Recruitment Advice Page
can be quite tricky, but are the most important asset you have in
attracting the right talent to your jobs.
Free Job Description
Free Job Description Template is available for you to use free of
charge. Simply copy and paste the below Job Description Template into
a word document, follow our guidelines and amend it to add your own
job information. That’s it you’re then ready to advertise it and
attract the job seekers you REALLY want.
Description Template starts below;
Consultant (Oil & Gas)
field will contain a unique number for your job advert
description about your Company, culture and value
point structured and have a maximum of 5 key skills
ideal candidate: brief
description of the ideal candidate in your vision.
point structured and clear
on package and benefits, not just salary
concise, like an invitation to apply.
above Job Description Template is provided free of change by
apply4U.co.uk and available for all to use as a general Job Description
Template. However, we do suggest you add specific sections and
information based upon your industry and specialism.
you need some help writing your Job Description visit our Free
Job Description Writing Tips
section or maybe our Professional
Job Description Writing Service.
Job Description Writing
about the quality of the candidates that respond to your job advert?
Is your job advert the problem? Maybe... Let’s see. Follow these 3
simple steps to write a successful job description, enticing
candidates to apply.
1: The Beginning
start of any project or article can be confusing and a little bit
demanding. You have all those ideas and you just want to write them
all into one sentence and be done with it. Well that’s the thing
when it comes to job adverts, you can’t quite do that because:
not professional ... at all I might add!
are going to give yourself a pretty bad reputation
quality of your future candidates depends on it!
think those 3 reasons are enough, so let’s get started shall we?
can’t just take a pen and paper and start writing about your dream
candidate and what they should be like. It’s not only boring but it
doesn’t make any sense. You have to have some structure!
things first, you have to breakdown the sections of the Job Advert so
it looks like a form where you have to fill in the blanks. It will be
much easier this way. For example you are going to have:
‘Job Title’ may look insignificant and dull, but it’s actually
the main thing that will or will not attract your desired candidate.
example if you are looking for let’s say a PA, we both know what
that means but does the candidate search for that or will they be
‘Personal Assistant / Administrator’. What you write and what
candidates are searching for must match, it’s that simple!
that ‘insignificant’ difference? That’s one of the reasons why
some companies have the top candidates and others just can’t seem
to find them.
‘Job title’ you can insert the following fields:
Liverpool Street, London, postcode (be specific but include what
location you think they will search)
give a range and mention benefits also
you can brag about your awards and how wonderful your business is.
It’s your time to shine and to show everyone your culture &
you have to be careful. Only a few lines are enough, you have to let
the candidate do the research; in this way you can see how interested
he or she is.
here you can add information about the:
2.2 Key skills:
you can insert those mandatory skills that the candidate MUST have.
to think on your feet
& goal oriented
2.3 The ideal candidate:
this section you can write a brief description about your ideal
candidate. Just a quick and simple description is enough.
you can talk about:
you can add interpersonal skills or characteristics depending on your
role type and requirements:
- motivated, enthusiastic, confident, multi-tasking, organised,
attention to details, etc.
the ‘Requirements’ section you can list the main duties of the
role and also the essential and preferred skills. To make it a lot
easier you can just bullet point them, in this way it will be easier
to make yourself understood. Below you can find an example that you
can modify and adapt to your particular requirements.
duties & responsibilities:
to think on your feet
& goal oriented
2.5 Benefits Package:
of the things most of employers forget to mention is about their
benefits package. If you look at most of the job adverts you will see
only what the employers want, they want experience, these skills and
those abilities and those requirements and so on, but the most
important thing in order to attract the candidates is how are you
recognising his/her value.
you want to have the best candidates you have to give something in
return. It’s like the saying goes ‘What you give is what you
get’. If you give a lot you will receive 100% productivity from
your current and future employees.
not talk about …
but not least you have to close with a dynamic and inviting sentence.
you think you are suitable for this position just click Apply and we
will get back to you as soon as possible’
our ideal candidate? Where have you been! We were expecting you.
Just Apply and we will get in touch with you as soon as possible’
you like what you read? If you think this is the right role for you
just send us your CV and we will get back to you’
Step 3: Review
you finished filling out each section evaluate
& check to
see if you have everything there. Make sure everything is where it’s
supposes to be.
good? OK. Now read it again but this time put yourself in the shoes
of the candidate, read it from an
Focus on the requirements and salary package. What do you think? Do
you still like it or is it not appealing enough? Would
you apply for it?
yourself those questions before you submit your job advert and don’t
forget to add
after all it’s your brand in one image, it’s what represents you.
Job Description Writing Services
Job Description Review & Optimisation (ONLY £27) BUY
don’t have experience in writing Job Adverts but you gave it a try
you aren’t that sure or you don’t know exactly how to evaluate it
or ... you just want to know the opinion of a fresh pairs of eyes
... you came to the right place.
Here at Apply4U we
specialise in helping you when you need it.
If you want to get our
professional job description review & optimisation service, just
make a quick visit to our Services
just follow the steps OR purchase a credit now for only £27. BUY
Job Description Writing & Optimisation (ONLY £47) BUY
you want an excellent Job Description but you don’t have the time?
maybe you have the time but not the necessary patience and
call us when you’re available and give us the details in order to
understand the position, your requirements, culture and value. The
process is very simple; you provide us with the necessary information
and we will write the job description from top to bottom, send you a
draft to approve and afterwards finalise it.
For only £47 we can find
the right keywords for you to get higher up in the search results and
at the same time saving you the time, energy and stress.
If you want to have your job
description professionally written, just make a quick visit to our
just follow the steps OR purchase a credit now for only £47. Buy
you’ve got an amazing job advert and have shortlisted candidates
waiting to be interviewed. What now?
Free Interview Questions
guess you’re the one that’s in charge of hiring / recruitment.
Welcome to our section of ‘Free Interview questions to ask’. Here
you can see some interview questions and notes to help you with
interviewing and deciding on the ideal candidate. Feel free to use
them and if you like this article share it with you team, employees
or maybe even your friends.
me about yourself?
you meet the candidate he/she can be a little bit nervous so you can
start with something simple, general things about him/her. Just a
small introduction should be enough; you don’t want to hear about
his/hers whole life story, you just want to open up rapport and
did you apply for this job?
you can find out if he/she applied just because they need something
to pay the bills or is the job they applied for part of their career
are your achievements?
good candidate will talk about some significant things that he/she
achieved during their work experiences, but an excellent candidate
will have a concrete folder (list) full to the top of achievements
not only in his/hers professional life, but in the personal life as
me about your previous work experience?
can be a tricky question. It can end quickly, it can take forever to
finish or it can be a deal breaker. Most candidates will ‘enhance’
just a little bit their CV, but some of them have a real talent of
writing fairy tales, if you know what I mean.
you have to be very careful when it come to this part...
line with (within) this question you can add the following:
is/was your previous role?
you tell me a little bit about it?
did you achieved there?
did you leave/got fired? What happened?
did you choose this career?
this question you can distinguish the real career focused ones from
the ‘it’s paying the bills’ ones. You can tell when someone is
really passionate about his/her work from the ones who are looking
for just another job that pays the bills.
do you see yourself in 5 years?
is one that candidates are not big fans of. Because if you didn’t
catch ‘the career focused’ ones in the previous question you can
with this one. A real career – focused candidate will take you
step-by-step through their plan to evolve and grow in the next few
you are not sure and want to find out more add the next question:
What about 10? Where do you see yourself in 10 years?
are your hobbies & interests?
question may seem unimportant but in reality is one of those helpful
questions that give you an insight into ones personality. With this
question you not only express interest in their lives, but you can
also take a pick at their life’s schedule, how much time are they
willing to spend at work, if they like to play sports then they are
team players, if they are very passionate about something they can
relate to the future colleagues, and so on.
about your strength and weaknesses? What are they?
you can see if he/she is confident, strong and knows his/her limits.
Powerful man/women know his/hers strengths & weaknesses, not like
Achilles and look what happened to him.
an example of a situation where you were under pressure. How did you
will find loads of candidates that will tell you that they work well
under pressure and that they are excellent problem solvers and that
they can stand on their own feet.
real question is - Can
they have a solid example of a situation that will explain and give
substance to their statement?
the details in their description you can figure out if it was
something they just came up with to answer the question or if it was
the real deal.
you had to grade yourself between 1 to 10, 1 being the worst and 10
the best, which grade, do you think you deserve?
question is great for gaining control or respect back in your
interview. As you can imagine most of them will oversell themselves,
but if you be honest and tell them your opinion, for example if they
think they are a 8 and you share your opinion which is, let’s say
5, they will start to panic and listen to you like their life depends
on it. Just make sure you explain why...
may sound strange and maybe a little rude, but it works! Try it! You
will be surprised and amazed by the results!
are you looking for when it comes to salary? What’s your worth?
to know what your interviewee is earning and what they feel they are
worth. Ask them about their value. What is their price and worth?
do you know about our company?
they didn’t do their homework and research then why are they in
front of you. It’s unacceptable to go to an interview without
knowing about the company; it is as if you go and visit a stranger.
They have to know your business and orientation. Your industry or
sector focus? Are you growing or not? How many employees and offices
do you have? Your Vision?
things are MANDATORY!
should we choose you for this position? What qualifies you for this
he/she is a smart cookie they will tell you exactly what you want to
hear, after all it’s not a secret it was in the Job Description. If
the answer is vague and dull well I think you know what you have to
can you contribute to our company?
great person said to me once upon a time that the value of the
company is in its assets – the employee. If you want to have a
great company have great assets. Don’t settle for any less.
you have any questions?
playing with his/hers emotions, tension and uncertainties you have to
let them express his/hers opinion too. If they still have questions
and good ones may I add then you might want to take him/her into
consideration as future employees.
these 15 questions aren’t enough for you, then take a pick from
you believe you’re successful? Why?
would your co-workers say about you?
In the past year how have you improved your knowledge?
you applying for positions with other companies? Which? What
you consider yourself a team player? Give me an example?
you ever had to let someone go? How did that make you feel?
you had the money to retire today, would you?
you ever been fired or asked to resign?
do you want this job?
(value) do you bring to the company? What are your qualifications
for the job requirements?
long will you work for us?
an example when you went above and beyond your normal job profile to
make something happen for the company.
are your long and short term career goals?
are your career objectives? What’s your career path planning?
not this career, which other career would you have taken?
you enjoy work?
can you join us? What is your availability?
are your salary expectations?
is your current salary?
are your financial expectations from any job in your life?
you happy with your salary so far?
have you learnt from your previous job?
should we hire you over all other candidates?
have you done since the last job?
qualifications do you have?
has been your biggest failure?
is the biggest challenge you have faced so far?
you know how to motivate other people?
would you describe yourself?
did you choose a career in …?
do you handle criticism?
you act on your own initiative?
Interview Techniques &
search for ‘The ideal candidate’ can be exhausting and could
waste a lot of your time, but do not despair we are here to help you
with our interview techniques and tips. If you know how to quickly
distinguish the one’s worthy of your time from the ones that are
not, let’s say, it can be a quick and painless process with a
fantastic result – YOUR PERFECT CANDIDATE!
interviewing candidates you have to be careful for 2 things:
be prepared, it will save you time later on.
to know your candidate as quick as possible.
Don’t waste any unnecessary time.
you follow these 2 points, everything will go as planned. But just
to be on the safe side and to be sure we are on the same page just
let me explain a little bit.
Always be prepared!
candidate is not the only one who has to be prepared you know?! You
have to be too.
has to know about you and your Company and guess what? You have to
Basically it’s a two way street from this point of view.
It’s not professional to make them wait. The Top Candidates will
think that you aren’t providing them a professional environment
and attitude, so why should they stay and wait for you?
don’t look bored or in a rush. We all know that your time is
valuable but you don’t want to come across arrogant and the most
horrible boss in the world do you? If you do that, well let’s just
say that word of mouth marketing is the oldest and the sharpest
advertising that ever existed. The really bad thing about this is
that once it’s out there it’s almost impossible to stop.
your questions ready. Make
a list of relevant questions to ask them. This way you can find out
about their experience, work, personality, attitude, etc.
Don’t just ask the questions quickly and be done with it. Ask a
question, listen to their answer and relate it to the next
know it’s not really pleasant to write down about the candidates
your interviewing, but if you don’t take some notes you will lose
track and when the time comes to pick from the shortlist how can you
compare them and be able to pick the best one.
Get to know your candidate as quick as possible.
you have your ‘List of Interview Questions’. The real question is
‘How do you use it?’
I said earlier, you have to listen to the answers. Sure you have some
guideline interview questions, but what you need to do is to be a
smart cookie and try to ask them some interview questions that you
think will make them spill the beans. After all, the main idea is to
get them talking, not you.
course besides that there are some other things you should be aware
usually when someone is insecure or is lying they will look away as
soon as you make eye-contact with them. The story that the candidate
is telling can be really nice but if he isn’t able to look into
your eyes, let’s just say that there is another side of the story
that you might not know.
almost 80% of our communication is actually nonverbal, it’s just
body language. So by your candidate’s moves you can tell if he is
open or is shutting you out, if he is a can-do person or a grumpy
one. You can tell a great deal of things about a person without
him/her even saying a word; you just have to read the signs. A
friendly smile or a firm handshake can say a lot about ones’
answers can be fantastic, but are they the real deal or a deal
breaker? There is no secret that some candidates prepare some
answers beforehand and just memorised them. They can be exactly what
you want to hear but what happens when you realise that and it’s
too late. That’s a huge problem.
trick is to pay attention to the candidate’s expressions. If the
words aren’t matching the tone and facial expression, well then
there’s definitely something wrong there.
a people person: some
of the greatest candidates had a hard time breaking that nervous
barrier at the beginning of the interviews, so try to understand
them and to be friendly and patient for the first couple of minutes.
Start with a simple conversation, learn about them, and don’t
forget they are human beings just like you and me.
their time to ask questions: when
you are almost at the end you need to let them ask you some
questions. What kind of questions will they ask? You have to be
careful! You never know what type of question you may stumble upon.
Whatever the situation is don’t lose your confidence, calmness and
professionalism no matter what! Be honest and realistic, you may as
well be truthful now as they will find out later anyway.
Professional Screening &
understand that you are extremely busy and you want only quality
people in your Company. Well, in order to have them you do need time.
If you don’t have it, we do. We can search, screen and interview
candidates for you;
Telephone Screening (ONLY £27 p/Hour) BUY
a little bit of help anyone can become the perfect candidate on
paper, but what about in reality?
in order to find out, why not use our recruitment experts. Here is
where we come in. Our experts will find out in a blink of an eye,
whether that particular candidate is a potential for you or not,
using our Telephone Screening process. For as little as £27 p/Hour
our experts will review your applicants and score them, arrange a
telephone interview and deliver to you the top 5 / 10%.
Face to Face Interviewing (ONLY £79 p/Hour + Travel expenses) BUY
next step after the Telephone Screening is inviting these candidates
to a Face to Face Interview. Some candidates can be really good over
the phone, but when it comes to the real deal, can they make it or
will they just crack under the pressure or chicken out?
will make sure that YOUR candidates are the real deal. We will dig up
each and every corner of their experience, personality and skills to
make sure they match your requirements for just only £79 p/Hour +
Travel. We can provide you with our feedback on the top candidates
and even arrange for them to meet you at your offices.
Assessment / Screening Days (ONLY £799 p/Day + Travel expenses) BUY
have some candidates that you like but you don’t know which one to
pick? And you don’t have time to waste?
definitely can help you here. Why don’t you use our
assessment/screening day services?
can set up assessment days, where we can invite candidates of your
choice, conduct group activities, some screening, testing, and by the
end reduce group numbers down to just the top 5% which we believe are
the best ones for your Company.
For only £799 we can arrange an Assessment / Screening day
especially for you. Perfect for those who are hiring in volume and
want candidates to start ASAP.
whole recruitment process can become a little more complicated than
it looks. Don’t forget, the most important asset in any business,
is its staff!
Free Recruitment Guide
to our Recruitment Guide!
do hope you will find it helpful and share it with your colleagues,
friends or maybe even with your family. We came up with a simple
version of the whole Recruitment Process in order to help you save
time and let’s face it – money. ….Everywhere you look, sure you
will find some guidance, but not a free one and not a quality one,
that’s for sure. Let’s face it, most of them are for the
what about the employer? Shouldn’t he/she have access to some
guidance? Well yes we think so. Below you can find 6 simple steps of
the Recruitment Process.
me just give you some extra information regarding those steps.
1 – What the job requires
things first... You have an empty spot in your Company. Not only that
you need to fill it as quickly as possible, but you need an employee
that will fit in your Company, in your team; an employee that will be
an excellent asset to your firm and will bring great value.
to achieve those requirements it takes a while, or does it?
luckily you have us on your side to help you skip some nerves. We are
here to tell you exactly what to do and when to do it.
fill the vacancy in your Company you need to sketch out a little bit
about the role. What would you look for in a candidate? Do you have
in mind any specific skills, experience or maybe qualifications? Just
write them down for now.
about responsibilities? Do you know what the job requires in order
for you to know what to ask and look for?
2 - Create Job Advert
you sketch out some ideas the next step is to write a Job advert.
you want to see a template or some tips of a Job Description you can
category. There you can find a whole section dedicated to this
you will go straight to Recruitment Advice section.
3 – Advertise Job & Search CVs
Job advert is ready? Great! Let’s go to the next step, advertise
you ask? Well, it’s quite simple; you don’t need to stress out.
With all this modern technology is so simple nowadays. You can
complicate your life and try to add them in papers or magazines, but
I think posting the job or searching for CVs on
have much more success. Try it!
if you just uploaded your advert or searched for CVs the process
afterwards is the same. Make a list of candidates, try to prioritize
them, see which ones are really worth your time and energy.
4 – Shortlist Candidates…
got hundreds of responses didn’t you? Told you!
comes a part of the process that needs patience and focus. Don’t
get me wrong don’t waste 10 minutes to evaluate a CV. Just look at
the essential things. Our experts rank CVs within 20 seconds...
at the beginning I asked you to write down some key skills about what
you’re looking for in a candidate? Well just search for them in
the CV comes across like a pretty good one, just mark them as
suitable, if you’re not so sure maybe suitable and don’t forget
about the unsuitable ones.
Ok, take a look at the suitable candidates. Look thru the CV’s
again. Make a list starting with the best and work your way down.
Now you have your shortlisted candidates. See it wasn’t that hard.
you need some help with this part you can use our Professional
5 – Interview Candidates
that shortlisted candidates and start calling, invite them down for
an interview, a little chat let’s say, especially about them!
a day or two for interviews. This way you can have a fresh
recollection of each candidate and you can compare how they presented
themselves, they’re answers, experience and so on.
much easier when you just take a look over the notes you took about
each candidate and remember exactly how the interview went, when you
have a fresh memory about them.
candidates can have sometimes a down side. You might come across some
people that you just don’t like. In this case don’t waste time.
Just let them talk a few minutes, give them advice and guidance and
then just show them the door.
can sound harsh, but that’s life. We live in a world where time is
the most expensive, as you can’t buy it, exchange it or rewind it.
you need any help with how to interview candidates just visit ‘Your
There you can find some interviewing questions and tips or use our
6 – Successful Candidate Hired ….
your interviews you need to have some peace and quiet to think. Which
one of them came across to you as the best? Who fits into your team
and business the best?
you still have doubts between 2 or 5 candidates ask them for a second
/ third interview, trial days or maybe ask them to do a presentation
or to meet some else from your company.
will make your decision process a lot easier.
next and final step is to choose your employee and you’re done!
Recruitment Tips &
to our Recruitment Tips section. Here you can find some interesting
facts that are involved in the Recruitment Process.
this process can be similar to other life experiences when it comes
to the ‘other part’ everyone knows it but they won’t give you a
heads up. They will just sit back and admire the show.
like the time when you want to have your first baby, everyone who has
a baby will tell you how wonderful it is, and what a blessing it is,
but they will never tell you the other part, when they won’t stop
crying at night for example.
for you, we are here to tell you a bit about the ‘other part’ of
the recruitment process. Ready or not, here we go…
Types of candidates
may think that the interviews are a piece of cake since you are the
employer and all, but you will be surprised on how demanding
sometimes this process can be.
No matter what happens, you must be and act professional;
Each candidate is unique and has his/her own personality.
talk a bit more about the last point shall we.
are 4 types of candidates:
who is either too talkative and can’t stop blabbing or too shy and
can barely say a few words. Also they are very easy to recognize
without even having to hear them speak a word. How you ask? By their
body language, by the way their hands or feet are shaking or the way
they can’t look you in the eye.
Start the interview with some simple questions, look through their CV
maybe ask them a question or two about their hobbies and interest,
just to let them loosen up a bit. If you need any help visit our
who is very full of it, thinks he/she is the best and if you don’t
pay attention he can own the interview in a heartbeat.
Ask specific questions to pin them down to earth. Use a very
confident and neutral tone, not too friendly, not too harsh.
who will make some remarks or use a specific tone just to get under
your skin. This situation can be like the forbidden fruit. It looks
good, but once you have a taste all hell breaks loose.
Treat every candidate with an objective attitude and impartiality.
Remember the first point? No matter what happens you must be and act
who is too insecure and has low self-esteem and most probably no
opinions of his/her own.
Try some probing questions and see how he/she responds. You can also
add some positive attitude through their work experience or something
that you see appealing from their CV. If the negative attitude
continues just end the interview. There is no point wasting your
of us don’t pay that much attention to the way we communicate.
we know how to speak, but do we know how to communicate?
way we communicate has:
An impact on the way we are perceived
Controls how we can make other people feel.
once said to me that people will forget what you said to them, but
they will never forget how you made them feel.
by now you are wondering why I’m talking about these things in a
recruitment tips page. Well maybe you aren’t aware but the whole
recruitment process should reflect your brand, your Company.
you know how to leave a good impression you can increase your brand
and name through the interview process. I always said that
word-of-mouth is the best advertising any business can ever have.
we have so many opportunities to always improve ourselves. We’ve
got conferences, seminars, trainings, online classes, and so on, but
do we take advantage of them?
one thing that you should keep in mind and look for, in a candidate.
Is he open to improvement or is he comfortable in his layers of
knowledge and that’s all.
you want your Company to stay on top you need to get your employees
ahead of the others, reward the superstars and get rid of the low
ones. You need employees that are open to learning and change.
are living in a fast pace environment; adapt and be the best or try
to survive and eventually die. In the end it’s your choice.
keep saying that the company’s biggest assets are the people within
it. Why do you think the top businesses are high up in the ranking
system while others are so low down below you can’t even seem to
you want to know why? There’s no secret just RETENTION.
have to be able to know who is an asset to your company and who
isn’t. Find your superstars and keep them happy by rewarding them,
or maybe by giving them more responsibility; some people love that
more than anything.
a work environment that will make your top employees anxious to get
to work in the morning and sad when they have to leave in the
Be everywhere and anywhere
business, like in life, if you want to be known you have to be
popular, to be present at the ‘hottest’ seminars, meetings, get
together, conferences, basically everywhere.
have to make yourself known; sure you can let your employees or
clients speak for you but it’s not quite the same. How do you think
Richard Branson or Donald Trump got their name associated with
success? They’ve understood that nobody can sell you better then
process will start slowly, but surely. At the beginning you’re
going to be invited to common conferences or meetings, even though is
nothing special you have to go anywhere you are invited, and if you
know how to play your cards right you just might find yourself
attending the elite groups conferences in no time.
I know you probably are sick of hearing this but don’t forget to be
active all across social media platforms. And when I say all of them,
I mean it: Facebook, LinkedIn, Tweeter, Pinterest, My Space, Google+,
Xing you name it.
be present… everywhere and anywhere!
Guidance (ONLY £17) BUY
you start the recruitment process and you found yourself panicking
and nervous because of it? You thought it will be a piece a cake but
it became more complicated that it looks. But have no fear, Apply4U
me tell you that without a strategy and a plan you’re going to find
it much more difficult than it really is. If you need some guidance
we are here for you. Just call us when you are available and we will
find out what’s bothering you and set everything on the right track
for only £17.
if you feel that you need a face to face meeting with one of our
specialist in order to get a better understanding of what the problem
is and how to resolve it, we can arrange that too. For only £47 we
can set up a meeting for you. Just let us know what you prefer.