7th Floor, Phoenix House, 3 South Parade, Leeds, LS1 5QX
- Specialism: Legal
- Sector: Private Practice
- Roles: Permanent, locum and fixed-term
- Location: Nationwide
Type a day in the life of sellick from Amie Foley
Being rejected from a job can really affect your confidence levels; you’ve gone from the high of a potential job opportunity, to the low of being of being turned down. This can be very disheartening, especially after all of your preparation, not to mention the pressure of going through the whole stress-inducing interview process. So what can you learn? Well first of all, you shouldn’t view rejection as a negative. I’m a firm believer that if you did all you could, then this opportunity just wasn’t for you, and it means that something better is around the corner. Often there may be a whole host of reasons behind why you weren’t selected for the role that aren’t even as a result of your performance – there might have been an internal candidate, or simply another candidate who performed slightly better than you on the day. It could be anything that might never even become apparent, so you shouldn’t always take it personally. Instead you try to look at the situation objectively. You should look at the experience as an opportunity to learn and to grow, so that you can ace the next interview and land yourself your dream job. Wherever possible, I would always advise that you shouldn’t be afraid to ask for positive and negative feedback when you have failed to secure a role. Although negative feedback can be harsh, it’s usually the best way you can help yourself to be more successful next time. If you know which areas let you down, you know which areas to focus on next time. The best thing to do after any interview is to make a note of the questions you were asked. This way you know that if you struggled on anything, you can go away and research it, so next time it comes up you have the relevant knowledge. For niche sector-specific interviews (for example childcare law, or employment law) the same main topics will usually come up in most interviews, as they will be current and topical – so use the opportunity to develop your technical skills where you know you’re lacking. If the feedback was that your answers were not detailed enough, then use the chance to practice your interview questions and elaborate on them. There is a fine line between being clear and concise, and coming across as not having enough knowledge. In addition to the negative, ask for positive feedback too. This is great as it helps with your self-esteem if you’re feeling slightly down after being rejected for a position. If you know what you’re good at, you know what key areas to highlight at your next interview. As a recruitment team we will always do our best to prepare you and help you through the interview process. We can help you with interview preparation as well as send you interview guides. If you’re not used to interviewing and want some guidance, we can practice the interview process with you – all you need to do is ask! If you would like some help securing your next role or would like more advice on what your next step should be, feel free to contact me by emailing firstname.lastname@example.org or you can call me directly on 0161 834 1642.
Starting out When I first started my career at Sellick Partnership, I had no experience within recruitment and I was not sure what to expect. The reason I wanted to join the recruitment industry was to give myself a new and exciting challenge, whilst advising and helping people achieve their career goals. I knew I wanted to move into a field where I could develop personally and at the same time be involved in change, recruitment and HR. I joined Sellick Partnership as a Resourcing Consultant within the Legal team in April 2018 and I have recently been promoted into a Consultant role. Starting my recruitment career as a Resourcing Consultant gave me an insight into the recruitment process itself and also into the legal field. As with any new job, my first few weeks were overwhelming and I felt as though I was drowning in information! As well as having no experience within recruitment, I also did not have strong knowledge of the different areas of law and qualifications. But starting as a Resourcing Consultant gave me the chance to ask questions, get to know the candidates we work with and the demands of the industry. Moving up the ladder I found that the transition into a Recruitment Consultant challenging, but I really enjoyed the steep learning curve it made me go on. I think that the main reason behind this was due to the fact I knew the business and my work as a Resourcing Consultant enabled me to identify what candidates requirements are which is a really good basis for a career in recruitment. Naturally I had to work at the role and keep improving my knowledge, but I had the support of a very good manager, Chelsey Newsom, for my first 6 months whom supported and encouraged me. Whilst the transition was daunting, it was also exciting being able to take on more responsivity. The step allowed me to have more interaction with clients, make placements of my own and really get a good grasp of what a career in recruitment will be like long-term. Again, my role as a Resourcing Consultant gave me an understanding of the geographical areas which my team recruit to, meaning that I already had a good knowledge of our candidates and what it is they are looking for. Whilst my time as a Resourcing Consultant taught me the important of listening and building relationships; I also learnt that sourcing candidates is about finding the right talent for the right role, and vice versa. The key to success I truly believe I have been able to carry on my success as a Resourcing Consultant because of great management, and my ability to learn quickly on the job. I quickly realised that relationships is the most important skill to learn as a recruiter, and this is something I feel I have been able to grasp. To be a successful in recruitment it is essential to grow and maintain relationships that will help you build a strong network of candidates and clients. Although another main trait as a recruiter is to be able to problem solve on your feet to retain control of the recruitment process, whilst delivering exceptional service. In summary Becoming a recruitment consultant is not easy, however it is exciting career and rewarding career to get into. Recruitment Consultants get develop relationships, learn about different businesses and be rewarded for performance, all aspects that will appeal to someone that is sociable and career driven. I have a couple of tips for anyone that is considering a career in recruitment: You have to be a people person – if you don’t like speaking to or being around people that you know you can help to grow and succeed, then do something else. Recruitment is more than filling a seat! Embrace change – most recruitment is aligned to company values/culture that will change with the passage of time, and you will be involved in helping deliver that change. Have patience – you may identify/believe what needs to be changed, but in most cases, you have to build relationships to encourage that change. There’s always internal push back at times, so take time (within reason) to build relationships, understand the business and identify opportunities as a partner Organisation – personally, I think that this is a fundamental aspect of the role, you have so much to remember about each candidate, if you aren’t organised you will no doubt forget! But mainly - you have be sure that you create your recruiting career instead of letting it happen to you! If you would like to know more about my journey at Sellick Partnership or about the roles I currently have available please feel free to contact me by emailing email@example.com. Alternatively you can check out blogs from my colleagues here.
A bad hire can be horrifyingly costly, so hiring the right candidate is essential for any businesses. Hiring the wrong person will cost you valuable time and money, two things very few business can afford to lose. However the negative impacts do not stop there. Bringing the wrong candidate on board could impact employee morale, productivity and could take away time from your management team, potentially impacting your client or customer service. Here we outline our top tips to ensure you do not hire the wrong candidates. Create a comprehensive job description: the devil is in the detail when it comes to outlining a job specification. You need to have considered all eventualities. Remember to include as much detail as possible, this will help you attract candidates most relevant to the role you are advertising. Ask technical questions: you should ask candidates with some difficult technical questions in the interview. Remember, the interview is not a torture chamber but you should try to challenge the interviewees so you can properly ascertain their skill level and analyse how they respond under pressure. Train your interviewers: to give your company the best chance of finding the best candidates you must ensure your interviewers are fully trained and have a clear idea of the sort of candidate they are looking for. Interviews are not about trying to find the first candidate that fits your specification. Interviewers need to be patient, consider all the candidates, and ascertain the best qualities from every interviewee in what is a stressful situation. You may also consider a staged interview process to meet candidates on a variety of occasions. This can often help relieve the candidate of nerves that a first time meeting can throw up. You do not want to miss out on the best person for the job because they are not good at interviews. Thoroughly research your candidates: recruitment is not a witch hunt, but you should always do some research on your candidates before or after you have interviewed them to look for any information they may not have included in their CV or application. Check their LinkedIn profile to see if their career history matches their CV, explore social networking sites to make sure they are not posting anything controversial that could harm your company’s reputation, and check their references – calling the referee to verify their words. Check candidate references: doing your own research is all well and good, but remember to check references to ensure you are hiring the right candidate. Hiring a ‘toxic’ employee can leave trails of negativity. Make sure you ask for at least three. This should be enough to get a good understanding of the candidate and their employment history as employees usually leave their fingerprints – good and bad – all over their former employers. Protect yourself: protect yourself from any gruesome hiring mistakes by putting a probationary period in place. In essence, a probationary period gives you the option of terminating a contract in the event that a new employee does not perform as expected. While these clauses are not loved by new employees, they have become so commonplace that they have become universally accepted. This is also beneficial for the candidate as it gives them some breathing space to decide if you are the right organisation culturally for them. For more handy tips on ensuring your recruitment process is a success check out our employer resources section. Alternatively you can get in touch with our expert team today to discuss your recruitment needs.