In This Issue
Weekly Tips
Weekly Tips - My top 3 ways to work smarter with research in Windows 7
Advert One
Talisman - the only end to end solution for all things Recruitment
How to Deal with a Confused Candidate
Recent Articles You Might Have Missed
Advert Two
Free copy of the Recruiter's Book of Checklists from 2LS
Recruitment Vacancies
Jobs in Recruitment
Advert Three
CV-Library is offering all UK Recruiter members an exclusive free trial!
UK Recruiter News: Louise's blog and top topics on the discussion forum
Louise's UK Recruiter blog
Discussion Board Summary
Industry News & Hitwise Stats
Hitwise top 10 Recruitment Sites, week ending 8th October 2011
This week's employer vacancies for you to work on
Press Releases
Useful Links
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Weekly Tips
Weekly Tips - My top 3 ways to work smarter with research in Windows 7

1) Tired of spending time copying, pasting and flicking between windows? If you're using a desktop PC that's got two monitor inputs then plugging in an extra screen could be one of the most time efficient moves you ever make. If you use a laptop it's still really easy. Take a look here

2) Not ready for an extra monitor (or use a nice wide monitor already)? Use the Snap feature in Windows 7 to get more information on one screen. More information here

3) Still opening files that you only need a quick glance at? You should really be using the preview pane. Nice little article from lifehacker about it here

Dan Atkinson researches and writes as Accite Ltd.  He finds out about people all over the world. He can be reached at

Why not share your three favourite websites for recruiters or submit your own "three things I've Learnt" for this section.

Advert One
Talisman - the only end to end solution for all things Recruitment

- web enabled, fully integrated to all modules, includes email and SMS
- Master Vendor, Managed Services, Front Office, Pay & Bill, Back Office, Extranets
- on-line timesheet entry, now with ICR option, contractor and client logins
- integrates to Job Boards and your web site

To find out more call or email Tony Doherty - 01582 478 888, or visit our web site



How to Deal with a Confused Candidate
by Simon North

There is an old saying in recruitment that a candidate should be like a brand new car that comes off the car sales room forecourt highly polished and ready to go. As we know, not all candidates are like this.

Another old adage is that an interview is a conversation with a purpose. But what do we do if we have in front of us a candidate that is confused? The first thing we might want to consider is how do we know when we have this confused candidate?

Quite often and quite naturally, a candidate can be stressed and it’s not always easy to see in their stressed state whether they’re confused or not. Quite often we see candidates who are unprepared. With a candidate that seems confused, are we mistakenly interpreting unpreparedness as confusion or are we dealing with a candidate who is genuinely not with it or seems unclear about where they are? It could be a combination of these things.

The overriding issue, if you find yourself in this position, is to respect the person in front of you. It’s quite binary—you can either respect them, give them time, find out more and be helpful, or you can write them off, see them out and just move on. Whilst you might have a desire for the latter of those courses of action, if we can spare the time we may be surprised at the subsequent result. By being kind and being patient, we may well find that we have a candidate that is really pretty good.

Whether they are a good candidate for the job you’re seeking to fill may not be the main issue. You never know when the candidate you have sitting in front of you could be good for a different role or could be seen by one of your colleagues for a job they are dealing with. If so, the fact that you been helpful to the individual at a difficult time could lead to you and your firm having a friend for long time; a friend who could be a good source for your company and, depending on their level, you never know that they may not become a client for you in the future.

Confused candidates can quite often just be like rabbits in the headlights. For the candidate, the whole process of coming to meet you is a culmination of days, if not weeks, of anxiety leading up to this crucial interview with you. As recruiters, we’re used to meeting and interviewing people on a daily basis all the way through the year. Our personality type loves the idea of meeting new people and talking to them about their work and life. But that puts us recruiters into probably quite a small minority of people who enjoy that type of work. Can you imagine what it’s like if you’re not built like that, where absolutely the last thing that you would enjoy is meeting total strangers and having to impress them with your candidature for a job they know a lot about and you know little about at this stage? In terms of power and influence, the human equation is more balanced towards the recruiter at this stage than the candidate.

The other thing that may happen with confused candidates is that they may not have thought hard enough, or well enough, about their own basic requirements throughout the day of the interview, like whether they have eaten and drunk enough. So if they arrive in a dishevelled heap after a longer journey than they expected, it might be kindest thing to offer them the restroom to get themselves together and brush their hair or to get them a cup of tea or to just give them time and space to settle down. Sometimes you hear that the very brightest people are not always those who have the highest amount of common sense and what you don’t want to do is to exacerbate a confused candidate’s situation by not allowing them the chance to show you why they’re a good candidate for a job.
It might also be useful, where you see someone who looks confused, to give them breathing space - to start by letting them listen to you talk for a bit at the start of the interview. Alternatively  let them read any material that you have on the employer—perhaps a job specification or corporate brochure. Rather than sitting opposite them at a table, you might want to come and sit closer to them so you can both look at the document together where you’re able to highlight various aspects of the material—thereby being seen as on the same side rather than in any adversial position.

Another method of helping a confused candidate could be to ask them open questions that make the candidate think. Ask questions such as ‘how did you get here today?’, ‘what was your journey like?’, ‘what is your experience of our firm?’, and ‘how much do you know about the company you’re being interviewed for?’ Those sorts of question require the individual to think in a different way than if you asked closed questions like ‘was your journey okay?’ or ‘did you come by train?’ That kind of closed question can be answered by someone in a near catatonic state and doesn’t actually get you going in a two-way conversation.

Something else you might want to do is to take the individual out of the environment you’re in. For example, if you have the wherewithal to take time out of the building, you could perhaps go for a walk outside, round the block. A change of scenery and a change of air can have a positive effect on the candidate. The most important impact is that you’re not looking into the eyes of one other and you’re not stationary. By walking forward and not making eye contact, it takes the pressure off and it’s easier to illicit information in a different way than if you’re sitting in the same room, face to face.
When you go into an interview, whether you are the interviewer or interviewee it is pretty obvious what are the easy questions to talk about and which ones are challenging and tough. So if you find yourself with a confused candidate, why not give them an easy ride in the first 5 or 10 minutes? Let them talk about things which are easy to talk about whilst giving them the chance to relax and ease themselves into the conversation. Putting a confused candidate on the back foot with challenging questions straightaway will leave both them and you nowhere.  You are likely to give up on them much faster. But these small tips can make a big change to a conversation with confused candidate.
One of the challenges of the recruiting, selection and interviewing process is that it is a pressurized, transactional and stressful process for some people. Not everybody will be like the brand new car on the forecourt and sometimes you will come across a confused candidate. It is your choice whether you can turn that situation into a potential advantage for you and for your organisation.

Simon North, co-founder of Position Ignition, one of the UK’s leading career consulting companies specialising in helping individuals and organisations with their career development, management and direction. Simon is an expert in recruiting, HR and career transition and can be found at: To read more of Simon’s thoughts on careers and HR challenges visit: for careers advice or their website for organisations:
Recent Articles You Might Have Missed

Whilst on the subjects of candidates Scott Beardsley gives you 10 Questions to Ask Candidates after a client interview.

Charles Handler puts an end to the confusion regarding the difference between assessment and screening

Recruiting the wrong staff is very expensive - and OraRuth Rother discusses how to avoid this

Advert Two
Free copy of the Recruiter's Book of Checklists from 2LS

The Recruiter’s Toolbox is a series of free online resources to help recruitment consultants in their day-to-day job.

The Toolbox includes the Recruiter’s Book of Checklists, a book packed with pages of useful advice and guidance that you can use immediately covering topics such as the most efficient way to work with vacancies, creating hot lists, coding clients and candidates and many more. Download your copy here:

The Online Calculators can help you with common tasks such as working out Charge and Pay rates, calculating the value of a deal, checking the end date of a contract and doing foreign exchange rate calculations. Access them here:


Recruitment Vacancies
Jobs in Recruitment

Here are a selection of the latest traditional, on-line and corporate HR recruitment vacancies from the Changeboard site:

- Account Manager to the UK and Europe, Essex/Hertfordshire
- Head of Strategic Resourcing, AWE
- HRD Recruitment Consultant, The Law Society

UK Recruiter has two special introductory offers for new clients wishing to advertise on Changeboard, the UK’s leading specialist HR job site (  Receive either 50% off a featured job posting or 50% off an HTML targeted email.  To find out more, please contact Joe Birtwell at Changeboard on 0208 675 8851 or email quoting “UK Recruiter”.

Here are a selection of the latest recruitment vacancies from the CareersInRecruitment site:

- Oil and Gas Upstream Recruiter, London
- Experienced Senior HR Consultant, London
- Senior Consultant, Engineering/technical/IT

UK Recruiter has a special introductory offers for new clients wishing to advertise on CareersInRecruitment, the UK’s number one Rec2Rec job board; Mulitple Job Posting & CV database accounts packages now available from £179+ vat per month. To find out more, please contact Dan Howie on 01772 639602 or e-mail Quoting "UK Recruiter"

Advert Three
CV-Library is offering all UK Recruiter members an exclusive free trial!

Have access to over 4 million live UK candidates, including over 6000 new CVs received daily.

All of your consultants can use the database at the same time.

We are confident we can offer you a very cost effective package once your trial has ended.

Why choose CV-Library?
·         Over 4 million registered CVs
·         6.5 million monthly job searches
·         745,000 monthly job applications
·         Over 130,000 new CV registrations every month
·         Account managed service

Register for your free trial now or call 01252 810995 and we’ll set you up today!

UK Recruiter News: Louise's blog and top topics on the discussion forum
Louise's UK Recruiter blog
You can read Louise's UK Recruiter blog at She has recently posted about Burning Questions session at End of Year Conference, Advertiser Profile: Voyager Software, Decline in Number of Science & Technology Graduates is Bad News for the Media Industry, Some great Social Media Blog Posts and NORAs 2011 Finalists Announced
Discussion Board Summary
Don't forget to visit The Discussion Board. Current topics on the site include:
- AWR - "Supervision & Direction"
- CV Parsing
- Clients stealing candidates
You do not need to be registered to post or view messages on the discussion board.  Visit the site, ask questions and share your knowledge. 

Industry News & Hitwise Stats
Hitwise top 10 Recruitment Sites, week ending 8th October 2011
The most visited UK recruitment sites last week, starting with the most popular, were,,,,,,, and For more information about Hitwise, visit

This week's employer vacancies for you to work on

From TalentPuzzle:
- Deputy Restaurant Manager, East London, £22,000 @ 12%
- QA Engineer, London, £31,000 @ 15%
- Pre Sales Consultant Sage, Warrington, £37,500 @ 15%
- Account Manager, North England/Scotland, £36,500 @ 15%
Get instant access to hundreds of jobs in all sectors across all of the UK. Employers post their vacancies and specify the fee they are willing to pay. You browse those vacancies, request engagement and submit CVs. Make more placements and generate more revenue. Sign up is free.

From TheJobPost:
- Sales Director- Insurance Sector, London, Recruiter fee £12,000    
- Senior Recruitment Consultant, Surrey, Recruiter fee £4,500 to £5,250
- System Engineer, London, Recruiter fee £4,500
- Research Manager FMCG, London, Recruiter fee £4,950 to £5,550
Registering to view the full role profiles is free.

Press Releases Our Target is Your Job
" and are the key sites which have been built using CV-Library’s successful usability and technology combined with a fresh new layout and individual design. Both domains already have strong search engine optimisation and high page rankings; appearing in the top 5 search results on Google. Top UK recruiters are already advertising thousands of up to date sales vacancies on and increasing their exposure. Candidates can now register their CV for free, apply for jobs online and access a career centre designed to support their search for jobs in sales. CV-Library’s affiliate network continues to expand, now containing thousands of local and industry specific micro-sites such as, and Visit to find out more, or contact CV-Library directly on 01252 810995."

Hireserve wins 2011 Top Employer Award for SMEs
"Hireserve, a leading supplier and market innovator of e-recruitment solutions, was delighted to receive the Top Employer award for SMEs at the annual awards.  The awards celebrating the leading companies in diversity and work life balance were presented at a ceremony at London’s Soho Hotel on 5 October.  The awards recognise employers who are progressive in their flexible working practices and proactive in seeking to assist working parents combine successful careers with being a parent or those with caring responsibilities.  The judging panel praised Hireserve for clearly demonstrating the business case for adopting flexible working.   In addition, the company was recognised for the way in which it communicates its working environment and that part time colleagues are considered to be key members of the team with career progression fully open to them."

Recruitment Squash Tournament
"InterQuest Group PLC, one of the leading IT Staffing companies in the UK have announced the first ever Charity UK Recruitment Squash Tournament. The tournament will be open to every Recruitment, Staffing and Search company in the UK, from any sector and/or any location. The finals will be played on the Glass Squash Court at Canary Wharf March 2012 alongside the Canary Wharf Classics that will feature the top 10 players in the world. A champagne lunch reception will be held on the finals day with limited tables available. The three-a-side team tournament aim’s to raise funds for four major UK charities. The prime selected charity for 2011 is Cancer Research UK, as well as secondary charities including CLIC Sargent, MacMillan and Marie Curie.  The Canary Wharf Classic is promoted by Eventis, owned by Tim Garner and ex world number 1 Peter Nicol MBE. They are highly supportive of InterQuest’s event and currently are hosting the Square Mile Squash Tournament the same week for the Financial Services Sector of London. In addition, InterQuest Group has announced the opening of a new office in Canary Wharf. The Financial Services practice, Genesis is now based in the heart of the financial district. “This provides us better access to clients and candidates within Banking and Financial Services,” commented Rob Booth, Managing Director of Genesis. The tournament is the brainchild of one of our InterQuest’s founding Directors – Matt Crawcour, an ex professional himself. The Corporate Sponsor for InterQuest Group’s Squash Tournament 2011 are Grant Thornton and Colleague Recruitment Software. The corporate Partner’s are APSCO, Recruitment International and Eventis.  For further information on the full event, please visit the official website – - or contact Matt Crawcour.

Safestyle UK set to slash the time spent recruiting after signing up to Adpost HR
"Recruitment software developer idibu & Safestyle UK today announced a deal that should see the largest independent providers of double-glazing in the UK reduce time spent on administrative recruitment tasks by up to 50% by multi-posting all their vacancies online. Over the coming year Safestyle UK will use Adpost HR from idibu, to post all their vacancies online. Time spent doing this will be vastly reduced because Adpost HR allows users to post to multiple websites whilst only using one form, thus negating the need to login/out of multiple sites & re-write the advert over & over again – with Adpost HR you write the ad once, press send and you're done. Multi-posting software gets staff away from their keyboards and back onto other tasks. It further reduces admin time by giving users/team leaders ability to set default responses to certain fields, create templates and show/hide extra fields.  Adpost HR also includes candidate management plus reporting software meaning you can run weekly & monthly overall activity reports plus 11 others (downloadable at any time) which tell you exactly which sites are producing the best candidates. Automated email responses mean you halve the time spent communicating with applicants. For a week-long FREE trial, call 0800 311 2750 or email" launches Exchange marketplace to connect employers and agencies
"Leading UK job site,, has launched a new online marketplace to connect employers with specialist recruitment agencies to fill their vacancies. The new service is called Exchange. Exchange allows employers to post vacancies anonymously into the marketplace where they can be accessed only by approved, specialist recruitment agencies. Recruitment consultants can pitch and negotiate online to work on individual jobs and, once engaged, start putting candidates forward. Once an offer is accepted and a new employee starts work, the employer pays the agreed fee. Learn more at"

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