeks or even months. In today's competitive job market, businesses need to secure top talent as quickly as possible.
Here are some proven strategies to help you streamline your hiring process and bring new team members on board faster. Plus, we’ll highlight the benefits of using a recruitment agency to give your hiring a boost!
1. Streamline Your Job Descriptions
The first step to a quicker hiring process is having clear and precise job descriptions. Vague descriptions can attract a flood of unqualified applicants, slowing down your screening process.
Tips:
- Specify the skills and experience required.
- Clearly outline key responsibilities and expectations.
- Include essential qualifications to filter out unsuitable candidates early on.
- With well-crafted job descriptions, you'll attract more relevant applicants, reducing the time spent sorting through resumes.
2. Utilising Technology for Screening
Technology can significantly speed up the initial screening phase. Automated tools and AI-driven platforms can quickly sift through resumes to identify the best matches based on your criteria.
Tips:
- Implement an Applicant Tracking System (ATS) to manage and streamline applications.
- Use AI tools for initial resume screening and candidate ranking.
- Conduct video interviews to quickly assess candidates before in-person interviews.
- Leveraging these technologies can save valuable time by efficiently narrowing down the candidate pool.
3. Pre-Schedule and Use Panel Interviews
Scheduling interviews can often be a bottleneck in the hiring process. Consider pre-scheduling interview slots and using panel interviews to streamline this phase.
Tips:
- Pre-schedule interview slots for shortlisted candidates to minimise scheduling delays.
- Use panel interviews to evaluate candidates with multiple stakeholders simultaneously, reducing the number of interview rounds.
- This approach ensures the interview process moves forward quickly and includes key decision-makers from the start.
4. Implement a Structured Hiring Process
A structured hiring process ensures consistency and efficiency. Clearly define each stage and set timelines for each step.
Tips:
- Map out the entire hiring process, from initial application to final offer.
- Set specific deadlines for reviewing applications, conducting interviews, and making decisions.
- Train hiring managers on the importance of adhering to the timeline.
- A well-structured process keeps everything on track and ensures all team members are aligned.
5. Partner with a Recruitment Agency
One of the most effective ways to accelerate your hiring process is by partnering with a recruitment agency such as Metis Recruitment. Recruitment agencies have extensive networks and expertise in sourcing, screening, and placing candidates quickly.
Benefits:
- Access to a larger pool of pre-screened candidates.
- Reduced time spent on sourcing and initial screening.
- Expertise in matching candidates with your specific needs.
- Recruitment agencies can handle much of the heavy lifting, allowing your business to focus on selecting the right candidate from a highly qualified shortlist.
Conclusion
Speeding up the hiring process is essential for securing top talent and maintaining a competitive edge. By refining job descriptions, leveraging technology, pre-scheduling interviews, implementing a structured hiring process, and partnering with a recruitment agency, your business can significantly reduce the time it takes to find and hire the best candidates. These strategies not only improve efficiency but also enhance the overall candidate experience, making your organisation more attractive to top-tier talent.
Next Steps
Metis Recruitment has over 20 years of recruitment experience within the RCI and building envelope sectors.
To find out how we can help you get in touch with us on 01522 424145 or contact us here.
The construction industry has always played a vital role in driving economic growth, covering a range of disciplines such as architecture, civil engineering, and construction management. In the United Kingdom, this sector provides employment for around 2.15 million individuals.
However, companies and specialised recruitment agencies are facing challenges in sourcing skilled workers due to a shrinking pool of talent, in order to keep up with the increasing demand. This skills shortage presents a considerable threat to the industry's ability to recover and progress in the future.
The UK Trade Skills Index 2023 has revealed a pressing need for 937,000 fresh faces in the construction and trades sector within the next ten years. Scotland alone needs 31,000 skilled workers. Out of those recruits, 244,000 should ideally be qualified apprentices.
The construction industry has been hit hard by the aftermath of the COVID-19 pandemic, the urgency to bridge the skills gap has become more apparent. According to the Construction Skills Network (CSN) report, the industry will require an additional 225,000 workers by 2027. This growing skills gap is not only a concern for the industry but also poses a threat to the UK economy, with worries about output on the rise.
Reasons Behind the Skills Gap
Several factors have led to the widening skills gap in the construction sector. One major issue is the decrease in the number of apprentices entering the industry. In 2021, the lowest number of apprentices since 2010 were registered, with many failing to complete their training. This lack of interest among young people in pursuing construction careers is a concerning trend, as only a small percentage of students consider working in this sector.
Another challenge is the aging workforce within construction. With over 35% of workers aged over 50, the industry is facing a potential shortage of experienced workers in the coming years. It is crucial to attract new talent to replace these older workers as they retire.
Furthermore, while increased investment in construction projects is positive for the industry, it also contributes to the skills gap. Government initiatives and infrastructure projects have created a surge in demand for skilled workers, with billions of pounds worth of projects planned for the next five years. This increased demand, combined with the existing skills shortage, emphasizes the need to address the skills gap urgently.
Impacts of the Talent Deficit
The construction industry is facing a significant shortage of skilled workers, which is having wide-ranging effects on the economy, employment, and the timely completion of projects. This shortage poses a threat to the industry's post-pandemic growth and recovery, as well as the delivery of crucial infrastructure projects and affordable housing initiatives. The lack of skilled workers is impacting the successful execution of construction projects.
With a limited number of qualified professionals available, construction firms may find it challenging to meet project deadlines and deliver projects at the expected level of quality. This can result in project delays, exceeding budget limits, and a decline in client satisfaction.
Moreover, the skills shortage is placing added strain on existing workers, who may be required to work longer hours to make up for the manpower shortfall. This situation increases the risk of worker fatigue and undermines safety protocols at construction sites.
Closing the Gap in Skills
To address the skills gap and fulfil the need for skilled workers in sustainable construction practices, it is crucial to implement various strategies.
Attracting and Educating New Generation Employees
A key strategy to drive growth in the construction industry is to actively recruit and train young professionals, such as recent graduates and individuals with further or higher education backgrounds. Creating strong partnerships between educational institutions and the construction sector is crucial to equip new candidates with the skills and knowledge needed to succeed in the field. These partnerships can involve apprenticeship schemes, internships, and targeted outreach efforts to showcase the diverse career opportunities within the construction industry.
Apprenticeship programs play a vital role in attracting fresh talent and preparing them for successful careers in construction. It is essential for both the Scottish and UK construction industries to continue investing in these programs in order to cultivate a skilled workforce for the future.
Leveraging Transferable Skills
Construction companies and recruiters have the opportunity to attract talented workers from various sectors within the industry or from other neighbouring professions, reallocating the existing workforce to meet immediate project needs. A multitude of transferable skills exist that transcend different specialties and can provide construction projects with a larger pool of skilled individuals to choose from.
Regarding hard skills, these include physical strength, dexterity, hand-eye coordination, as well as expertise in bricklaying, masonry, carpentry, framing, plumbing, electrical work, drywall installation, roofing, sheet metal work, demolition, HVAC systems, inspection, painting, repairs, measurement, installation, maintenance, power tool operation, renovations, surveying, ironwork, and mathematics.
Technical skills encompass knowledge of Occupational Safety and Health Administration (OSHA) regulations, the Uniform Building Code (UBC), and Hazardous Materials Management (HAZMAT) protocols; proficiency in the Microsoft Office Suite; as well as training on a variety of heavy machinery.
Soft skills crucial for success in construction roles include teamwork, collaboration, active listening, a willingness to learn, problem-solving abilities, decision-making skills, effective communication, and organizational proficiency.
Certifications and training play a significant role in enhancing the capabilities of skilled workers. Many individuals possess certifications that are applicable across disciplines, such as licenses for operating heavy equipment, health and safety training, or engineering qualifications. Additionally, there is the option to retrain workers from related sectors, leveraging their existing knowledge and skills to better prepare them for construction-related positions.
Retraining workers
It is essential to retain experienced workers to overcome workforce challenges. Businesses need to offer appealing career advancement opportunities, competitive pay, and a positive work environment to keep skilled staff members. This involves prioritising ongoing professional growth and training opportunities to keep employees interested and driven.
The construction sector needs to tackle the skills shortage to boost productivity and secure its future success. By concentrating on recruiting and developing young talent, retaining experienced workers, and tapping into broader talent pools with relevant skill sets, the industry can close the skills gap and meet the need for sustainable construction methods.
Next Steps
The demand for highly skilled professionals in the construction industry remains consistently high. Companies are seeking talented individuals to innovate, design, and build the future of the sector.
Metis Recruitment’s specialist team is able to find top RCI professionals with leading companies in construction specifically the Building Envelope Sector. With years of expertise in recruitment, we can assist you in swiftly hiring employees.
Call us on 01522 424145 or click here, to speak to one of the team about how we can help you today.
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We all experience periods at work where we are filled with excitement and passion for our projects, reigniting our love for our roles. However, there are also times when motivation is hard to come by. If the thought of returning to work after the weekend fills you with dread, it may be a clear indication that something is amiss.
It could be that you have outgrown your current role, the work environment has turned toxic, or perhaps you have realized that your true passions lie elsewhere, in a different position or company with different values. There are certain signs to watch out for that suggest it may be time to start looking for a new job.
Making a decision to change careers can be intimidating, leading many to ignore the signals that they should move forward. Today, we discuss the six unmistakable signs that indicate it is time to begin searching for a new job, along with advice on how to go about finding one.
1. You no longer enjoy going to work.
There are numerous reasons why people might feel hesitant to leave their homes in the morning, whether it be due to a gruelling commute or a long train ride. However, the journey to work should not be a period filled with dread as you watch the minutes tick by until your start time. Have you caught yourself stopping for a coffee just to postpone stepping foot in the office? Have you begun taking a longer route to work? Does the thought of work in the morning prevent you from getting a good night's sleep?
In today's world, many individuals are now working remotely from home, eliminating the need to physically commute to work in many cases. Despite this shift, feelings of dread can still manifest during morning Zoom meetings, conference calls, or whenever work-related notifications pop up on your screen.
Feeling anxious about your job is not something that should be considered normal. If you find yourself experiencing this, it may be time for a change.
2. Feeling Disconnected
Employers who prioritise employee engagement are typically considered top-notch. A great employer who values the building envelope industry will make sure employees have the right workload - not overwhelming them but also not leaving them with too little to do.
Employees should feel motivated and committed to their jobs, as well as feel a strong connection to their team and employer, which will drive them to give their best every day. This passion and dedication are usually present when someone first applies for a job.
However, if proper management is lacking, employees may start to feel disconnected and lose interest over time.
Once this detachment sets in, it becomes challenging to muster enthusiasm for the job. Employees may question whether their employer truly values them, especially if circumstances change in the short term.
3. Calling in Sick or taking extra holidays
Excessive absences due to sickness or taking time off solely to escape work may indicate underlying issues. Studies show that approximately 12.7% of sick leave is related to mental health issues, often stemming from dissatisfaction with one's current job.
If your mental well-being is suffering as a result of your work, it is important to communicate with your supervisor. Employers have a responsibility to ensure that your job does not compromise your health.
If the problems persist despite your manager's efforts, it may be necessary to consider seeking employment with a company known for prioritising employee well-being.
4. Not getting on with your colleagues
Establishing positive relationships with both your boss and co-workers is not guaranteed in any job. It's a pleasant bonus when you enjoy your role and have a good rapport with your team. However, negative interactions with colleagues can quickly sap your energy, turning a once ideal job into a nightmare. There are always options to explore before resorting to finding a new company, but sometimes it's necessary.
Unfortunately, toxic work environments are more common than we realize. Even if your job looks great on paper, if your boss constantly belittles you and the atmosphere at work is consistently negative, hindering your success and overall well-being, it may be time to seek employment where you not only feel fulfilled but also content.
5. Being Underpaid
Many employees feel they are not adequately compensated for their efforts – a common scenario in many workplaces. Initially, the job responsibilities may have been well-defined, but as time goes on and you gain more experience, you may find yourself handed more tasks without a corresponding pay increase. It could be that your manager is unaware of the extra workload you are shouldering, which ultimately reflects poor management on their part.
If you find yourself assigned additional duties or even taking on managerial responsibilities without any offer of increased compensation, it is a clear indication that your employer is exploiting your hard work. Fortunately, not all companies in the Construction industry operate in this manner. It may be time to start seeking out employers who value and fairly compensate their employees.
6. Not Feeling Valued
In addition to receiving a fair salary for your efforts, it is crucial to also feel appreciated and backed emotionally by both your manager and coworkers.
Some red flags to watch out for that may indicate you are not being fully valued by your current employer are:
- Your work is consistently overlooked,
- Your performance and salary reviews keep getting postponed,
- You are not given the autonomy you deserve in your role,
- Those around you are advancing while you remain stagnant,
- You are frequently left out of important opportunities.
Feeling undervalued could signify that your current employer lacks the motivation to help you progress in your career, and it is unlikely that this will change unless there is a significant overhaul in management. However, you do not have to just sit back and wait for this to occur.
Next Steps
Numerous individuals find themselves trapped in positions that bring them great discontent and have a negative impact on their mental well-being because they feel there are no alternatives available to them.
The reality is that there are always other paths to explore; it's possible that you just haven't come across them yet – and this is where we can assist you.
Get in touch with us, Metis Recruitment – we will provide guidance and present you with various options. We can connect you with potential new employers and even help schedule interviews for you. So, what are you waiting for?
The topic of mental health has become increasingly prominent in recent years, emphasising the crucial need for understanding and addressing it, particularly within the workplace.
According to data from the Health and Safety Executive’s annual report on work-related ill health and workplace injuries, 1.8 million workers stated they were experiencing work-related health issues in the 2022/23 year, with around 50% of these cases attributed to stress, depression, or anxiety.
Before the COVID-19 outbreak, the rate of self-reported work-related health problems had remained relatively steady, but it has since increased compared to 2018/19.
It was estimated that there were 875,000 cases of work-related stress, depression, or anxiety in 2022/23, which is higher than before the pandemic. In total, approximately 35.2 million working days were lost in 2022/23 due to self-reported work-related health issues or injuries.
Duty of Care
As a manager, we have a “duty of care” to ensure that we do all we can reasonably do to support our employee's health, safety and well-being. Regular communication with your team is key to creating a supportive environment, meaning that employees feel comfortable having sensitive conversations.
Creating a workplace where employees feel comfortable discussing mental health issues can prevent problems from escalating. This can result in fewer absences due to mental health issues and boost overall morale in the workplace.
It is crucial to prioritise both mental and physical health equally and foster an environment where employees are encouraged to openly address their mental health concerns.
What can we do as managers?
Encouraging open conversations about mental health among employees can prevent issues from escalating and result in fewer instances of poor mental health-related absences. This can positively impact workplace morale. It is crucial to prioritise both mental and physical health equally within the business.
Creating a supportive environment where employees feel comfortable discussing mental health is essential. This can be achieved by having managers demonstrate positive wellbeing practices and actively challenging any stigmas associated with mental health.
Regular one-on-one meetings between employees and their managers should be facilitated to address any concerns or difficulties they may be facing.
Providing resources to facilitate open dialogues about mental health, offering training sessions, and launching campaigns to raise awareness about mental health are also beneficial.
Designating mental health advocates who are trained to listen and guide employees toward appropriate support services can further enhance the mental health support system within the company.
Creating a Supportive Atmosphere
It is important to be open, accessible, and supportive to team members who may be facing difficulties. Your leadership approach should be adaptable to meet the individual needs of each person.
For instance, if an individual is working remotely, you could inquire about their preferred method of communication - whether it be through phone calls, video meetings, or email.
Regular communication with your team is essential in order to assess how they are managing. It is important to enquire about their well-being, the progress of their work, and if they require any assistance.
Additionally, ensure that they have the necessary resources and support if they are working from home.
Refining Hiring Processes to Prioritise Mental Health
It is essential to prioritise and nurture good mental health in the Building Products industry because it can significantly impact your recruitment efforts and appeal to potential new hires.
To begin with, it is crucial to collaboratively work with a reputable Building Products recruitment team that possesses the expertise in managing talent within your industry. These professionals understand how to effectively showcase your company to candidates who are mindful of your approach toward mental health.
Additionally, it is beneficial to enhance the perception of your company being inclusive. One way to achieve this is by highlighting the mental health initiatives that your company undertakes on its website or encouraging employees to share their experiences on review platforms.
In job postings, emphasise your company's flexible and inclusive culture while spotlighting the benefits that candidates can enjoy when working with you. Mentioning perks such as "paid mental health days" and therapy access can attract a diverse pool of candidates, especially from younger generations.
It is also important to carefully plan the interview and onboarding processes. Opting for a video interview can be more accommodating for individuals experiencing anxiety compared to traditional in-person interviews.
Next Steps
In today's competitive job market, Building Product companies face challenges in attracting and retaining top talent. That's where our specialised recruitment team comes in, offering expertise in everything from crafting job descriptions to navigating the onboarding process. We understand the importance of standing out as an employer of choice in this skills-short environment, and we're here to help you do just that.
Whether you need assistance with interviewing techniques or tips on effectively onboarding new team members, our team is ready to support you every step of the way.
If you're looking to strengthen your Building Envelope team with fresh talent, don't hesitate to reach out to us.
We provide complimentary consultations to all our clients, so don't hesitate to contact us at 01522 424145 or via email here..
Introduction
With mental health being spoken about more openly over recent years, there’s no surprise that mental health-related illnesses are the most common cause of long-term absences in economies around the globe with 63% being attributed to stress and mental illness, compared to 59% in 2020.
What's more, mental health conditions can influence motivation in the office, productivity, and turnover. In the Building Envelope landscape, the problem may only continue to grow.
While employers play a significant role in promoting mental health in the Building Envelope industry, employees also have a responsibility to prioritise their own well-being. It is essential for staff members to learn how to take care of their mental health and develop resilience in order to perform effectively and maintain high performance, even in the face of workplace challenges and changes.
Talking about how you’re feeling
Understanding how to communicate your emotions is the initial step towards taking care of your mental well-being. In the Building Envelope industry, it is common for employees to feel overwhelmed at times, leading them to brush aside their emotional struggles. Rather than seeking assistance, many individuals choose to soldier on alone, contributing to the rising rates of burnout in the workforce. Nevertheless, individuals grappling with mental health issues need not face their battles in isolation.
Many leading companies in the Building Envelope sector are now prioritising the well-being of their teams by investing more resources in support programs. By engaging in open conversations with your employer about your challenges and working together to find solutions, you can address problems before they escalate. For example, if you are finding it difficult to juggle remote work while caring for children who are not in school, your employer may consider implementing a hybrid work model that combines in-person and remote work options.
Work/Life Balance
Finding a balance between work and personal life can prove to be quite challenging. With the shift towards remote work for many employees, it can be hard to distinguish between work hours and personal time. To prevent feeling overwhelmed and reduce stress, employees in the Building Envelope industry may need to redefine their understanding of work-life balance.
One approach to achieving this balance is to create a designated workspace at home for tasks when office access isn't available. Furthermore, establishing a schedule to determine when to log out of work-related apps and physically leave the makeshift office space at the end of each day can be beneficial.
It's important to remember the significance of taking regular breaks, regardless of whether you're working in an office setting or from home. These breaks can help clear your mind and boost your creativity. Consider taking short breaks to walk around the room or stepping away for a quick drink of water every hour.
Self-Care Basics
Taking care of ourselves is not something we should only consider when we have free time. In order to excel at work and produce great results for our employers, it is crucial to also prioritize self-care throughout the workday. This includes aspects such as:
Eating well: Proper nutrition plays a key role in enhancing productivity and fostering creativity. It is important to take a break during lunchtime to enjoy a nutritious meal, rather than simply snacking at your desk. Wherever you are working from, make sure you are consuming nourishing foods.
Staying active: Studies have shown that prolonged periods of sitting at a desk can have a detrimental impact on cognitive function. Taking short breaks to engage in physical activity can help you stay focused and energized. It is beneficial to incorporate regular exercise sessions into your weekly routine.
Hydration: While coffee and sugary drinks may provide temporary boosts in alertness, they can ultimately lead to mood swings and fatigue. opt for water as your primary source of hydration to maintain optimal focus throughout the day.
Quality sleep: Adequate rest is essential for mental well-being. Establishing a consistent sleep schedule can improve your ability to cope with work-related stressors. Prioritizing a good night's sleep will enhance your resilience and overall performance in the workplace.
Coping Mechanisms
At times, employees in the building envelope industry may experience increased stress at work. In such situations, having effective coping strategies in place is crucial. One option is to utilise a mindfulness and meditation app that offers guided sessions, which can be done in just a few minutes during work hours to help alleviate stress.
Another helpful technique is to step outside and take a moment to breathe in fresh air. Connecting with nature and changing your environment briefly can provide the necessary break when feeling overwhelmed.
Surrounding yourself with supportive individuals, whether online or in person, can also be beneficial. Laughing with colleagues is a great way to decrease stress, alleviate tension, and relax your body. Moreover, laughter has been known to enhance the immune system.
Be Realistic
Setting high expectations for yourself while striving to excel in the Building Envelope Sector can be tempting. You may feel pressured to prove your worth to your employer or demonstrate your abilities to your colleagues.
However, maintaining unrealistic standards can have a detrimental impact on your well-being, both mentally and physically. It is crucial to recognize your limitations and capabilities as a human being. Acknowledge what is feasible for you to achieve realistically.
If you start feeling overwhelmed at work, don't hesitate to communicate with your supervisor or reach out to your coworkers for assistance. Utilise the resources and support system available to you for guidance. Remember, your team is there to offer help for a reason.
Next Steps to Take
The team at Metis Recruitment has over 20 years combined recruiting experience within the Building Envelope industry.
To find out how we can help you get in touch with us on 01522 424145 or contact us here.
Thinking beyond conventional boundaries is crucial in the Building Envelope industry. While it is essential to encourage professionals to explore new perspectives, true innovation cannot be forced.Just like in recruitment, expanding your horizons is necessary to tap into a diverse talent pool.
Therefore, when it comes to hiring Building Envelope experts, why is it imperative to think creatively?
Exploring the advantages of unconventional thinking
In most cases, a hiring manager typically seeks candidates with a background in a specific industry or a certain level of knowledge that only those who have worked in that industry would possess.
While this approach has its advantages and can be beneficial in many situations, it can also limit the pool of potential talent available. By considering candidates with transferable skills, you open up the possibility of attracting highly qualified individuals who may excel in various roles regardless of the industry.
Unfortunately, many of these exceptional candidates are often overlooked simply because their experience does not match the specific criteria set by the employer in terms of industry background.
Thinking creatively and looking beyond traditional criteria when assessing candidates can bring several benefits:
- Access to a wider talent pool - Especially when hiring for specialised roles, considering candidates with different backgrounds but relevant skills can increase the options available.
- Faster recruitment processes - Some organisations spend extensive time trying to fill a single position, leading to missed opportunities. By broadening the initial search criteria, recruitment timelines can be expedited.
- Diverse workforce - Successful companies often prioritise innovation. By recruiting individuals from various professional backgrounds, fresh perspectives and creative solutions can be brought into the organization. Companies that focus on skills rather than just background tend to excel in innovation.
- Personality alignment - In today's competitive market, personality fit is gaining importance. Sometimes, the perfect candidate on paper may not match the company culture in person and vice versa. Meeting with candidates who may not meet all criteria on paper can lead to unexpected positive outcomes.
- Enhanced employer brand - Creating a reputation for hiring individuals from similar backgrounds can limit diversity and harm the employer brand. To foster a thriving work environment and boost productivity, it is crucial to embrace a diverse workforce.
Are you able to think creatively?
Employers who are willing to consider a candidate's diverse experience often see significant benefits. With a rich and varied talent pool in the UK, it is essential for hiring managers to think creatively when assessing potential candidates. Embracing unconventional paths and backgrounds can lead to discovering an exceptional talent for the role.
If you encounter a candidate with a unique background, offering them a telephone interview to further explore their skills and qualifications could reveal their potential fit for the position. For organisations seeking top talent in the Building Envelope sector, reaching out to our specialist recruitment consultants can help identify and attract the best candidates.
To learn more and have a confidential discussion, contact us at 01522 424145 or email us here.
Congratulations on being offered a new position in Building Envelope Industry!
Now that you have this exciting opportunity, it's time to take a few important steps. First, you'll need to inform your current employers about your decision to leave. Once that's done, you can start thinking about how to excel in your new role.
You already possess the necessary skills, abilities, and experience that your new employer is seeking, so that's one less thing to worry about. However, starting a new job can still be intimidating. You'll want to impress your manager and new colleagues from the start.
Luckily, there are some strategies you can use right from day one to set yourself up for success. Here are 7 tips to help you thrive in your new Building Envelope role.
1. Understanding the Key Areas for Your Attention.
Once you have landed your new job, it marks the beginning of a fresh chapter in your career journey. Although your recruitment agency, www.metisrecruitment.co.uk, may have assisted you in finding a position that aligns with your expertise, talents, and aspirations, it is crucial for you to understand what is expected of you in your new role.
To begin with, it is important to identify your manager's priorities and how they align with your responsibilities. While this information may be covered during the onboarding process, it is beneficial to establish clear short-term, medium-term, and long-term goals to guide your progress. Additionally, you should familiarise yourself with the daily tasks that you need to perform, understand your manager's leadership style, and work towards building a strong relationship with them.
Furthermore, it is essential to comprehend your Key Performance Indicators (KPIs) and how your performance will be assessed in your new position. By gaining a thorough understanding of how your role contributes to the company's overarching objectives, you will be able to integrate seamlessly into the organisation and work towards achieving success.
2. Showcasing the Necessary Competencies and Mindset
Having been selected for your talents, it is now your moment to excel in your fresh position. Reflect on what you have acquired from your past job that can benefit your new workplace. It is vital to exhibit your ability to collaborate effectively with your new coworkers – this may involve adapting to various working styles and understanding the dynamics of your new team and their mode of communication.
Important reminders include honing your communication skills and showing patience as you cultivate strong professional relationships.
Stay open-minded and adaptable – while you may have set ways of approaching tasks from previous experiences, now is the opportunity to learn from others and adjust to the workflow of your new team.
Take initiative in solving issues – don't shy away from embracing new challenges in your new role; it demonstrates your resilience and dedication.
3. Developing Positive Habits
Maintaining professionalism is crucial in all aspects of your work, and it is important to steer clear of engaging in office gossip, even if it may appear tempting as a way to build rapport initially.
Concentrate on delivering results during the initial phase of your position; do not hesitate to seek clarification from your supervisor to ensure you are moving in the right direction but avoid bombarding them with constant questions about uncertainties.
Compile your inquiries and limit them to once a day. In situations where you are uncertain about what steps to take, take the initiative to find tasks to work on – consider asking your new colleagues if they require any assistance.
4. Listen with intention and engagement
Engaging in active listening sets you apart from the common practice of listening just to respond. It involves truly understanding and absorbing what the other person is trying to convey.
By honing your skills in actively listening to your new colleagues and manager, you can gain valuable insights about the company, its people, your role, and the industry as a whole.
Avoid jumping to conclusions and instead, focus on fully comprehending the messages being shared by your peers. You may be pleasantly surprised by how much you can learn by actively listening.
5. Continuously seeking knowledge
It is common for us to think that we already know everything about a specific topic, especially if it is something we are already familiar with. However, starting a new role should serve as a reminder that there is always more to learn. Once you have a clear understanding of your new role's responsibilities and objectives, you can focus on your continuous development.
You should discuss with your manager about potential learning and development opportunities. Inquire about available courses or additional in-house training programs that you can participate in alongside your initial onboarding process. Keep in mind that learning is a continuous process and every day presents an opportunity to gain new knowledge and skills.
6. Choosing what to release or relinquish
As you transition into your new role, it is essential to understand what you can release. Achieving success does not just involve enhancing your existing skills and acquiring new ones; it also entails freeing yourself from outdated habits and mental attitudes that may be hindering your progress.
Recognise when to decline additional responsibilities, be mindful of moments when you tend to delay tasks or lose focus, and most importantly, rid yourself of the fear of failure. Embracing a new role is empowering and can serve as a chance to become the best version of yourself that you have always aspired to be.
7. 90-day plan of action
Ultimately, achieving success requires careful planning rather than leaving it to chance. The onboarding process plays a crucial role in defining the goals and objectives of your new position within a specific industry.
Although the level of detail and specificity in onboarding programs may vary across different organisations, it is recommended that you establish 30, 60, and 90-day objectives for yourself.
These goals can be personal targets that you aim to accomplish in your new role, serving as a source of motivation and boosting your confidence. The 30, 60, and 90-day plan has consistently proven to be an effective strategy for individuals to reach their desired outcomes.
Finally
Are you getting ready to dive into a new position in the Building Envelope industry? Or maybe you're on the lookout for your next career move but aren't sure where to begin your job hunt.
If that's the case, we are here to assist you. Our team specialises in helping Building Envelope professionals like yourself discover exciting new job opportunities.
We offer support with updating your resume, preparing for interviews, career guidance, and coordinating interviews on your behalf.
Reach out to us at 01522 424145 or send us an email to learn how we can assist you in securing your next role in the Building Envelope sector.
Unlocking The Power Of Predictive Hiring
Are you familiar with predictive hiring and workforce planning? It's a process that companies use to analyse data and trends to identify their future hiring needs and make better-informed decisions about their workforce strategies.
Predictive hiring systems use data to anticipate how successful a candidate might be in a particular role based on their skills, experience, and qualifications. This system also analyses external factors such as market demand or competitors' strategies to identify emerging roles and predict future hiring needs. By adopting a predictive hiring system, companies can build an agile workforce that can respond quickly to changes in the market and shifting customer demands.
Creating a predictive hiring model involves analysing data types such as job trends data, demographic data, talent pool data, competitor analysis, and HR metrics. These factors help companies to predict future hiring needs and stay ahead of the curve. With the power of predictive hiring, employers can leverage existing data sources and methodologies to formulate an accurate projection of upcoming talent requirements.
How To Create
To create a predictive hiring model, companies need to understand the nature of the task and set clear objectives. This includes determining which job positions should be focused on, the timeline for when hires need to take place, and who will be responsible for planning/forecasting. Once these goals are established, data types must be collected and analysed.
There are five common techniques that companies can use to predict future hiring needs:
- The Markov model (which helps analyse changes in demand over time),
- Workload analysis (which evaluates existing workloads to determine future demands),
- Managerial analysis (which considers managerial decisions and their impacts on the workforce),
- Nominal group technique (which allows stakeholders to collaboratively brainstorm ideas that influence hiring decisions),
- Delphi technique (which allows experts to share their insights anonymously).
When building a predictive hiring model, it's essential to create a cross-functional team with different roles that can offer different perspectives on the model. Managers, recruiters, sourcers, employees, executives, and product development professionals all play a vital role in predicting hiring trends.
By considering all these perspectives, companies can create an effective predictive hiring model that helps them meet their future workforce needs.
Overall, predictive hiring and workforce planning are crucial for companies to stay competitive within their industry. By analysing data and trends, companies can predict their future hiring needs and build an agile workforce that can adapt to changes in the market and shifting customer demands.
Next Step
Now that the companie's predictive hiring model is in place, it's time to reach out to your recruitment partner to ensure that they are aware of your hiring plan to enable them find the best possible candidates for your roles.
Here at Metis, we pride ourselves on our ability to be able to delve into understanding the clients vacancy as well as the team and culture to ensure that the client receives the best candidates possible.
To find out how we can help you, get in touch with us on 01522 424145 or contact us here.
Richard Elliott
I have known Darren for some time and he seamlessly blends professionalism with a personable, friendly touch. He has been in the industry a long time and has a lot of valuable insight and experience available on tap. My requirements were specific and detailed. Darren took the time to listen, giving me confidence that he would find only suitable opportunities rather than suggest every job that came his way, as some agencies do. I am about to embark on a dream career move, facilitated by Darren. If you're serious about finding the right career move and not just another job, you should speak to him.
NIKKI
Nikki has joined the Metis team as an Administrator/Resourcer.
With a history of customer-facing, streamlining systems & analysing data, Nikki will assist in identifying & qualifying candidates.
Welcome to the team!
Key benefits to you
Our Clients
- We are quick to develop a close relationship with our clients. This includes their future growth, how they fit within their market place, how the company works culturally, who are their competition, what are they looking to achieve....
- We maintain an increasing database of candidates at various levels
- My main objective is to save our clients time whilst providing good value for money. Having a clear and precise understanding of who will complement their organisation means I can identify potential candidates quickly.
- We offer two specific services as we recognise the sensitive but tenacious approach a Senior Management position can require. On many occasions this will require specific research into the candidate's background, qualifications and the contribution they can deliver.
- 95% of our successful placements are repeat business from existing clients.
Our Candidates
- Many candidates remind us on a regular basis of the personal relationship they develop with us over other recruiters. This allows us to fully understand their needs, motivation and cultural fit. Many candidates have since become clients.
- Offering support and advice throughout the recruitment process, from interview preparation and presentations to negotiations and aftercare.
- Identifying the career progression our candidates look for, then educating our clients of their potential has proven successful in many cases.
- Successfully placing candidates within companies with culture and management style what suits their character help to promote longevity and career progression.
Don’t hesitate in getting in contact to find out more about our services and the opportunities we have that could be your next career move. 01522 424145 / 07944 690234 or email info@metisrecruitment.co.uk