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Can you provide an example of a red flag?


Jo: One of the most obvious ones is a career pattern of repeated conflicts where it is never the candidate's fault. Someone that moves roles frequently requires a deep dive into understanding the reasons why. Tere can often be very genuine reasons why that is the case.


Emma: Arrogance also doesn’t make for a good candidate. Being humble, knowledgeable, and solid communication skills come across the best. Obviously, it is important for a candidate to talk about their previous success in any given role, but launching straight in with “I’ve single handedly achieved a 3,000 percent growth in X, Y and Z” will only come across as boastful and not in a good way.


Jo: If you are recruiting for a CPO role and ask about the transformation experience, we do so in a structured, specific way: 'have you ever taken a B2C digital business through a transformational process in terms of the agile process?'


We have heard this spoken about by experts on so many different accounts over the years, so if the answer doesn't have substance or isn’t fact- based, I'm not sold.


When you submit a candidate application, you must detail why you are submitting them, not just because they come across very well. Great communication skills and a lovely smile don't cut it alone.


I will field queries at all times of the day as it’s a massive thing for someone to relocate and take on a new role and you tend to be that crux, particularly if they are single and don't have a sounding board. People remember it and in three years’ time and that individual


sometimes comes back to say, 'keep me in mind if you are looking for a role I might fit with'.


What is the most enjoyable aspect of recruitment?


Emma: You really do change people lives. People move across the world because of your decision to put candidates forward for a role who sometimes then go on to meet their partners in a new area or workplace. Tat's lovely and they do have a bit of gratitude for helping facilitate that change. Of course, their success is totally down to them, but you enabled them to experience something new and different. Tat is a lovely part of the role.


Jo: Recently, I helped a South African candidate relocate from Estonia to Antigua, which she is very grateful for as she hates the cold. She has a lovely dog called Lucy and has been sending me pictures of her in the new house on WhatsApp.


When helping a candidate, it's genuine. I will field queries at all times of the day as it’s a massive thing for someone to relocate and take on a new role and you tend to be that crux, particularly if they are single and don't have a sounding board. People remember it and in three years’ time and that individual sometimes


comes back to say, 'keep me in mind if you are looking for a role I might fit with'.


Emma: Or they come back as a client.


Jo: We are having to say no to work. Tere is no point overloading and not maintaining the level we operate at. It does break a little piece of my heart when turning down a project offer, but I'd much rather say no and do a good job on what we have.


Emma: Tere is just not enough hours in a day. We are happy to work 12 hours a day to keep on top of and provide a good service, but from starting the business with a just a laptop and a three-month-old baby, saying no to business is very difficult.


Jo: For sure, you have favourites with clients. You work with them for a long time and understand them almost intimately in terms of their preferences, personality, and the kind of company culture they foster. We take a lot of pride in the fact we are genuinely connected with our candidates. Small details make a big difference. When every candidate starts, we get in touch to ask how their first day or week has gone. We could be extremely busy, but those small WhatsApp messages mean a lot.


Emma: Fundamentally, we care. We care that the candidate has been placed in a good role and the client has received a good service. It's our business and our priorities are to ensure we provide the best services to both parties.


WIRE / PULSE / INSIGHT / REPORTS P49


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