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Jargon Buster Guide to Recruitment for Candidates

Jonathan Shepherd-Stubbs • Apr 04, 2023

Are you new to the world of recruitment or just beginning to connect with potential recruiters in your search for the perfect job? If you are confused by the recruitment style jargon used, check out our handy jargon buster guide to recruitment:

 

Pro rata

Pro rata simply means ‘in proportion’. If a job is advertised with a salary with what someone working full-time would receive and the job you are applying for is part time, your salary will be calculated according to the amount of hours you have worked in proportion to the full-time salary.

 

Fixed-Term Contract

A fixed term contract is an employee contract which ends after a specified amount of time, this could be for a number of months or years, when a specific task or project is complete or when a specified event has occurred.

 

On-Boarding

On-boarding is the next stage after a job offer or job acceptance and is the process of welcoming you into the workplace and integrating you into the organisation. On-boarding will include everything you need to know to be able to complete your job.

 

OTE

OTE means On-Target Earnings and relates to commission based pay where part of your earnings will be based on commission or bonuses correlating to your overall work performance. You will earn OTE in addition to your base pay rate.

 

Self-Starter

You might see the words self-starter in job advertisements and wonder if this is achievable for you. A self-starter means you can carry out the tasks required of you in the workplace with little supervision or guidance. Your attitude, behaviours and skills should set you apart from other candidates.

 

DBS Check

For certain job applications you might need something known as a DBS Check (previously CRB) which means Disclosure and Barring Service. This allows your potential employers to receive a copy of your (criminal) record before they hire you. This is most commonly used in vacancies where you will be working closely with children or people who are more vulnerable in society.

 

Are there any other recruitment terms you would add to this list? 
We would love to know. If you need help looking for your first job or your next job, our recruiters are on hand to find the right job fit for you. Get in touch here.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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