Phillip Hodson stresses the importance of ‘synchronicity’ in interviews

Starting an interview late can unsettle your candidate and leave them thinking that your company is unprofessional. In order to conduct a smooth-running and precise interview it is recommended that you prepare key areas of discussion with time guidelines for each. It is also a good idea to provide a round-up of the main exchanges before concluding the interview on.
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News Burst: 5 February 2013

Accenture is the most ‘gay-friendly’ employer in the UK Global management consultancy firm Accenture has been named the most ‘gay-friendly’ employer in Britain by lesbian, gay and bisexual charity, Stonewall’s annual top 100 Workplace Equality Index 2013. The ninth annual list, is the definitive benchmarking tool when it comes to evaluating policy and good practice around sexual orientation issues.
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Candidates gone wild

While interviewing for a new sales person I met with an ambitious graduate. All was going well until I noticed him mirroring my body language. I know this is a technique used to build rapport and often used in sales, but he was so obvious. He literally crossed his legs and moved his arms exactly as I did. I began playing.
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Phillip Hodson talks ‘body congruence’

In an interview situation it is likely that the candidate’s senses will be heightened, making them more aware of bad social signals and any signs of insincerity in your character. If you tell the interviewee that you are pleased to meet them whilst looking at the next candidate, or looking down at a piece of work, the person you are.
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Phillip Hodson explains ‘reinforcement repetition’

Given the anxious nature of job interviews, it is common for candidates to glaze over certain bits of information given to them as they try to maintain focus on their own responses. It is better to structure your interview and provide a recap of some of the key exchanges between you and the candidate at the end. Psychology expert Phillip Hodson explains to recruiters how summarising and reiterating.
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Candidates gone wild

Sue was a candidate I had head hunted for a junior account manager role. Her phone manner was impeccable and her C.V. was by far the best we had seen, so we had decided to call her in for an interview. After arriving some twenty minutes late, Sue did a good job of winning us over but our Director is a.
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People who are completely inappropriate in the office

We run through three of the workplace nightmares that some recruiters have had to put up with… You get them in every workplace – the rogues, the inept, the disorganised and the plain crazy. Recruitment is no different, and here we ‘celebrate’ the not so good, the bad and the downright ugly in three tales of misadventure and some. These people clearly.
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The people you just don’t want to work with

People you wouldn't want to work withRecruitment professionals sometimes get a bad reputation, and while the vast majority of recruitment professionals are dedicated and genuine people who want to do the best for their clients, there’s a small majority that ruin it for everyone. To set the scene here, let’s look at some of the really bad habits that recruitment professionals get into… 1. Setting the wrong.
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Should you ask wacky interview questions?

Wacky questionsThe subject of asking unusual or wacky questions in interviews has garnered mixed views among recruiters – many of you regarding them as a waste of time and a sure-fire way of disrupting the focus of a potentially successful hire. But surely there is a need to mix it up a bit and deviate from the manufactured questions that you feel.
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News Burst: 9 January 2013

Redundancy notice period halved to 45 days Employment relations minister Jo Swinson has announced plans to reduce the 90 day minimum period before very large scale redundancies can take place to 45 days.  Swinson also announced plans to legislate to make clear that fixed term contracts which have reached the end of their natural life are excluded from obligations.
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