Recruiters Need To Focus On How People Learn

When you’re looking to hire a new team member it can be hard to filter down the final applicants and choose the right person.

Management Issues has suggested that in order to build a team of innovative people who can deliver what your business needs in the future as well as meeting your needs now, you should hire people based on how they learn rather than what they know.

The publication acknowledges that what someone knows is important, especially if you’re recruiting for an expert role, but stressed that looking at how they learn is more important for future proofing your team.

“The way that people have learned what they know and the way they intend learning what they will need to know in the future is the real difference between candidates,” it stated.

Recommendations include asking someone to design a new product, rather than getting them to complete an aptitude test, to get an idea of their ability to innovate, and to get a potential candidate to work with the existing team on a problem to see how they fit into your firm’s culture.

If you want some inspiration on how to change up your recruitment techniques, take a look at the finalists for the Personnel Today Award for Innovation in Recruitment.

Among them are SAP UK, which launched a campaign to humanise its brand and attract a wider range of applicants; and Atom Bank, which created a short video about the company to play candidates before a video interview, as well as bringing candidates to an assessment centre for the day to get them involved in tasks in addition to having a chat with the HR team.

If you’re looking for a construction recruitment company to help grow your sales team, contact us today.

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Want Your CV To Get Noticed? Here’s How

When you’re applying for jobs it can be easy to get a little bit lazy. Just pinging across your CV with a brief covering email might seem like enough, but if you want to get noticed by recruiters or hiring managers, you need to do a little bit more.

An article in the Guardian has offered some advice on how to get your CV opened in the first instance, and how to ensure you’re added to the ‘interview’ pile once it’s been reviewed.

First up is that all-important cover letter. It needs to be personalised to the job you’re applying for and the company you’re hoping to work for. This doesn’t need to be long – just a paragraph will suffice – but it needs to clearly explain why your CV is worth opening, and introduce you as a person.

Once someone has got to your CV, they need to be able to skim read it to pick out the important points. Avoid long sections of text and instead go for short paragraphs and bullet points. Spend the most time describing your current role and try to highlight the skills you use here that cross over to the job you’re applying for.

Including facts and figures in your CV, particularly if you’re applying for a job in sales, is a great way to stand out. Many people will make claims in their CV without the evidence to back them up, so if you can include actual data that demonstrates your impact you’ll be one step ahead.

Once your CV has been picked up by a construction recruitment agency and passed on to the hiring manager, you’ll need to thoroughly prepare for your interview. Take a look at our top answers to some of the most challenging interview questions to help you get started.

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Why Job Seekers Should Know About STAR Technique

If you are looking for the best construction recruitment agency the UK has to offer, then you must be looking for a new job.

While you may have polished of your CV and had a few chats with recruiters, one of the most important things you can do while you are waiting to be called to interview is to keep a done list.

Increasingly recruiters are using competency based interviews to assess the suitability of different candidates for a role. This may include basic questions like: what are your favourite bits of your current role? What experience do you have completing this kind of task? Or even, give us an example of when you have helped your team?

While these may seem innocuous being asked specific questions about what we have done can throw less confident candidates, so it is good to have some quick answers to hand.

Start keeping a diary of what you have done during the day, using the STAR technique.

“Using the STAR technique in an interview allows you to break your response down in a logical way,” David Cairncross, director at Hays Recruitment, told The Guardian.

If anything stands out then consider writing down the:

  • Situation – what was happening
  • Task – what you were asked to do.
  • Action – how you did it.
  • Result – what the outcome was.

If you do this for a few days you will be well prepared for anything a competency based interview can throw at you.

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Virtual Job Interviews and How to Handle Them

Looking for a job has changed a lot in the past ten years. For one thing, there’s less of a need to actually leave your house for a job interview.

Inexpensive Web cams and videoconferencing tools like Skype mean that, nowadays, your first interview (or first couple of interviews) with a company may take place in front of your home computer — maybe, that is, a “virtual interview.”

But although the technology is ready, are you? Before your virtual interview, make sure you’re prepared.

  1. Get a handle on it.

Whether it’s Skype, an instant-messaging client, or another videoconferencing app, you likely have a user name or “handle” that you sign in with. Make sure it’s not something like beerlover2011 or casanova4u. As with your email account, choose something professional — if you can’t use just your name because it’s already taken, try your name combined with your industry (jsmith_Construction, for instance).

  1. Dress for it.

Even for a phone interview, getting dressed as you would for a face-to-face interview can make you feel more confident and professional (and that feeling will affect your performance). Don’t be casual just because the medium seems more casual. And don’t go with the business-on-top, bunny-pajamas-on-the-bottom look. You just might have to stand up for some reason, so get dressed all the way down to the shoes.

  1. Straighten it up.

Consider your background, and make sure it’s professional. You don’t want to start the chat on your Web cam and then notice that your unmade bed is in the corner of the shot. Position your camera so that an interviewer might think you’re in an office (sit in front of a bookshelf, for instance), find a neutral-color background, or find some other background that represents you as a professional in your industry. And make sure you have a copy of your CV and your portfolio (and so on) at hand.

  1. Keep the cat out of it.

I participate in video chats all the time, and I often work from a home office — where my cat has elected herself as my assistant (she likes to help me type). If she shows up in the frame when I’m chatting with a colleague, it’s not a big deal. But when I do more professional meetings, I close the door to Kitty. Whether you’re on the phone or on a Web cam, move pets and kids out of the area, and make sure the environment is quiet (no TV blaring in the next room).

  1. Get an angle on it.

If you’re using a laptop at a traditional desk, your built-in camera may be positioned below your face. As any movie star will tell you, this can be an unflattering angle. A face-on view is better; setting your laptop on a couple of books might help. And pay attention to lighting: if you sit with your back to a very bright window, your face will appear as a dark blob; a light to the side can give you an overly dramatic, shadowy look. Muted sun through a window positioned in front of your desk (or a reasonable facsimile thereof) or a uniform lighting source will help you shine in the interview. (Test your setup with a friend before the big day.)

 

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The Most Effective Questions to Ask in A Job Interview

Imagine you’re in a job interview and everything is looking great – the job looks interesting, the salary and perks are about right, people seem nice.

What you really need to know now is, “Is this a nice place to work?” Are people happy at work here? Are the managers good? Are the co-workers nice? Or is this company a branch office of one of the nastier levels of hell?

You could always ask them straight out at the interview. “Say… I was wondering… Is this a good place to work?”

But you pretty much know what they’ll say, don’t you? “Why certainly, dear applicant, this company is fully committed to the well-being of its employees. We strive to maintain a high level of employee satisfaction and employees are our number one asset.”

Before you start ‘interrogating’ the interviewer, it’s important to assess who you’re dealing with. You should be able to gauge this within a few minutes of talking to them.

A professional would have taken the time at the beginning of the interview to make you feel comfortable, opening the interview with some small talk. These are the best people to deal with, as they’re likely to listen attentively to what you say. But they will be intolerant if you take liberties.

The psychologist-styled interviewer may try to look for hidden clues in everything you say, but it may be difficult to spot this type. So it’s best to stick to the truth and be brief at all times.

The formalist interviewer usually sticks to a script. This can be frustrating, but don’t let it intimidate you. Just be patient and affirmative, because your chance to have your say will probably come at the end of the interview, or when answering their questions.

The interrogator tries to intimidate you. The key to dealing with these people is not to get flustered. Take your time answering the questions and hold your nerve.
The smooth talker is one to watch. If they’re waxing lyrical about the job and its prospects, without too much concern for your ability, then the alarm bells should be going off. This is the type of ‘high staff turnover’ job to avoid.

The pretentious interviewer is another to watch for, as they can intimidate you with their ‘know it all’ attitude. But if you remain humble and respectful you’re still likely to make a good impression.

 

Here are some questions to get you going

  • What’s been your best experience working at this company?
  • When do you have the most fun at work ?
  • Who do you enjoy working with the most here? What do you like about them?
  • Which manager do you admire the most in this company? What do you admire about that person?
  • What’s the greatest thing your manager has done for his/her people?
  • How big is the team I’d be working with?
  • Who would my co-workers be, and what are their functions?
  • How many people would I be managing?
  • What are the goals of this department?
  • What are the company’s objectives for the year?
  • What would my primary tasks on this project be?
  • What does the client expect at the end of the project?
  • What would I go to work on first, and what would my function be?
  • What is the deadline for this project? How will success be measured?
  • What makes this company different from its competitors?
  • What do you like about this company? What keeps you here?
  • If I meet or exceed the company’s expectations, will there be additional opportunities to expand my responsibilities?
  • What sort of communication style works best with this team?
  • What are the main challenges associated with the team?
  • What are the biggest hurdles you hope to overcome in the next quarter?
  • What can you tell me about the culture and the environment?
  • How would you characterise successful employees in this department? What are their common qualities?
  • What is the department head’s leadership style? How often would we interact?
  • Which internal customers would I be interacting with most frequently? What are their typical expectations?
  • Please describe the duties of the job for me.
  • Is this a new position or am I replacing someone?
  • Does your company encourage further education?
  • How often are performance reviews given?
  • Do you have plans for expansion?
  • How do you feel about creativity and individuality?

Your questions may fall into the following categories:

  • What sort of responsibilities the job entails
    •    Challenging or routine/mundane aspects of the tasks at hand
    •    What support and guidance is available, such as managerial assistance, flexibility, size of budget, mentoring etc.
    •    How often your performance is reviewed and details on any bonus schemes
    •    Training and development opportunities
    •    Scope for promotion and career path enhancement
    •    Extra expectations of the employer such as travel etc

Timing is everything. During the interview you need to look for opportunities to be proactive and ask your own questions or try to lead the discussion where appropriate. Be careful not to dominate the discussion or take up too much time. Generally interviewers will give you an opportunity to ask questions, but even if they don’t actually ask you directly if you have any questions it pays to have a few prepared.

Questions should reflect your keenness to work for the company and generally you should try to limit yourself to asking just a couple of the most significant questions you have. You don’t want to make the interviewer feel brow-beaten with a long list.

Significant questions to ask about the job:

  • Why has the job become vacant?
    •    What are the key tasks and responsibilities of the job?
    •    How was the job handled in the past?
    •    What is the largest challenge facing staff at present?
    •    How do you review performance?
    •    What support and guidance is available?
    •    What training will be available?

Find out about the company’s long-term strategy. Are there plans for expansion? What new product plans are in the pipeline? These kinds of questions will be essential in helping you to decide whether this company is one you would like to work for. It will also demonstrate your keenness for the company and not just the job.

Pertinent aspects of the company to ask about:

  • Structure of the organisation
    •    Staffing: is it growing, contracting, outsourcing etc?
    •    Decision making process and line of authority
    •    Success of the organisation, its profitability and product portfolio
    •    Future strategies and development

Making an impression

Keep your concentration levels up during the interview and make sure you listen to the responses the interviewer gives you. The worst mistakes happen when people end up asking questions about topics that have already been covered in the interview or don’t hear or understand what the interviewer has said. For that reason your questions need to evolve with the interview. But don’t be afraid to ask for something to be explained in more detail.

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The Fool-Proof Method for Goal Setting and Why You Should Be Doing It

SMART goal setting will help you to stay motivated through challenges and make decisions that bring you closer to the kind of career and life that you want for yourself.

SMART goal setting helps you to work more efficiently, meet deadlines and avoid being sidetracked from your priorities. Failing to set goals is the “ready, fire, aim” approach to career and life management.

So, if you’re convinced you want to start setting goals for your career, a few tips on goal setting will serve you well.

The SMART goals method is a great way to ensure you’ve set a practical goal for yourself.

SMART goal setting – SMART stands for:

Specific
Measurable
Attainable
Realistic
Timely

Let’s examine the SMART technique using the following goal as an example:
“Within the next three days I will call five business contacts to network and seek job opportunities.”

Specific
You are more likely to follow through on a specific goal than a general goal because it is clearly defined. Specific goal setting helps you to focus clearly on exactly what you want to accomplish and how you will do it.

Just saying I will look for job leads is not a specific goal. There are plenty of ways to look for job leads. This general goal gives no direction. It doesn’t tell you anything about what to do to achieve the goal.

The original example goal is very specific. It describes a specific strategy for finding job leads (calling business contacts). This goal lets you know exactly what you need to do to accomplish your goal.

Measurable
If a goal is measurable, then you will know exactly when you have accomplished that goal. Establishing specific criteria for reaching a goal allows you to determine how close you are to reaching that goal and be motivated by your own progress.

A goal that states, I will call some business contacts to network and look for job leads, is not measurable. How many business contacts do you need to call? How do you know when you’ve achieved the goal?

The original example is measurable. You know you’ve achieved your goal once you’ve called five of your business contacts.

Attainable
SMART goals are within your control. If you set goals that are outside of your control you are just setting yourself up for failure.

Some people might set the following goal: I will find five great job leads in the next week. At first glance that goal might sound pretty good, but that goal is not definitely attainable by you. You don’t have reasonable control over whether you find five job leads in the next week. You may do a great job of networking and seeking out job opportunities, but you still do not have complete control over how many great job leads you will find within a specific time frame.

The example goal, on the other hand, is an example of SMART goal setting because it is attainable. You have control over whether it happens or not. You do not have to rely on the whims or good will of others to ensure that you call five business contacts, and you can reasonably expect that calling business contacts will lead to the outcome you want – finding several great job leads.

Realistic
Effective goal setting requires you to take into account the things that you are reasonably willing and able to do to achieve your goals.

I will call twenty business contacts in the next three days. Is that goal realistic? Maybe, it depends on who you are. If you have a big network of contacts and you are not terrified of business networking, that might be a perfectly realistic goal.

If you’re like most people and the idea of business networking strikes fear in your heart, then calling twenty business contacts may be completely unrealistic for you. If you know that calling five business contacts to seek out job leads is the most you can manage, then five should be your goal. Push your limits a little bit, but don’t set yourself up for failure.

Timely
SMART goals have deadlines. Deadlines help you to determine how much time you have left to achieve a goal and prevent you from procrastinating.

Your goal might be I will call five business contacts. If you are procrastinator, you’ll immediately see the problem in that goal. When will you make those phone calls? There’s no deadline pushing you to finish the task.

On the other hand, the example goal provides a deadline. You know you have three days to make the phone calls, and that deadline will help you to avoid the trap of procrastination.

When you practice SMART goal setting, you’ll have an easier time staying on track with your career goals. SMART goals can help you to stay focused on the short and long term outcomes that you want to achieve with your career and your life. SMART goal setting is an effective way to stay motivated and keep your career focused in the direction you choose.

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5 Reasons Why Millennials Could Enhance Construction

Millennials have been hailed as the innovators of modern business and could serve to modernise construction industry jobs if they are given a chance.

Managing director of DBI Furniture Solutions Nick Pollitt has made it his mission to put the spotlight on the benefits of a hip young workforce by speaking to a range of businesses.

According to Pollitt, Millennials actually crave responsibility and then reward those who give them responsibility by thriving when they feel empowered and valued.

They are also open to change and are flexible within their roles, happily accepting challenges that older colleagues may be reluctant to take on.

People development consultant Susy Roberts told Pollitt: “They’ve been brought up in a team environment and encouraged to speak up when things aren’t right. And this, as any good business coach will tell you, is simply best practice.”

Millennials are also constantly trying to better themselves and in turn better your business, as they are driven to learn new skills.

One of the biggest bonuses of hiring a millennial is of course their inherent digital skills, with instant familiarity with the latest digital tools.

Finally, given the right environment, Millennials are very productive when they are allowed to flex their creative muscle and are given support – and they take pride in their work.

Roberts added: “With Millennials, it’s definitely not all about money. An open working culture that respects individual views and opinions is essential.”

Young people need to be given greater encouragement to enter construction. Industry giant Kier criticised careers advice being given to school leavers which is out of date and could be putting some youngsters off.

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The 9 Step Plan for a Career Change

Are you facing that career change plunge? Do you wish you were? Take it slowly and make sure what you really want to do is change careers. Then use this 9-step plan, and you will be on much more sure footing — and on a path toward career change success. Finally, remember that career change is a natural life progression; most studies show that the average job-seeker will change careers (not jobs) several times over the course of his or her lifetime.

Step 1: Assessment of Likes and Dislikes. A lot of people change careers because they dislike their job, their boss, their company. So, identifying the dislikes is often the easier part of this step; however, you will not know what direction to change your career unless you examine your likes. What do you really like doing when you’re at work, when you’re at home – in your spare time. What excites you and energizes you? What’s your passion? The key is spending some time rediscovering yourself — and using your self-assessment to direct your new career search.

Step 2: Researching New Careers. Once you’ve discovered (or rediscovered) your passion, spend some time researching the types of careers that centre around your passions. Don’t worry if you’re feeling a bit unsure or insecure — it’s a natural part of the career change process. How much research you do also partly depends on how much of a change you’re making; for example, changing from a teacher to a corporate trainer versus switching from a nurse to a Web designer.

Step 3: Transferable Skills. Leverage some of your current skills and experiences to your new career. There are many skills (such as communications, leadership, planning, and others) that are transferable and applicable to what you want to do in your new career. You may be surprised to see that you already have a solid amount of experience for your new career.

Step 4: Training and Education. You may find it necessary to update your skills and broaden your knowledge. Take it slowly. If the skill you need to learn is one you could use in your current job, see if your current employer would be willing to pick up the tab. And start slowly. Take a course or two to ensure you really like the subject matter. If you are going for a new degree or certification, make sure you check the accreditation of the school, and get some information about placement successes.

Step 5: Networking. One of the real keys to successfully changing careers will be your networking abilities. People in your network may be able to give you job leads, offer you advice and information about a particular company or industry, and introduce you to others so that you can expand your network. Even if you don’t think you already have a network, you probably do – consider colleagues, friends, and family members. You can broaden your network through joining professional organizations in your new field and contacting alumni from your college who are working in the field you want to enter.

Step 6: Gaining Experience. Remember that, in a sense, you are starting your career again from square one. Obtaining a part-time job or volunteering in your new career field not only can solidify your decision, but give you much needed experience in your new career. You might also want to consider temping in your new field. Work weekends, nights, whatever it takes to gain the experience.

Step 7: Find a Mentor. Changing careers is a major life decision that can get overwhelming at times. Find a mentor who can help you through the rough patches. Your mentor may also be able to help you by taking advantage of his or her network. A mentor doesn’t have to be a highly placed individual, though the more powerful the mentor, the more success you may have in using that power to your advantage.

Step 8: Changing In or Out. Some people change careers, but never change employers. Unfortunately, only the very progressive employers recognize that once happy employees can be happy and productive again – in a different capacity. It’s more than likely that you will need to switch employers to change fields, but don’t overlook your current employer. Remember not to start asking about a job switch until you are completely ready to do so.

Step 9: Be Flexible. You’ll need to be flexible about nearly everything – from your employment status to relocation and salary. Set positive goals for yourself, but expect setbacks and change – and don’t let these things get you down. Besides totally new careers, you might also consider a lateral move that could serve as a springboard for a bigger career change. You might also consider starting your own business or consulting as other avenues.

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Top Answers to The Most Challenging Interview Questions

A well-trained interviewer will throw all sorts of challenging questions at you in an attempt to assess your true suitability for the job. They often deliberately create stressful situations to see how you react. In fact, the tougher the questions, the better you’re doing.

To help you get to grips with the range of possible questions you might get asked, we’ve listed them under four sections:

 

Selling yourself: How to mention your strengths and good attributes when answering a question.

Informative answers: For questions that are looking directly for information on your experience and skills.

Dealing with objections: Answering direct objections the interviewer may have with your profile.

Turning negatives into positives: How to turn an interviewer’s attempts to weed out your weaknesses into an opportunity to show your strengths.

 

Selling Yourself

What kind of experience do you have to benefit this particular job?

The answer to this question lies in understanding the role when it is first described to you and taking the trouble to ask lots of questions about tasks involved in effect they are really asking how much training and instruction they will have to provide for you.

 

Can you work well under pressure?

This is a closed question and can be a sign of an untrained interviewer. Use the opportunity to give a comprehensive but brief answer focusing on several clear-cut examples showing your ability to cope under pressure.

 

What is your greatest strength?

If you’ve done your homework before the interview, you would have several strengths to choose from. The obvious choice would be the strength which best suits the demands of the job. This common question is a good opportunity to assert your profile.

 

What interests you most about this job?

Answering this question properly requires that you fully understand the job description, and if you ask plenty of questions you should be able to respond with some specific explanations that show your enthusiasm. Some good responses include: challenging, exciting, scope for learning and developing, departmental growth, teamwork etc. This question can also be turned around so that you can glean more information from the interviewer regarding the role and the company’s expectations.

 

What are you looking for in your next job?

You want a role where your skills and experience can be put to best use in contributing to the company. Avoid an over emphasis on what you hope the company can do for you.

 

Why should I hire you?

Be careful not to answer with a broad description. Keep it brief and to the point. Each point should be a direct link between your skills and experience and the demands of the role. A precise answer shows that you accurately understand the role and what you can bring to it.

 

Informative Answers

Do you consider yourself a natural leader?

In reality not all of us possess the confidence required to lead. You can substitute ‘natural’ with ‘competent’ or ‘conscientious’, focusing more on leading by example with good organisational and interpersonal skills.

 

Tell me about yourself.

This can be a frustratingly open question. It’s a good opportunity to reveal the strengths that you would have identified in your personal profile. Aim to keep it professionally orientated, specific to the characteristics that the interviewer may want to hear.

 

What are your biggest accomplishments?

Answers to this should be job-related. Modesty should again be applied, hinting that your best work is yet to come. A big accomplishment doesn’t need to be overly impressive, but rather show your competency. Don’t be hesitant or vague when answering this question. Show that you have a clear idea of your achievements to date.

 

Dealing with Objections

What did you like or dislike about your last job?

Ideally you would answer that there was nothing you disliked. Hiring someone who easily fits into the existing complement of staff is very important, so steer clear of criticising former colleagues, managers etc.

 

How long have you been looking for another position?

Whether you are employed or not, this question can be potentially fatal. If you are currently unemployed and have been looking for some time, try to minimise the ‘time gap’ by mentioning any other activities in which you have been involved. If your work is of a specialist nature and you’ve been fussy, or determined to continue in that field, point this out provided it isn’t at odds with the demands of the new role.

 

Why were you made redundant?

If you were made redundant then this is a legitimate excuse which most recruiters will understand, seeing as they have most probably been involved with laying off people themselves. Try to give acceptable reasons (such as downsizing, restructuring etc), be brief and move on to the next question.

 

How do you handle criticism of your work?

Try to portray an attitude that all criticism has a benefit and provides a chance for improvement. Try and elaborate on this question by giving an example of a poor idea that was criticised, rather than substandard work which you had produced.

 

How will you be able to cope with a change in environment?

This sort of question is usually posed if you’ve spent a long time in one particular job. It sounds like a negative but can be turned into a positive, especially if you’re looking for a change or a chance to grow.

 

 

 

Why aren’t you earning more at your this stage of your career?

Another implied negative which can be turned into a positive by emphasising your desire to gain solid experience instead of continually changing jobs for the sake of money. This question gives you scope to ask; “How much do you think I should be earning?” This could possibly lead to an offer.

 

Why have you changed jobs so frequently?

Emphasise that the variety of jobs has been good experience and that you’re now more mature and settled. Questions like this can be turned around to portray a positive, but be careful not to dwell too much on the subject or over- justify yourself.

 

Turning Negatives Into Positives

What can you do for us that someone else cannot do?

Don’t let this tough question intimidate you. If you have properly understood the details of the job then try to answer with a unique combination of your skills/experience which others are unlikely to have. Describe a difficult problem you’ve had to deal with. Outline an example of your success in troubleshooting and organisation. It’s always good to go into an interview armed with one of these. Clearly explain how you approached the problem, the result and how a difficult outcome was averted. Try to give an example which is relevant to the new role.

 

What is your greatest weakness?

If you lack a certain skill or experience in a particular field, express your desire to fill that gap or mention that you’re studying to rectify this. On a personal level you may be impatient or lack analytical ability, but mention any progress you’ve made in dealing with this, briefly giving an example showing how much you have improved.

 

What type of decisions did you make in your last/current job?

Prepare the answer for this straightforward question before the interview. Whether or not you made lots of decisions, make sure your answer reflects that they carried responsibility, were important within the role and required sound judgement.

 

 

 

 

 

How do you take direction?

You need to show that you are the type of employee who can be easily briefed and can finish the task at hand without any unnecessary disagreements or issues with your colleagues. Don’t give simplistic or vague answers. Try to give examples from your previous or current job showing your ability to follow instructions without being difficult.

 

Do you prefer working with others or alone?

Answering this depends on the nature of the job you are going for, but team players are usually favoured so it’s best to show that you function well in both situations depending on the nature of the task. Describe an atmosphere that is conducive to work. Without a clear idea of the company’s office environment, you run the risk of saying the wrong thing. Keep this answer short, base it on your previous role, mention conscientious factors, such as “a professional team”, “not too noisy”, etc.

 

What kind of people do you like to work with, or have difficulty working with?

Don’t get into personal details here, just give a short, sweet and obvious answer that you prefer working with people who are motivated and have integrity and pride in their work. No one likes working with slackers so you’re not likely to offend or influence the interviewer negatively with this comment.

 

 

 

 

 

Bonus Tip: Being prepared for an interview puts you in the top 5% of all interviewees. This alone can make the difference between success and failure.

 

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Construction Careers Need Better Promotion

A new survey by construction giant Kier has revealed that much of the careers advice given to young people at school and college is limited and out of date. In particular, the organisation revealed that the variety of jobs in the construction industry is rarely communicated.

The firm spoke to parents about their perception of the careers advice given to their children and found that 74 per cent believe it’s too focused on academic pathways, while 68 per cent don’t feel that their kids get given enough advice.

Where the construction sector is concerned, Kier revealed that the lack of information provided about jobs in this industry is exacerbating challenges already faced in construction recruitment.

The sector currently needs to hire approximately 400,000 new recruits each year to keep up with demand for housing and infrastructure projects, the organisation noted.

A misconception of what working in construction is like is also hampering the industry, Kier found, with 54 per cent of the teachers and parents associating the sector with a lack of career progression and solely manual work.

Kier pointed out that in its organisation alone, there are over 2,000 different job roles with varying entry levels and progression points.

Head of employment and skills policy at the Institute of Directors Seamus Nevin commented: “We are in a period of significant change in the labour market and we need to produce more home-grown talent with the right skills.”

It seems that more people are realising the opportunities available in the construction sector though, with a survey published last month noting that construction industry jobs were the most sought after in the UK during the first six months of this year.

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