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.
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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?!)
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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.
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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: <a class="fui-Link ___10kug0w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1hu3pq6 f11qmguv f19f4twv f1tyq0we f1g0x7ka fhxju0i f1qch9an f1cnd47f fqv5qza f1vmzxwi f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" title="https://grow.google/certificates/interview-warmup/" href="https://grow.google/certificates/interview-warmup/" target="_blank" rel="noreferrer noopener" aria-label="Link https://grow.google/certificates/interview-warmup/">https://grow.google/certificates/interview-warmup/</a>

Google’s Interview Warm Up: A hiring manager’s secret weapon

Calling all hiring managers! We&rsquo;re diving into a topic critical to your organisation's success: the hiring process. Bagging top-notch talent in today&rsquo;s cutthroat job market isn't always a walk in the park. Skilled, technical professionals are in high demand, and in the current market they&rsquo;ve got choices galore. In the relentless race for top-tier recruits, time is everything. And the longer the hiring process drags on, the more likely it is you will lose out on exceptional talent. Let&rsquo;s break down why:
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1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Options for top talent
High calibre professionals often juggle multiple job offers. A dragged-out process might signal a lack of interest or indecisiveness, prompting candidates to grab another opportunity while you&rsquo;re still mulling over decisions.
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2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Frustration and fatigue
Endless rounds of interviews tire candidates out. The more hoops they jump through, the less thrilled they become, often leading to them bowing out of the process, even if they were initially gung-ho about the role.
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3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Negative buzz
In today's social media chatter, candidates discuss experience, and negative opinions can spread like wildfire. If candidates feel their time's been squandered, it reflects on your brand and might repel other top talent.
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4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive edge
Rivals might not drag their feet like you do. In a swift job market, being sluggish on hiring decisions puts you at a disadvantage, allowing others to scoop up top talent.
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5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Losing steam
When you find a standout candidate, keep that momentum going strong. Delays can kill interest, leading candidates to accept other offers while they await your verdict.
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6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Diverse disadvantage
A lengthy process favours those who can afford to wait or explore multiple options simultaneously, disadvantaging promising candidates who can't endure prolonged recruitment.
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To steer clear of these pitfalls and secure top-notch talent with efficiency, here&rsquo;s the deal:
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Streamline the process
Cut any unnecessary steps from your process. A well-structured, efficient process can help you make quicker decisions.
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2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Set clear timelines
Lay it out for candidates upfront and stick as close to those timelines as possible, respecting their time and signalling your commitment to a prompt decision.
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3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Tech smarts
Use tech to streamline admin tasks and communication, avoiding delays caused by paperwork or scheduling hassles.
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4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Train interviewers
Equip your interviewers to make informed decisions pronto. Arm them with the tools they need to evaluate candidates efficiently.
&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Keep the chat flowing
Stay open and transparent. If you hit a snag, for whatever reason, keep candidates in the loop ASAP and apologise for any bumps in the road. Time's your best bet for locking in top-notch talent, so use it wisely!
&nbsp;

Nailing down top talent: Speeding up the hiring game

Hey there industry leaders! In today's tech-driven world, AI in recruitment has gained major traction. It promises efficiency, speed, and even claims to minimise bias in selecting candidates. However, while it's got its perks, solely leaning on AI in recruitment may cost you some top-tier opportunities and the personal touch candidates desire. Let&rsquo;s dive into why keeping that human element in the recruitment process is indispensable.
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1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Missing uniqueness and diversity
AI looks for patterns and keywords in CVs. It&rsquo;s a great tool, but it might bypass exceptional candidates who don&rsquo;t fit the standard mould. Outstanding talents often bring fresh perspectives, unique skills, and experiences that algorithms might overlook.
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2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Ignoring soft skills and culture
AI's data crunching might struggle to assess adaptability, leadership, or cultural fit. After all, it's the human touch that has the ability to nail these attributes. Over-reliance might lead to missing out on the right fit for your company.
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3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Exclusion of diverse candidates
Algorithms, if not calibrated well, can inadvertently favour certain backgrounds, choking diversity. This can hinder your organisation's ability to innovate and adapt in a fast-changing world.
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4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Impersonal atmosphere
Recruitment is about more than checkboxes. Solely AI-managed processes can feel distant and robotic. Personal interaction is key to making candidates feel valued.
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5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Missing the diamonds in the rough
Hidden gems might not sparkle on paper. Human recruiters excel in spotting hidden potential that AI might miss.
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6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Flexibility in change
AI might struggle to adapt swiftly to shifting requirements. Human recruiters pivot quickly, ensuring your team remains dynamic.
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AI rocks, no doubt, but relying solely on it may mean missed opportunities, less diversity, and a lack of personal touch. The human factor in recruitment&mdash;evaluating soft skills, culture fit, and championing uniqueness&mdash;is crucial.
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At gap technical, we swear by the empathy, intuition, and personal touch our team offers. Our approach blends tech efficiency with human insight - we&rsquo;re certainly not swapping our team for AI anytime soon. If you want to snag top talent while keeping it personal and inclusive, give us a shout. We're here to help you land the talent your team truly deserves.
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Balancing tech and the human factor: Maximising your recruitment potential

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                Operating from one of our three 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 gap technical grows, so does our need for top talent.Happy employees stay in their job four times longer than unhappy employees on average – which makes sense, doesn’t it? We’re determined to build an engaged team, and that’s why we work so hard to build a working environment that’s a supportive, fun place to grow. And we know it works - in 2023 we received our 3-star accreditation by Best Companies to Work for, achieved through "outstanding" commitment to workplace engagement.We think that experience is great, but attitude is better. We’re always interested in talking to people who identify with our core values; innovative - Consultative, Accountable, Real and Ethical. Sound like you? Then check out our current vacancies. And if there’s nothing there that is a good match right now then please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.

&nbsp;We think that experience is great, but attitude is better. We’re always interested in talking to people who identify with our core values; innovative - Consultative, Accountable, Real and Ethical. Sound like you? Then check out our current vacancies. And if there’s nothing there that is a good match right now then please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.&nbsp;Join the gap family!

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gap technical hubs Choose your region to find the contact details of your local gap technical branch or get in touch through our enquiry form below<h5> </h5>

Employers

Hello, and welcome to gap technical!How do we introduce you to all things gap technical without sounding like it’s all about us? It’s not - it’s about what we can do for you, but we understand why you might want to know a bit more about the kind of business we are when deciding if we’re the right fit for you.So if it’s a quick overview you’re looking for then we’ve made it easy – we’ve put it all in a video! Give us a minute or two and you’ll understand more about where it all began, and how we’ve expanded our team and specialisms to support your technical requirements.

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 of 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 – it’s how our growth ambitions will be achieved.

<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.Yes, we’ve got bigger over the years, but that doesn’t mean we’ve lost that ‘local’ feel – we respect and nurture every relationship.

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Job description

If this role is permanent, gap technical is operating as the employment agency. If this job is a temporary role, gap technical is operating as the employment business. gap technical is committed to the selection, recruitment and development of the best people, basing judgements solely on suitability for the job. Whilst we endeavour 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 future. By 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-policies/">Privacy Policy</a>

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

It’s right there in the job title, ‘Consultant’. We want to understand precisely what you’re looking for as you make your next career move; your expectations around a benefits package, preferred shifts and location, and the type of company culture that will be the right fit. Only by consulting with you can we find you that perfect match.

If we say we’ll do it, then we’ll do it. Got a query about a role or hiring company? If we don’t already know the answer we’ll find out and come straight back to you. Expecting feedback on your application or interview? We’ll agree a timeframe with you, and that’s exactly when you can expect to hear from us.

We want to get to know you so we can support you personally. We’re friendly (if we say so ourselves) and responsive, and that’s why we know we can build a real partnership with you. We get it, looking for a new job can be daunting. 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>.

<h2>Want to know why people trust us to match them with their perfect role? It’s because we care.&nbsp;</h2>We’re ‘people’ people through and through, so you can be confident that you and your needs are the focus of your journey with us – it’s embedded in our core values.

Jobseekers

gap technical hubsChoose your region to find the contact details of your local gap technical branch or get in touch through our enquiry form below<h5> </h5>

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Looking for a permanent addition to the team?

1 or 100, temp or perm – we’ve got a pricing solution to fit your needs.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:<h6> </h6>

Choose a team that cares about what you needHire the people you need for temporary, interim and permanent roles in engineering, science, trades, quality and IT. Fill out the form to tell our team your requirements and we'll be in touch within 24 hours.

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