Why should employers engage a logistics recruitment consultancy in their search for fresh talent? BIS Henderson frequently find that clients have a completely different perception of the interview process and are often unclear on how best to engage effectively with the candidate.
When the Bis Henderson logistics recruitment team formalise the campaign during the initial briefing with the client, interview guidelines are clearly set out for HR or the hiring manager to follow. In a competitive logistics employment market, exceptional applicants are highly prized and the ball certainly doesn’t rest entirely in the employer’s court. Prospective candidates will want to see an attractive offer with a job description clarifying the value of long-term benefits and opportunities within the vacant position. A poorly presented job specification would be equally as ineffective as a badly constructed C.V.
The relevant questions should be prepared pre-interview, ensuring essential skills, work history and ethics aren’t missed due to the interviewer straying off-track and quizzing the candidate on issues that don’t relate to the logistics job.
Bis Henderson logistics recruiters all have extensive experience in identifying the right questions to ask and the evaluation of the response given.
As much as an employer expects to see a well-presented interviewee, the appearance of the interviewer is also just as important to the candidate. This first impression will also reflect on the professionalism and the personality of the company and what they would expect to find it they joined the team.
To ensure the interview achieves everything intended with a positive outcome, collaboration and close communication between client, the Bis Henderson team and the candidate is key.
The interview should always be a two-way process, with the employer and the applicant having an equal opportunity to make a well-rounded assessment on whether this will be a good match and future benefit for both. Bis Henderson will ensure clients achieve that.