Post Job Interview Tips

So, you have been working closely with a recruiter over the past few weeks to find your next career opportunity. Your CV has been updated, formatted and sent out to clients, you have been put forward for specific roles and finally you have the interview date! You have researched the company, been prepped by the recruiter and feel prepared and ready to face the next stage-the interview! Once the interview is over, what happens next?

 

There is a lot of advice and tips that help with writing your CV and preparing for an interview but there is not so much advice out there helping you with what happens next. In this blog you will find some useful tips on how to handle the next stage of the recruitment process.

 

Once you have finished up in your interview you may begin to over analyse how it went, you may be hard on yourself for not saying something you had planned to say due to nerves, or maybe you feel as though you said too much. Understandably, it is easier said than done, but do not stress and over process the situation. If you have thoroughly prepared for your interview, rest assured you have done more than enough! Yes, you may have felt more nervous than expected, yes you may have felt you could have performed better-it is expected that you will critique how you have performed.

 

Tip Number 1: After leaving the interview contact the recruiter you have been working with

 

You should not call the client directly to request feedback, this is what the recruiter is there for! By working with a recruitment consultant it allows there to be just one line of communication between all involved in the recruitment process, this minimises the risk of any misunderstanding. Your recruitment consultant will know how to handle the process so trust them. Let your recruiter know how you felt the interview went and ask any questions you may want answering. Seek as much feedback as possible, both negative and positive, as this will be useful going forward for any other interviews you may have lined up. 

 

Tip Number 2: Agree a timescale 

 

When talking with your recruiter after your interview be sure to agree a timescale for when you can expect to be notified on whether you have been successful during the interview process or not. Knowing when to expect the news will put your mind at rest, your recruiter will confirm this with the client and let you know as soon as this date has been set.

 

Tip Number 3: Email the client to thank them

 

Thank the client for taking time out of their day to hold the interview, when doing so CC in your recruiter so they are aware of you doing this. By emailing to say thank you it shows you are respectful to the client for giving you the opportunity and that you appreciate them putting time aside to do so, as we can all understand and appreciate clients have very hectic schedules.

 

Tip Number 4: If you have not heard back within the agreed timescale, contact your recruiter 

 

Once you have been given a date when you can expect to hear back in regards to whether you have the role or not and still not heard anything after a day or two-call your recruiter directly. There could be a number of reasons why you have not heard back, but it is always better to be clear on what the issue is. The recruiter can then contact the client on your behalf and keep you updated.

 

Tip Number 5: Thank the recruiter for their efforts

 

Whether you have been accepted for the job or not, always be sure to thank your recruiter, a lot of time and energy would have gone into getting you the interview and preparing you for it-show your appreciation for the effort that has gone in to assisting you. If you have been offered the role, the recruiter will work with you in completing any relevant documentation, agreeing a start date, package etc

 

To conclude the most important aspect during the recruitment process is excellent communication and transparency from all those involved and throughout each stage. This is why it is always in your best interest to communicate directly with your recruiter and not blur communication channels by contacting the client. If you ever have any questions or concerns, your recruitment consultant is there for help whenever you may need it

 

Have you used a recruitment agency to help you find a new role? Was your experience positive or negative? If you haven’t yet used an agency, is it something you would consider? If not, why? We are keen to hear from you!

CAN WE BRIDGE THE ENGINEERING SKILLS GAP?

The engineering sector is currently experiencing a lack of talented, trainee, qualified and experienced Engineers coming through. This skills gap is not just an issue for the engineering sector but for many other UK industries too.

What is a skills shortage exactly?

A skills shortage is when there are not enough people with a particular skill to fill vacant roles and meet demand. Any industry can be effected by a skills shortage at any time and these shortages can happen for a number of different reasons.

How has this current skills shortage affected the engineering sector?

Within the engineering sector in the UK there are 5.5 million people employed across a vast selection of roles in the industry. The engineering sector generates an impressive revenue of £455.6B to the UK economy, 27.1% of the total UK GDP! According to stats published in the latest Engineering UK 2016 report employers are looking for a minimum Level 3 qualification when considering filling engineering roles, with there now being a requirement for a rise in skill level to a Level 4 and above qualification. There is currently an annual shortfall of 29,000 people with Level 3 skills and 40,000 with Level 4+ skills! It is stated that 182,000 people with engineering skills are needed per year up until 2022 in order to bridge this gap. The demand for skilled Engineers is high, the salary companies are offering these workers represents this, and the demand has forced salaries to rise.

Why / how has this skills shortage come about?

There is still a strong misconception about what it means to be an Engineer and to work in the sector, the image is very dated and inaccurate. Due to a negative representation of the industry held by many, it is preventing talented individuals choosing engineering as a career. It is widely documented that the engineering industry is dominated by men, this should not act as a deterrent to any females considering engineering as career. This post about women in engineering can help disperse any stigma in regards to this.  A lack of understanding as to what it means to be an Engineer and what it is like working within the engineering sector has seen a fall in the amount of individuals pursuing a career in the field.

How can the skills shortage be resolved?

There are a number of ways this skills shortage can be resolved, the most effective way may be focusing on education.  If the image of being an Engineer and having a career in the engineering industry can be positively reinforced more and more children and young adults will be open to the idea of pursuing it as a career. An Apprenticeship or Higher Education qualification is a perfect way to start on your career path within this industry, this needs to be encouraged! A career in the industry opens the door for a number of amazing career possibilities and offers a varied and fulfilled work life. The Engineering UK 2017 Synopsis and recommendations provides more of an insight into the industry.

In an article published on Modern Building Services Online discussing the Apprenticeship Levy as well as the engineering skills gap BSRIA, chief executive Julia Evans said the following ‘What is paramount is how important it is to close the industry skills gap. Apprenticeships provide the backbone for a career in engineering for many employees, and no compromises should be made regarding them. In essence, the levy must meet industry and apprenticeship needs.’

This statement reinforces the fact that it is vital this engineering skills shortage we are experiencing is rectified, and Apprenticeships will play a huge role in achieving this.

Has this engineering skills shortage affected you? If so, how? I am keen to find out and to see how I may be able to help in anyway. For your engineering Recruitment needs, if you are a client needing to find skilled workers to fill your roles, or perhaps a skilled worker looking for a new role contact Calco and we can help! Contact Gemma Humphrey on 020 8655 1600 / g.humphrey@calco.co.uk