We often talk about job seekers sharpening their skills for the big interview, but hold up &ndash; what about the folks on the other side of the table? That&rsquo;s right, we're shining a light on why it's absolutely crucial for hiring managers to rock the art of interviewing. And whilst it might be a skill anyone can learn, we want to let you know all about Google&rsquo;s Interview Warm-up programme, a handy resource that can significantly elevate your hiring prowess.
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Whilst it's aimed at job seekers &ndash; we happen to think hiring managers can benefit from it too. Let&rsquo;s have a look at why it could be a game-changer for your business.
&nbsp;
Crafting questions is trickier than it appears.
It can be a stressful task to craft interview questions &ndash; even for the most experienced recruiters. Google pooled together a range of questions covering different topics that you might consider adding to your question bank.
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Of course, certain companies follow a rigid interview structure with predetermined questions and if your company has a set plan, it's best to stick to it. However, if that's not the case, they could be a beneficial kickstart for you, or they might even offer a bit of inspo to jazz up your current questions.
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It's a handy tool to evaluate candidate responses.
When a candidate tackles a question, Interview Warmup gives a simple rundown to show if they&rsquo;re hitting the key points or going round in circles. It can also can suggest topics for discussion to give candidates fresh ideas if their mind has gone blank (we&rsquo;ve all been there, right?!)
This in turn can benefit recruiters and hiring managers, because knowing what you're looking for helps you help the candidate. Keep in mind, if someone doesn't stand out at interview, it doesn't mean they won't excel in the role. You can guide them to give you the answers you need to figure out if they can really handle the job.
It doesn&rsquo;t replace actual practice or real advice from the pros
Bear this in mind &ndash; whilst it&rsquo;s a handy little tool, and can assist both candidates and hiring managers in getting ready for an interview, it's not the whole shebang for honing your interview skills. That said, it's a great starting point&mdash;especially if it's been a while since you've done an interview. Why not check it out?
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Check it out here: https://grow.google/certificates/interview-warmup/
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Google’s Interview Warm Up: A hiring manager’s secret weapon

The Pitfalls of a Prolonged Hiring Process: Losing Out on Top Talent
&nbsp;
So, you&rsquo;re a hiring manager within the professional sector? Then we want to talk to you about a topic that&rsquo;s pretty crucial to your organisation&rsquo;s success: the hiring process. We get it - securing top talent in today&rsquo;s competitive job market is no easy feat. The demand for skilled professionals is high, and candidates often have multiple opportunities at their fingertips. In the competitive world of talent acquisition, time is of the essence. The longer it takes to make a hiring decision, the more likely you are to miss out on exceptional candidates. Let's explore why this is the case:
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Top talent has options
The most talented professionals often have multiple job offers on the table. A lengthy hiring process might lead candidates to believe that your organisation is not genuinely interested or that you&rsquo;re unable to make decisions promptly. So instead of waiting around, they might just accept another job offer while you're still in the evaluation stage.
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2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Frustration and fatigue
Prolonged interviews with multiple rounds can lead to candidate fatigue. The more interviews and assessments a candidate has to endure, the less enthusiastic and engaged they become which often results in them withdrawing from the process, even if they were initially excited about the opportunity.
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3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Negative perception
Don&rsquo;t forget, it&rsquo;s easy nowadays for candidates to talk amongst themselves and provide feedback on social media, so any negative opinions can be communicated. If candidate&rsquo;s feel like their time or efforts have been wasted this could ultimately affect your brand and deter other top talent from considering your organisation in the future.
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4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive disadvantage
Your competitors may not have the same extended hiring process, giving them the advantage in securing top talent. In a fast-paced job market, you can't afford to lag behind when it comes to making hiring decisions.
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5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Loss of momentum
When you find a promising candidate, it's essential to keep the momentum going. A lengthy decision-making process can cause unnecessary delays, leading the candidate to lose interest or accept another offer while waiting for your decision.
&nbsp;
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Reduced diversity
Lengthy hiring processes often favour candidates who can afford to wait or have the flexibility to explore multiple opportunities simultaneously. This can disadvantage candidates who might be an excellent fit for your organisation but cannot endure a prolonged recruitment timeline.
&nbsp;
So, what can you do to avoid these pitfalls and secure top-quality candidates efficiently? Here are our top tips:
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Streamline your process
Evaluate your hiring process and eliminate any unnecessary steps. A well-structured, efficient process can help you make quicker decisions.
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2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Set clear timelines
Communicate clear timelines to candidates at the beginning of the process, and strive to stick to them, or as closely as possible. This demonstrates respect for their time and commitment to a prompt decision.
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3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Utilise technology
Leverage technology to automate administrative tasks and facilitate communication between stakeholders, reducing delays caused by paperwork or scheduling conflicts.
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4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Train your interviewers
Ensure that your interviewers are well-trained to make informed decisions without delay, providing them with the tools and resources they need to evaluate candidates effectively.
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5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Regular communication
Maintain open and transparent communication with candidates throughout the process. If there are delays or changes, inform them as soon as possible and apologise for any inconvenience.
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A long, drawn-out hiring process might make it tough to secure the best talent in today&rsquo;s competitive job market. So, try keeping things simple &ndash; set clear timeframes, be tech smart, and maintain transparent communication. Remember, in the world of recruitment, time is your secret weapon, so make every moment count.

The Pitfalls of a Prolonged Hiring Process: Losing Out on Top Talent

In today's technology-driven world, the use of AI in recruitment has become increasingly popular. It promises efficiency, speed, and has even demonstrated reduced bias in candidate selection. However, whilst it undoubtedly has its benefits, relying solely on AI in your recruitment process may lead to missed opportunities and a lack of the personal touch that candidates often seek. In this blog, we'll explore the potential risks of relying solely on AI for sourcing workers and why maintaining a human element is essential in the recruitment process.
&nbsp;
Missing out on unique and diverse candidates:
AI algorithms are typically programmed to identify patterns and keywords within CVs and applications. While this can be effective for matching qualifications and experience, it might miss out on exceptional candidates who don't fit the typical mould. Strengths such as unique experiences, skills, or non-traditional career paths might be overlooked if they don't align perfectly with predefined criteria. Remember, great candidates often bring fresh perspectives and unique qualities that can contribute significantly to your organisation.
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Ignoring soft skills and cultural fit:
AI is excellent at parsing data but can struggle to evaluate interpersonal skills and cultural compatibility. That&rsquo;s because assessing attributes like adaptability, teamwork, leadership, and interpersonal skills often requires a human touch that you just can&rsquo;t replicate with AI. And if you over rely on it, it may even result in candidates being rejected or selected without considering their compatibility with your company culture &ndash; something you won&rsquo;t realise until after they&rsquo;ve stepped into the role.
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Excluding candidates from diverse backgrounds:
Algorithms can unintentionally perpetuate bias if not carefully programmed and monitored, leading to a preference for candidates with specific characteristics, backgrounds, or educational experiences. When this happens, you might begin to notice a real lack of diversity in your workforce, hindering your organisation's ability to innovate, adapt, and thrive in an ever-changing global landscape.
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Fostering impersonal interactions:
Recruitment is not just about matching qualifications; it's also about building relationships. The application process, when solely managed by AI, can feel impersonal and robotic to candidates. A lack of human interaction can deter potential hires because it projects a cold and unfriendly image. Candidates often want their voices to be heard and to feel valued, usually only achieved through personal collaboration.
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Missing out on hidden gems:
Exceptional candidates don't always have a polished CV or the keywords on their application. Some might require more attention so that you can unearth their true potential. Human recruiters are skilled at identifying hidden talents and diamonds in the rough, which AI can easily overlook.
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Inflexibility in adapting to changing needs:
AI recruitment systems can be rigid and can find it challenging to adapt to evolving job requirements or shifting organisational priorities. Recruitment professionals can quickly pivot and make necessary adjustments based on an array of circumstances to ensure that your workforce remains agile and responsive.
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So, while AI has brought undeniable benefits to the recruitment process, relying solely on technology can lead to missed opportunities, a lack of diversity, and a loss of personal touch. The human element in recruitment is indispensable when assessing those sought after soft skills, evaluating cultural fit, fostering personal interactions, and recognising the potential in unique candidates.
&nbsp;
At Hawk 3 Talent Solutions, we don&rsquo;t think there&rsquo;s any substitute for the empathy, intuition, and personal connection our team brings to the table. And whilst our approach combines the efficiency of technology with the insight and experience of human recruiters, we&rsquo;re not swapping our people for AI anytime soon. If you don't want to miss out on the best talent while maintaining a personalised and inclusive recruitment process, then feel free to reach out to us. We&rsquo;re here to help you find the talent your organisation truly deserves.
&nbsp;

The human touch in recruitment: Why relying solely on AI can cost you great talent

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             Operating from one of our regional branches across England, our consultants are on hand to offer tailored support and local knowledge for all your recruitment needs.

<h2>Benefits</h2>So, the core values sound like a good fit for you – but what else is on offer?<ul><li>25 days holidays plus bank holidays</li><li>An additional ½ day on your birthday</li><li>Vouchers on your work anniversary to say thank you from us</li><li>Industry-leading bonus scheme</li><li>Private medical insurance (after qualifying period)</li><li>Cycle to work scheme</li><li>Annual company awards event</li></ul>What are you waiting for? We’d love to hear from you.*An additional 1/2 day holiday on your birthday

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As our business grows, so does our need for top talent.It makes sense that happy employees stay in their job on average four times longer than unhappy employees doesn’t it? We want to build an engaged team, and that’s why we work hard to build a culture that’s a supportive, fun place to grow. And it works - in 2023 we received our 3-star accreditation by <a href="https://www.b.co.uk/accreditation/2-star?24e3ceec_page=8" rel="noopener noreferrer" target="_blank">Best Companies to Work for</a> , achieved through "outstanding" commitment to workplace engagement.While experience is great, attitude is better. So we keep our eye out for people that embody our core values; innovative - Consultative, Accountable, Real and Ethical. Does this sound like you? Then make sure you have a look at our current vacancies. And if there’s nothing there that ticks the boxes right now then please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.

We’re always on the lookout for people who embody our core values: driven to deliver; focused on solutions; respectful relationships. Do these sound like bit of you? Then check out our <a href="/jobs/internal/" rel="noopener noreferrer" target="_blank">current internal vacancies</a>. But don’t worry if nothing catches your eye right now – just get in touch with your local branch, we’re more than happy to consider you for any future vacancies!

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Jobseekers / hawk 3 careers

Get a callback and we'll help you find your next role

<h5>Choose your region to find the contact details of your local Hawk 3 team or get in touch through our enquiry form below.</h5>

Employers

<h2>Hello, and welcome to Hawk 3</h2>How do we talk about who we are without it sounding like it’s all about us? We prefer talking about you, but we understand why you might want to know a bit more about the kind of business you’re dealing with when deciding if we’re the right fit.So, if it’s a quick overview you’re looking for there’s no need to scroll through a lengthy history – you can just have a little watch of this video to understand more about how we came about, rebranded, and expanded to deliver for the differing needs of our clients.


              Operating from one of our regional branches across England, our consultants are on hand to offer tailored support and local knowledge for all your recruitment needs.

This is our business mindset, constantly striving to redefine the standard of excellence in everything we do, always looking for opportunities for improvement across our core values.

The best interests of all our people are at the heart of all we do; we’re not “yes” people, we want to offer our expertise, even if it means a difficult conversation.

We uphold a culture of responsibility, defining and agreeing expectations, and being held accountable against them.

We are not faceless; we’re people who work on a national basis across a range of sectors, all towards a common goal. Let’s have real conversations about needs and how we can help.

We offer peace of mind through ethical and compliant practices, for clients, candidates, and employees.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/employers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

Recruit staff let us help you fill your next role

<h5>Vision</h5>"To become the first-choice recruitment partner by developing a brand that our customers, candidates, and employees are proud to be associated with."We want to be people’s first choice in an industry where there’s a lot of choice – achieving this means achieving our ambitious growth targets.

<h5>Mission</h5>“Through real people providing real solutions, our customers and candidates experience a true recruitment partnership. As a national provider with local presence, we are proud to deliver ethical and flexible employment solutions, accredited training, and people development.”We’ve grown over the years, but that doesn’t mean we’ve lost that commitment to providing an individual solution to your specific needs – solutions are in our name!

Employers  /  Job categories

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Job description

If this role is permanent, Hawk 3 Talent Solutions is operating as the employment agency. If this job is a temporary role, Hawk 3 Talent Solutions is operating as the employment business. Hawk 3 Talent Solutions is committed to the selection, recruitment and development of the best people, basing judgements solely on suitability for the jobWhilst we endeavor to respond to all applications individually, due to high volumes, this is not always possible. Thank you for your interest in this role and we look forward to working with you in the futureBy applying for the above position and providing your personal data to us you understand that your data will be processed in line with our <a href="/privacy-policy/">Privacy Policy</a>

Job search

<h5>So what are you waiting for? Let&rsquo;s get started on your Hawk 3 journey&hellip;</h5>

Let’s explain what our core values will mean to you

It’s right there in the job title, ‘Consultant’. We want to understand exactly what you’re looking for in your next career move; your benefits and remuneration expectations, hours and location flexibility, and the type of company culture that will inspire you. Only by consulting with you can we find you a role that’s a perfect match.

If we say we’ll do it, then we’ll do it. Got questions about an opportunity or hiring company? If we don’t already know the answer, then we’ll find out and get back to you. Expecting feedback on your application or interview process? We’ll let you know the timeframe, and that’s exactly when you’ll hear from us.

We want to get to know you so we can support you personally. We’re approachable and responsive, and that’s why we’re confident we can build a real relationship with you. Searching for a new job can be daunting, we get it. So, let’s have open and honest conversations at every stage of the process so we get it right first time.

We have lots of compliance processes in place to safeguard the welfare of our workers, but it’s more than that - we promise to always be totally transparent. You’ll know every detail of any placement on offer before you agree to it, and if it’s not for you there’ll be no pressure from us.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support you through your initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

Want to know why people trust us to help them find their perfect role?
It&rsquo;s because we care. We&rsquo;re &lsquo;people&rsquo; people through and through, so you can be sure that you and your needs are central to your journey with us &ndash; it&rsquo;s embedded in our core values.

Jobseekers

<h5>Our branches offer regional coverage.</h5>Choose your region to find the contact details of your local Hawk 3 team or get in touch through our enquiry form below.

More information

Recruiting people to work in the legal sector? Get a callback

With access to circa 22 million candidates (yes – really!) through our industry leading technology and job board partnerships, our specialists will support you throughout the full recruitment lifecycle, all the while giving you peace of mind thanks to our aftercare service and perm placement refund schedule.We’ll build a solution around your specific resourcing requirements, and guarantee that all of our recruitment campaigns will offer:<ul><li>A consultative partnership to understand your exact needs</li><li>A dedicated consultant with sector knowledge and experience</li><li>A tailored talent attraction campaign launched within 24 hours</li><li>All applications screened, and their interest in the role confirmed in writing</li><li>All CVs sent in a uniformed format within a pre-agreed timescale</li></ul>Sound like something you could benefit from? We’ve included a bit more detail around our recruitment solutions below, or you can get in touch with one of our team today who’d be happy to have a no-strings discussion about your business and resourcing needs.<h5>Contingency recruitment</h5>Are you recruiting for up to 4 permanent or fixed term vacancies? Operating on a project-to-project basis, we’ll source the right people for your business and negotiate an introductory fee based upon the candidate’s annual salary, which we’ll apply only once the candidate has started work.<h5>Dedicated campaign</h5>Is your business growing? Are you finding a need to recruit for a variety of roles? Then a dedicated campaign might just be the model for you. We’ll create a bespoke marketing campaign to attract and secure the right people. The campaign cost will be a combined fee based upon each candidate’s annual salary, and 20% will be due as an upfront payment prior to the project launch.<h5>Executive search</h5>Maybe you’ve got a senior role to fill and need some targeted support? We know there are times that targeted headhunting is required in order secure the best candidate for the role. We’ll provide you with market data and conduct psychometric assessments for shortlisted candidates. Our introductory fee will be based on the candidate’s annual salary.<h5>Build-to-fit</h5>If you’ve got more than 10 vacancies at entry to mid-level, then we can actually build a bespoke solution for you based on your business needs and the skill set you require. For temporary placements, we’ll apply a margin fee based on the candidate’s salary (chargeable on an hourly basis) or we’ll create a bespoke pricing model based on your volume or project specific requirement.<h5>Specialist contractor</h5>Lastly (but certainly not least), perhaps you find yourself on the hunt for a specialist on an interim or contract basis. Just tell us exactly what you’re looking for, and we’ll get to work finding the ideal candidate. We will agree a fixed introductory fee depending on the number of roles and your specific requirements.

Sourcing temporary or temp-to-perm staff?

Looking for a permanent addition to the team?

With access to circa 22 million candidates (yes – really!) through our industry leading technology and job board partnerships, our specialists will support you throughout the full recruitment lifecycle, all the while giving you peace of mind thanks to our aftercare service and perm placement refund schedule.We’ll build a solution around your specific resourcing requirements, and guarantee that all of our recruitment campaigns will offer:<ul><li>A consultative partnership to understand your exact needs.</li><li>A dedicated Consultant with sector knowledge and experience.</li><li>A tailored talent attraction campaign launched within 24 hours</li><li>All applications screened, and their interest in the role confirmed in writing.</li><li>All CVs sent in a uniformed format within a pre-agreed timescale.</li></ul>Sound like something you could benefit from? We’ve included a bit more detail around our recruitment solutions below, or you can get in touch with one of our team today who’d be happy to have a no-strings discussion about your business and resourcing needs.<h6> </h6>

Recruiting people to work in the manufacturing and automation sector? Get a callback

Hire the best talent for your teamLooking to recruit new team members?We can help you hire the right people to fill senior roles in:<ul><li>Business support</li><li>Creative and digital</li><li>Facilities management</li><li>FMCG and online retail</li><li>Human resources</li><li>Finance</li><li>Legal</li><li>Manufacturing and automation</li><li>Supply chain and logistics</li><li>Sales</li></ul>

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