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We know different people use different ways to learn. At MHI we love podcasts, especially when we’re stuck on the Thameslink in the mornings! 

If you are looking to expand your recruitment and talent acquisition skills, give us a call for a chat! Alternatively Add these insightful podcasts focused on smart hiring practices to your playlist for actionable tips and ideas. 

  

1. The Tim Sackett Project

Run by popular HR blogger Tim Sackett, this lively show tackles today’s most pressing recruiting topics from sourcing to interviews to management. Recent episodes cover remote hiring, toxic candidates, and trends for 2023. 

2. The Chad & Cheese Podcast

The unfiltered banter between hosts Chad Sowash and Joel Cheesman provides equal parts humor and practical advice. Listen in for bold opinions, expert interviews, and rapid-fire “survival guides.”  
 

3. Recruiting Brainfood

Recruitment consultant William Tincup digs into leading-edge strategies for attracting and assessing top talent. From leveraging AI to diversity initiatives to building EVPs, insights abound. 
 

4. Hiring Success

This series from recruitment platform Greenhouse interviews executives across leading brands sharing tips to streamline and enhance hiring. Learn how industry innovators attract, evaluate and close candidates. 
 

5. The Recruitment Hackers Podcast  

Created by technical recruiters, this niche podcast dives deep on leveraging tools and technology to evolve recruiting. Expect detailed talk of automation, data, AI implementation, and more for the digitally driven. 


Staying current on the latest techniques and best practices is key in the fast-moving recruitment profession. Subscribe to these top podcasts so you can continually strengthen your hiring know-how. Tune in during commutes or downtime at your desk to build next-level recruiting abilities.

16th January 2023

Apart from the obvious risk and cost mitigation, there are more benefits to our maverick one-year free replacement promise. We thought you may be intrigued to see some of the stats we have compiled below that illustrate this better.

  • Replacing employees can cost 33% of their annual salary on average – for a £60,000 salaried employee that’s £20,000 in turnover costs. 
  • 90% of Fortune 500 companies report being challenged by bad hires, estimating the cost at £240,000 across just 20 bad hires. 
  • Companies who use predictive hiring assessments decrease involuntary turnover by 46% in high-volume hourly roles. 
  • Behavioral and personality assessments can lead to a 35-45% increase in retention rates for new hires.  
  • Structured interviews have 55% predictive validity for candidate success versus just 14% for unstructured interviews. 
  • Companies hiring with data-driven assessments and interviews can expect 17% higher productivity and a 50% boost in sales from new hires. 
  • Validated screening methods result in hires who reach full productivity 30% faster. 
  • Offering a 12 month replacement guarantee could save a 5000 employee company £5 million per year in turnover costs.  


The bottom line is validated assessments, structured interviews, and ongoing retention guarantees drastically reduce bad hires that end up leaving. Large companies have the most to gain from modern recruiting methods that all but ensure candidate success and satisfaction.
 

14th February 2023


Beyond Psychometric Tests: Why Meta Programs and Values Are The Future of Assessment

For decades, businesses have relied on psychometric tests to evaluate job candidates. However, these traditional tests often fall short in predicting employee success. Meta programs and value sets provide greater insight into how people think and what motivates them at work. Here’s why these new methodologies are revolutionizing the assessment process. 

  

Flaws of Psychometric Testing

While psychometric tests provide some useful data points, they have limitations. Critics argue they lack context and fail to capture real-world complexities. Common psychometric tools like aptitude tests and personality inventories only explain about 25% of employee performance.
 

Meanwhile, traditional tests reinforce biases through built-in assumptions and normative standards. Candidates who think or behave differently may be unfairly scored. Relying solely on psychometric data leads to misguided hiring decisions. 
 

  

The Power of Meta Programs

Meta programs reveal how a person processes information, communicates and makes decisions. Unlike surface-level personality tests, they provide deep insights into work styles and suitability. Research shows meta programs have 95% accuracy for predicting job success.
 

By uncovering preferred motivators, social interactions and structure needs, businesses can better determine organizational fit. This enables teams to capitalize on people’s strengths while accommodating differences. 


Aligning Values for Retention
   

Shared values foster engagement, satisfaction and retention. That’s why value set analysis is becoming integral for workforce planning. Comparing individual and company values highlights compatibility and future culture contribution.     

Asking “why” uncovers what gives work meaning on a profound level. These motivations tend to remain stable, guiding careers over the long-term. Aligning values boosts fulfillment and loyalty. 

  

The Takeaway   

While psychometric testing will continue playing a role, forward-thinking companies are optimizing assessment with meta programs and values. These modern tools deliver comprehensive, accurate insights that drive strategic hiring and stronger cultural alignment. 

  

To learn more about improving your evaluation process using meta programs and values, contact our assessment experts today. 

15th March 2023


The Pros and Cons of Remote Workers: What's Right For Your Business?

The COVID-19 pandemic forced many businesses to embrace remote work out of necessity. While some companies are returning to the office, remote and hybrid arrangements are here to stay. If you’re considering a distributed workforce, what are the potential benefits and drawbacks? 

  

Pros of Remote Workers 

  • Increased Productivity 

Studies show that remote employees work 1.4 more days per month than on-site staff. With fewer distractions and interruptions, remote workers get more done. They also take fewer sick days and have lower absenteeism. 

  • Greater Access to Talent  

Opening up remote work means being able to attract talent anywhere, not just within daily commuting distance. This vastly expands your pool of qualified applicants.
  

  • Lower Costs 

Remote teams allow businesses to reduce expenses on real estate, equipment, parking spaces and office perks. Employees also save on gas, vehicle wear and wardrobe costs. 
  

  • Higher Employee Satisfaction 

Surveys show that remote employees have 25% higher job satisfaction than their on-site counterparts. Offering work location flexibility demonstrates trust and care for staff wellbeing. 

 

Cons of Remote Workers  

  • Communication Challenges 

Collaborating across distances requires greater effort and intention. Communication gaps can occur without face-to-face contact and unplanned interactions.
  

  • Technology Issues 

Spotty internet, software problems and improper equipment hamper productivity for remote workers. Providing IT support can also strain company resources. 
  

  • Lack of Engagement   

Remote workers may feel isolated and disconnected from organization culture and teammates. This can lead to low motivation and high turnover over time. 

  • Decreased Oversight 

Managers have less ability to monitor and coach remote team members every day. Without visibility, it’s harder to provide feedback or address problems immediately. 

 

While utilizing remote staff has advantages, it also comes with hurdles to overcome. Weighing these pros and cons will determine if a distributed model makes strategic sense for reaching your business goals.

25th February 2023


How to Make Sure Your Company Is Ready For Generation Z

Some older businesses admit a certain level of fear of Generation Z candidates entering there business. But this couldn’t be further from reality.  

We thought it was time to play our part to spread awareness of who Gen Z, and how you can prepare to attract top talent.  

Generation Z, born between 1997 and 2012, and is entering the workforce in full force. Making up over 20% of employees now, this cohort is rapidly reshaping job expectations and work culture. Is your company ready to attract, engage, and retain Gen Z talent? Here are key ways to prepare. 

  

Revamp Your Candidate Outreach  

Gen Z lives online and expects a strong social media presence from employers. Boost engagement on the platforms they frequent, like Instagram, TikTok, and YouTube. Show what your company culture is like through photos, videos, and employee spotlights.  

  

Streamline the Application Process 

These digital natives value speed and convenience. Ensure your careers page and application are mobile-optimized and easy to navigate. Implement fast apply options to cut down on lengthy resume uploads and questionnaires.  

  

Support Work/Life Integration 

Work-life balance is a huge priority for Gen Z. Offer benefits like remote and hybrid arrangements, flexible scheduling, and generous vacation time. Where face time is needed, create collaborative workspaces that feel more like home. 

  

Open Up Career Development  

With entrepreneurial spirit, Gen Z wants opportunities to develop skills quickly. Provide training in cutting-edge technologies, certifications, mentorships, and stretch assignments. Offer clear paths for mobility and growth. 

  

Embrace Side Hustles 

Many Gen Zers juggle multiple passion projects outside their day job. Rather than prohibiting it, support their quest for creativity and meaning. Nurture their ideas and find ways their interests could contribute. 

  

Give Continuous Feedback 

This group wants regular check-ins and real-time feedback on performance, not just annual reviews. Build a culture of frequent micropraise, constructive advice, and goal progress discussions. 

  

Make Diversity and Inclusion a Priority  

Gen Z expects commitments to equality, social justice, and sustainability from employers. Make sure DEI policies permeate your entire employee experience from hiring to development. 


By getting proactive about Gen Z’s needs and expectations, your organization can become an employer of choice for this emerging talent pool. Take steps now to attract them, engage them, and unleash their potential.
 

2nd April 2023

Two of the biggest – if not THE biggest – sticking points when agreeing to a recruitment companies’ terms of business are the overall fee and the rebate period (refund period).  

Most businesses are unaware of how traditional recruitment agencies operate and we think it is important for you to understand. Once you do, you will understand if your vacancies are priorities or not.  

 

Average fees. 

The global average of recruitment services is between 15% and 30%, where fees are usually higher in developed economies like North America and Europe compared to developing nations.  

Just like geography, industry sectors with high competition for talent like technology and finance typically command higher fees and in return, senior executives or highly specialized roles command even higher fees.  

Statistics show that retained recruiters usually charge more given exclusivity while contingent recruiters work on commission.  

 

Refunds 

Some form of risk mitigation is offered, usually by way of a rebate or refund period. A typical best-case scenario will provide you 100% refund up to 3 months or a scaling refund perhaps up to 6 months where from 3 months to the 6 month point the refund will decrease. An illustration may look something like 

  • 0-3 months 100%
  • 3-4 months 75%
  • 4-5 months 50%
  • 5-6 months 25%. 

It’s obvious why this feels like very little protection, when replacing an employee costs about 6–9 months of salary on average. For a £40,000 role, that equates to £20,000–£30,000 in turnover costs. These costs include, new recruitment costs, cost of retraining the new incumbent and loss of earnings to the business. 

  

You’re much safer with MHI 

MHI has long-standing experience working as clients and as recruiters. We believe there is room for improvement and have proven this by developing our unique method. We never charge over 15% for our placements and cover you for an entire year offering a free replacement. This not only gives you the peace of mind we would have loved, but you can be certain our confidence is aligned to your probation periods. We know the level of roles we support come with a minimum of 6 months probation so the least we as your partner can do is share that risk. We have no KPI’s or sales targets. Our goals are to grow our business by growing yours. A high-quality service and a sincere interest in our candidates and clients is what we believe is the key.  

6th April 2023


Are You Emotionally Intelligent? 10 Tips for Hiring Managers

Emotional intelligence (EQ) is just as critical as technical skills for recruitment and hiring success. Do you leverage empathy, self-awareness, and people skills to make the right talent decisions? Boost your EQ with these 10 tips.


1. Listen Attentively in Interviews

Tuning into verbal and nonverbal cues provides insights beyond qualifications. Allow candidates to express themselves fully before drawing conclusions. 


2. Seek Out Alternative Perspectives    

Avoid snap judgments by proactively getting others’ takes on applicants. Different people notice different strengths and limitations.  


3. Keep Personal Biases in Check

Monitor your internal monologue for prejudices or blind spots that could cloud your objectivity. Focus only on role-relevant factors.


4. Communicate with Compassion

Even when rejecting candidates, provide closure with care and candor. Transparency fosters trust and goodwill. 


5. Cultivate Prospect Relationships   

Get to know talent over time through consistent outreach. Nurtured connections ease recruitment when needs arise. 


6. Adopt a Consultative Mindset

Guide prospects to opportunities that align with their aspirations. Focus on fit over fulfillment of any single role.  


7. Admit When You’re Wrong  

If the evidence shows a hiring decision was off-base, acknowledge the misstep transparently. It’s about the outcome, not your ego. 


8. Develop Self-Regulation Skills    

Practice staying calm under stress during hectic recruiting periods. Don’t let emotions drive reactive choices. 


9. Seek Feedback on Interactions

Ask trusted peers and candidates for constructive criticism on how you can improve interpersonal approaches. 


10. Value People Over Processes  

While systems are key, remember each candidate is a human first. Customize touchpoints to build relationships. 

Recruiting with both head and heart takes practice, but yields substantial dividends. Work on raising your emotional intelligence, and your hires will thank you. 

16th April 2023


The Key to Landing Top Talent: Specialized Expertise.

At MHI we believe just like when a new employee starts in your company a great recruitment partner should not only understand the technicalities of your business but also have aligned values and mindsets. We would not say we are the best partner for everyone in the STEM sphere and we really would aim to be. We want to be the best we can be, for the right customer. 

Below is some information we have put together to help you pick a partner as great as us!

In today’s ultra-competitive hiring landscape, companies often struggle to attract truly elite candidates. But making connections with those passive, in-demand professionals requires partnering with niche consultancies boasting hard-won expertise. 

Generalist agencies simply lack the specialized networks and sourcing strategies to reach those outlier applicants who aren’t actively job hunting. Only firms exclusively dedicated to executive search in a given field have built the capabilities and relationships necessary. 

For example, a specialist fintech recruitment consultancy possesses databases stocked with profiles of the most innovative designers, developers and thought leaders in the space – even ones not currently looking. They’ve earned insider status via years of mapping the key players. 

Similarly, a dedicated consultancy focuses day in, day out on building authentic rapport with candidates in their discipline. They take time to really understand individual talents, passions and career aspirations at a deeper level. 

This enables them to uncover great fits that may have been overlooked by the usual job boards and applicant pipelines. They know how to sell opportunities to in-demand, passive candidates by appealing to their values versus just skills. 

In today’s knowledge economy, securing difference-making yet hard-to-find experts requires total focus on their unique needs and preferences. Nimble, highly experienced consultancies in every niche stand ready to take on this specialized challenge.  

So if you seek elite talent, don’t settle for general recruiters. Partner with a consultancy intently devoted to sourcing the best in your specific field. Their expertise will help you win over the top percentile of candidates. 

26th April 2023


Don’t DIY: Why Recruitment Experts Are Key for Assessments

 

Leverage Meta Programs and Value Sets to gain deep insights into candidates beyond skills and experience is a growing practice. But without proper expertise, these powerful tools get reduced to simplistic box-checking exercises. To truly capitalize on them and avoid missteps, you need seasoned interpreters to break the details down for you to use effectively.

Like any sophisticated assessment, Meta Programs and Value Sets require nuanced analysis by experts. On the surface, results can seem straightforward – but the implications involve many subtleties. It takes specialized knowledge to translate results into concrete recommendations. 

For example, a “procedures” meta program reveals preference for structure, guidelines and clear expectations. An expert would align this with quality assurance roles or advise mapping out responsibilities if hired for an open-ended position. Without context, one might just label them “by-the-book.” 

Similarly, interpreting values like “influence” or “achievement” requires understanding motivations. An expert recruitment advisor sees how these values signal ambition and aptitude for sales or leadership tracks. A novice could overlook fit based on superficial assumptions. 

 

The complex, simplified by MHI’s experts

MHI expert consultants know how to weigh assessment results against job requirements (competence and bahaviour) and point out potential culture or teamwork considerations. They determine which strengths or styles best serve an organization’s priorities versus when outlying results should prompt concern or a special approach. 

The bottom line is Meta Programs and Value Sets paint an intricate picture that demands nuanced review. Let our experts unlock the power of these assessments so you gain optimal insights without jumping to conclusions. Don’t leave key hires to chance – leverage our knowledge and experience to analyze results and chart your future talent course. 

11th May 2023


How to Craft the Perfect Job Advertisement

Writing a great job ad is crucial to attracting top talent to your company. But with so much competition, how do you make your listing stand out? This blog covers tips to optimize your job ads for success. 

  

Craft a Compelling Headline   

Your headline is the first thing job seekers will see. Make it catchy and descriptive. Include key information like the job title, company name, and location. Tools like headline analyzers can help you craft optimized headlines that will grab attention.   

  

Highlight Benefits and Perks 

Don’t just focus on duties. Job seekers want to know what’s in it for them. List out things like competitive pay, work-life balance, professional development opportunities, retirement plans, and other benefits. This convinces candidates your role is worthwhile. 

  

Get Specific About Requirements 

Be clear about must-have qualifications like education, certifications, and experience. Outline required skills and abilities. This sets expectations upfront so only suitable applicants apply. Avoid overly strict requirements that may deter qualified candidates. 

  

Add Engaging Job Description 

Expand on the day-to-day responsibilities, goals, and objectives for the position. Use bullet points, captions, and formatting to make details scannable. Infuse the description with your company culture. Sell the vision of success in the role.   

  

Optimize With Keywords 

Include relevant keywords and phrases job seekers may search for. This helps your ad show up in more searches. Target keywords around the job title, skills, qualifications, duties, industry terms, and more. Just be sure language flows naturally. 

  

Post On Multiple Platforms 

Increase visibility by advertising your job on various platforms like your website, LinkedIn, job boards, social media, and more. Optimize each ad copy for the platform it’s on. Bring consistent branding across all listings. 

  

Following these tips can help you craft irresistible job advertisements that attract qualified, excited talent. Use clear, compelling language that speaks directly to your ideal applicants. With strategic optimizing, your next great hire is sure to come knocking. 

15th May 2023

Apart from the obvious risk and cost mitigation, there are more benefits to our maverick one-year free replacement promise. We thought you may be intrigued to see some of the stats we have compiled below that illustrate this better. Replacing an employee costs about 6–9 months of salary on average. 

 

  • For a £40,000 role, that equates to £20,000–£30,000 in turnover costs.
     
  • Bad hires can reduce productivity by 30–50% in their teams. The collective impact across a 100 person company could total £500,000–£1 million in lost output. 
      
  • 60% of new hires are considered mismatches after 18 months according to research. Offboarding and replacing them consumes 90–200 hours of manager time.
     
  • Structured interviews increase hiring accuracy by almost 40% compared to unstructured conversations. Assessments add another 20-30% predictive boost. 

  • Companies using validated screenings and interviews before hiring decrease first-year turnover by 35–45% in key roles.

  • A guaranteed replacement policy applied to 10 hires could save a 40 employee small business roughly £125,000–£150,000 in turnover costs after one year.
     
  • For a 200 person mid-sized company, reducing mismatch hires from 50% to 20% could generate over £500,000 in productivity gains. 

  

The numbers show that even smaller growing companies have a lot to gain from modern recruiting techniques and guarantees that set new hires up for long-term success. 

20th May 2023


Fostering Belonging in The Workplace: Current Trends in DEI(B)

The cultural reckoning of recent years has spotlighted the importance of diversity, equity, inclusion and belonging (DEIB) in society and the workplace. Organizations are increasingly prioritizing DEIB initiatives as core elements of their talent strategy. What are some of the top trends shaping how companies think about and implement DEIB programs today? 

  

Employee Resource Groups (ERGs) 

ERGs provide employees with spaces to find community, amplify unheard voices, and promote diversity within an organization. Participation in ERGs helps employees feel valued, while providing companies with critical insights into the lived experiences of underrepresented groups. Leading companies are investing resources into growing ERGs and integrating them into DEIB efforts. 

  

DEIB Training 

Beyond basic compliance training, organizations are working to foster DEIB mindsets and skills at all levels through expanded education. Training helps address biases and create an inclusive culture where everyone feels safe, welcomed and empowered to contribute authentically. Tactics range from eLearning modules to instructor-led workshops focused on allyship, microaggressions and privilege. 

  

Leadership Accountability  

True change requires modelling and commitment from the top. Many companies now tie executive compensation directly to DEIB goals, with senior leaders owning DEIB performance metrics. This accountability spotlights that diversity efforts are a business imperative, not just an HR initiative. 

  

Inclusive Talent Practices 

DEIB cannot be just an add-on, it must be woven into how businesses attract, develop and retain talent. Organizations are assessing how every people practice from job ads to performance reviews to promotions can become free of bias and promote equity. Small changes signal that DEIB is a collective responsibility. 

  

While progress has been made, there is still substantial work required to build truly inclusive work cultures. However, as DEIB takes on greater prominence as a business priority, the practices above can position organizations to lead by example and realize the performance upside of equality for all talent. 

20th May 2023


Candidates: Temporary vs. Permanent Work: Weighing the Pros and Cons

Searching for a new job often involves deciding between temporary or contract roles versus permanent employment. What are the key upsides and downsides of each option? Here’s an in-depth look at the trade-offs. 

  

Pros of Temporary Jobs 

  • Freedom and flexibility – Temp gigs allow trying out different companies and roles without long-term commitment. Ideal for people who bore easily or entrepreneurial types. 
  • Exposure to latest technologies and practices – Contractors get valuable real-world experience in cutting-edge tools, trends, and techniques across assignments. Great for skill development. 
  • Network expansion – Each new temp job allows meeting and collaborating with new colleagues. This grows professional networks and helps improve future career prospects. 
  • Higher hourly pay rates – Contractors are often paid higher hourly wages to offset lack of benefits. Allows earning more proportional to work delivered. 

  

Cons of Temporary Jobs   

  • Lack of stability and job security – Temporary workers face gaps between assignments and live with uncertainty. Income can fluctuate significantly. 
  • Few or no benefits – Most temp jobs do not include health insurance, retirement savings plans, or paid time off. Expenses must be covered out of pocket. 
  • Harder to access training and career development – Companies invest less in temp workers’ growth. Can be challenging to move up without a permanent role.   
  • Sense of impermanence and “outsider” status – Contractors may feel disconnected from team culture and lack a deeper sense of belonging. 

  

Pros of Permanent Jobs   

  • Stability and job security – With guaranteed ongoing employment, individuals can plan their finances and life ahead with confidence. 
  • Employer benefits – Perks like healthcare, life insurance, 401(k) matching and generous PTO improve total compensation value significantly. 
  • Training and promotion opportunities – Companies groom permanent staff for career growth through L&D programs, mentorship, and defined paths upward. 
  • Deeper organizational connection – The ability to build relationships and be part of the fabric of a business fuels engagement and loyalty. 

  

Cons of Permanent Jobs 

  • Less freedom and flexibility – With full-time presence required, adjusting schedules or taking time off can be more difficult. 
  • Potentially stagnating skills and experience – Doing the same type of work within one organization can limit exposure to new methods. 
  • Getting “stuck” long-term – Even unfulfilling permanent roles can be hard to leave due to finances, tenure, family concerns, etc.  
  • Layoff vulnerability – Job security is never 100%, especially if business needs change. Employees can still face sudden unemployment. 

  

There are merits to both pathways, depending on individual priorities and career stage. Assess your current situation, appetite for change, and need for stability before deciding between temporary or permanent work. 

27th May 2023


The Upsides of Temporary Workers & Using MHI Compliance

In an ever-changing business landscape, staying nimble is key. That’s where temporary employees and management consulting services can provide major competitive advantages. Read on to learn how. 

  

Temp Workers Offer Flexibility 

Temporary workers allow you to scale teams up and down to meet shifting needs. Bring in extra support for busy seasons, special projects or when permanent staff are out. Avoid getting stuck with excess headcount or skill gaps. Temps provide workload relief when you need it. 

  

Temps Bring Specialized Expertise   

Hiring temporary employees grants access to niche expertise without the long-term investment. Get technical skills, emerging capabilities and seasoned experience on-demand. Temps can also bring fresh perspectives to challenge stale thinking. 

  

Why use MHI Compliance? 

We keep it simple and consistent. We focus on individual and personalized advice to whomever we do business with. Our clients can always expect excellent service, timely delivery, current market knowledge, fast processing, and that professional and personal touch that makes MHI Compliance just that little bit different! 

At MHI Compliance, we understand that time is money, and that you need a partner that you can not only trust but keeps things as simple as possible so that you can keep running your business. Our approach is flexible, optimized and personalized to provide our clients with the easiest working solutions possible. 

At MHI Compliance we offer the best service for you and your team: 

  • Consultative Approach 

Our consultative approach explains all the options open to you so you can choose the closest fit to your needs. 

  • Proven Results 

Our clients have benefited from our expertise and professionalism helping them grow their business and remain globally legal and compliant. 

  • Track Record 

We have the proven experience and demonstrable track record to provide you with all the national and international workforce management services that you need. 

  • Collaboration 

We listen carefully to you, understand your requirements, and needs, and then collaborate with you to provide our services at scale to support your ambitions. 

  • Expatriate Experience Expertise 

At MHI Compliance we pride ourselves on our superb service and how easy we are to deal with. Our staff are always on hand to assist you. We understand how important clear, accurate advice is for our clients.  

Our team are constantly updating our knowledge base, so you can rest assured that our solutions will always make sure you are fully updated with everything you need to know. We don’t just take into consideration the country of work but will fully advise you on your obligations in your home country. 

 

8th June 2023


Crafting a Compelling EVP: Tips to Attract Top Talent

Your employer value proposition (EVP) conveys what makes your organization stand out to current and prospective employees. Is your EVP compelling enough to gain a competitive edge? Use these tips to create an authentic and enticing message. 

  

Spotlight Your Culture 

Highlight unique aspects of your work environment and values. Promote practices like remote flexibility, learning stipends, employee resource groups, or community service days. Feature specific examples and employee testimonials. 

  

Emphasize Career Growth   

Top performers seek development opportunities and career paths. Outline onboarding programs, training initiatives like skill certifications, tuition reimbursement, mentorship programs and clear promotion tracks.   

  

Leverage Your Purpose 

Today’s talent wants to work for organizations with purpose. Communicate how your company’s products/services and ESG efforts contribute value to society. 

  

Get Specific on Compensation and Perks 

Go beyond vague generalizations by providing salary ranges, bonus structures, stock options and other concrete benefits details. Transparency attracts candidates. 

  

Lead with Your Strengths 

Identify achievements and capabilities your company is known for, like innovation, agility, expertise or market leadership. Spotlight these competitive differentiators. 

  

Optimize for SEO 

Include keywords job seekers use related to your roles, locations, industry and top benefits. Weave these organically into your EVP language. 

  

Avoid Jargon and Generic Claims 

Use clear, conversational language focused on what makes your culture and opportunities truly unique. Hyperbole and buzzwords come off as inauthentic. 

  

Developing a compelling, believable EVP takes time and thoughtful introspection. Put candidates at the center and craft content that conveys why your mission and environment could be the perfect fit. 

10th June 2023

Remote Recruiting: 5 Tips for Hiring Top Virtual Candidates

 

Remote and hybrid roles are on the rise, compelling organizations to master virtual hiring. How can you assess culture fit, skills, and work styles without in-person interactions? Follow these key strategies. 

  

Focus on Communication Skills 

In video interviews, evaluate communication abilities above all. Look for active listening, concise responses, and comfort with both chit chat and presentations. These translate directly to remote collaboration.  

  

Gauge Self-Motivation and Time Management 

Success working remotely requires self-discipline. Ask questions that reveal how candidates take initiative and stay productive without close oversight. Seek examples of delivering impact on virtual teams. 

  

Assess Tech Savvy and Equipment  

Being remote relies on using diverse digital tools. Gauge candidates’ level of tech proficiency and require speed tests to confirm reliable internet access. Virtual backgrounds on video calls also provide clues about resources. 

  

Send Online Assignments 

Have applicants do a short mock project or online assessment related to the role. This tests capabilities in a remote setting similar to the actual work.  

  

Check References Thoroughly 

Speak with former managers of remote employees to verify strengths and weaknesses. Validating past virtual performance is crucial without daily in-office interaction.   

  

Adapting recruiting approaches for the realities of remote work is essential today. Go beyond standard interviews to deeply assess the experiences, skills, and traits that set virtual candidates up for success. Your ideal remote team awaits! 

21st June 2023


Costly Interviewing Blunders Even Great Managers Make

  

Conducting effective interviews is harder than most hiring managers realize. Even experienced recruiters often stumble in critical ways that undermine their ability to accurately assess candidates.

Avoid these 5 common pitfalls that can lead you astray: 

  

Talking Too Much 

It’s easy to dominate the conversation when you have the insider perspective. But failing to ask probing questions and listen attentively misses crucial insights into fit and motivations. Give candidates room to express themselves. 

  

Relying on First Impressions 

You may feel immediate positivity or negativity toward a candidate that taints your overall evaluation. Avoid snap judgments based on surface factors. Look for objective evidence. 

  

Selling Your Company 

It’s natural to tout your employer’s strengths, but this can influence candidates’ responses. Keep interviews neutral to observe authentic communication styles and values. 

  

Asking Leading Questions 

Phrasing questions in a way that telegraphs preferred answers leads candidates to say what you want to hear. Keep queries open-ended to gain unfiltered perspectives. 

  

Failing to Standardize 

Not using a structured framework or consistent metrics across interviews makes it impossible to objectively compare candidates. Take uniform notes and use a scorecard. 

Beware allowing these common tendencies and biases to affect your assessments. Being conscious of them enables you to interview more strategically. Stay balanced, curious, and evidence-driven when evaluating each promising candidate. You’ll make hiring decisions with greater confidence and clarity as a result. 

30th June 2023

The recruitment industry has relied on the same old strategies for decades, but the results paint a dire picture. With turnover rates hovering around 50% for entry level hires and just 19% of organizations confident in their recruitment efforts, traditional practices are clearly falling short. But by integrating behavioral assessments into the hiring process, companies can radically transform outcomes.   

  

The numbers show just how ineffective standard pre-employment tests and interviews are at predicting employee success. One study found no correlation between scores on aptitude tests and job performance across 500 different roles. Meanwhile, unstructured interviews have only a 14% chance of identifying the right candidates. 

  

At the same time, bad hires end up costing employers a fortune. Conservative estimates put the cost of replacing an employee at 25% of their annual salary. For larger roles earning £60,000 or more, that adds up to £15,000 – £20,000 in turnover costs per person. No wonder 80% of employee turnover is due to bad hiring decisions. 

  

This is where scientifically-validated behavioural and personality assessments deliver unmatched value. Studies show structured behavioural interviews have a 55% chance of choosing the right person for a job. When combined with data-driven personality tests, the success rate jumps to a whopping 80%. 

  

What’s more, research indicates employees selected using behavioural assessments perform 35% better and have a 45% higher retention rate. For a 1000 person company, that could yield over £2 million in cost savings and productivity gains per year.   

  

Clearly, evidence-based behavioural screening gives organizations an objective way to identify candidates that will excel in and commit to a role long-term. Businesses can no longer afford the trial and error of gut instinct hiring if they want to compete for top talent. By embracing research-backed assessment methodologies, recruiters gain invaluable insights into candidates before they ever step foot in the office. 

  

The proof is in the numbers – behavioural assessments deliver drastic improvements in hiring outcomes. It’s time for recruitment strategies to catch up to the 21st century and what data shows works. Let us know if you’re ready to transform how your company sources, selects, and retains top performers. 

23rd July 2023

Aligning Incentives: How Mindful Hiring Intelligence Is Revolutionizing Recruitment

The recruitment industry has traditionally operated on mismatched incentives between parties, leading to poor results. Recruiters are rewarded for placing candidates quickly, while clients just want the best hires. This fuels a high churn cycle of bad fits and regretted decisions.  

  

MHI is transforming this broken model by aligning recruiter and employer goals through a ground-breaking incentive structure. Their platform utilizes AI-matching technology and robust analytics to identify candidates who are the ideal fit. This allows recruiters to focus on quality over quantity. 

  

At the same time, recruiters earn commission based on candidate retention rate over the first 12 months rather than upfront placement. This incentivizes finding hires that will thrive long-term at an organization. With mh-intel, recruiters win when clients win. 

  

The results speak for themselves. mh-intel’s aligned incentive model leads to 3 times more qualified applicants per role and 50% higher retention rates. Their clients report 70% higher employee satisfaction along with massive reductions in hiring costs. 

  

By changing incentive structures, mh-intel has brought recruitment into the 21st century. Outdated pay models focus on volume and speed rather than sustainable compatibility. This misalignment helps no one in the end. 

  

mh-intel’s technology allows for deep talent insights while its performance-based commissions motivate recruiters to seek ideal matches. Their consultative approach positions recruiters as long-term partners rather than one-time suppliers. 

  

The success of mh-intel points to a new paradigm for the recruitment space based on shared goals and win-win relationships. To learn more about how mh-intel is revolutionizing recruitment through alignment, visit their website at www.mh-intel.com today. 

23rd July 2023

Boost Hiring Results by Leveraging Research-Backed Interview Methods

The job interview is a critical part of the hiring process, yet most lack structure or validated evaluation techniques. This leads to ineffective interviews that fail to identify top candidates. In fact, unstructured interviews have only a 14% chance of predicting employee success. However, implementing science-based best practices can drastically improve hiring outcomes. 

  

One major issue is that many interviews rely heavily on subjective impressions. But studies show that interviewer evaluations have just a 33% chance of accurately assessing candidate skills and aptitudes. Structured behavioral interviews using standardized questions fare much better, with a 55% accuracy rate.  

  

Behavioral interviews that probe how applicants handled real-world situations in the past have proven twice as accurate for identifying future high performers compared to unstructured conversations. And using a consistent rubric to rate responses boosts clarity on candidate qualifications. 

  

Additional research-backed techniques like including multiple interviewers, avoiding leading questions, and focusing on job-related behaviors further improve results. Companies who incorporate these best practices see 59% more productivity from new hires and a 63% increase in retention rates. 

  

For a 500 employee organization, reducing poor hiring decisions from 80% to 40% could save approximately £750,000 annually. That’s the power of optimized interview methods. 

  

Yet only 23% of HR managers are trained on conducting effective interviews. It’s no wonder 75% admit they’ve made a bad hire in the past. To compete for top talent, companies must leverage science-based interviewing strategies.  

  

By training hiring managers on research-validated techniques, organizations gain better insights into candidates before extending offers. Following defined protocols eliminates subjective bias and ensures consistency across all interviews. 

  

In today’s data-driven business environment, recruitment can no longer rely on gut feelings alone. Adopt structured, evidence-based interview practices for significantly better hiring outcomes. Let us know if you need help optimizing your organization’s interview process. 

23rd August 2023

Onboarding Done Right: 5 Best Practices for Welcoming New Talent

A stellar onboarding process is crucial for setting your new hires up for success from day one. Use these proven tips to help employees feel engaged, productive and loyal right out of the gate. 

  

Start Before Day 1 

Send a welcome kit with gear, resources, and information to provide early exposure to the team and culture. Have the employee’s manager connect in advance too. 

  

Schedule the First Week Strategically 

Balance necessary training with meeting teammates and early meaningful work assignments to spur motivation. Don’t overwhelm with too much admin work upfront. 

  

Pair with Peer Mentors   

Assign unofficial peer mentors to answer minor questions, grab lunch, and generally help the new hire acclimate socially. Proximity buddies alleviate isolation. 

  

Check-In Frequently 

Schedule regular early feedback and encouragement to reinforce positive performance or nip problems in the bud. Be available to answer questions big and small.  

  

Collect Ongoing Feedback 

Solicit the new hire’s thoughts on their onboarding experience so far. Ask what’s working well versus what could improve to continually refine the process. 

  

The initial weeks leave a lasting impression. Greeting fresh talent with systematic support, resources, connections and care sets the foundation for their growth and success over the long-term. 

6th August 2023

Removing Gender Bias in Hiring: Tips to Degender Your Language

Subtle linguistic choices can perpetuate gender biases during recruitment and deter some candidates from applying. But degendering language is one impactful yet easy way to attract more diverse talent.  

For example, job ads often say they’re looking for “rockstars” or “ninjas” – terms that appeal more to male applicants. Using inclusive language like “excel” or “expert” opens opportunities for all.
 

Avoid gendered pronouns like “he” or “she” as well. Stick to “they” for generic references or remove pronouns altogether. Likewise, replace expressions like “be a man about it” with gender-neutral phrases.
 

When describing roles, steer clear of traditionally masculine or feminine connotations too. For instance, say “determined” instead of “aggressive” which can discourage women.
 

Consider all elements of the employee experience as well. Does parental leave cover birthing parents and secondary caregivers equally? Are there lactation facilities? Inclusive language sets an inviting tone.
 

Finally, express diversity explicitly. State that you welcome candidates of all backgrounds. Feature diverse employees in your branding. Boldly reinforce an inclusive environment.

With conscious effort, language can empower people of all genders and backgrounds to see themselves thriving in your organization. Degendering communication takes awareness, but leads to monumental payoffs in talent acquisition.
 

19th August 2023

Revolutionizing Recruitment: How Behavioural Science is Changing The Game

Recruiting and retaining top talent is critical for any organization’s success. However, traditional recruitment strategies often fall short, leading to high turnover rates and wasted resources on poor hiring decisions. This is where our innovative recruitment approach comes in.   


At MHI, we leverage the latest behavioural science research to transform the way companies attract, select, and retain ideal employees. Our evidence-based techniques pinpoint exactly which candidates will thrive in an organization and stay motivated long-term.


For example, standardized interviews and skills tests fail to predict on-the-job performance. Instead, our validated assessments identify candidates’ intrinsic drives, motivations, and work styles. This enables us to make data-driven hiring recommendations optimized for retention and engagement.  


We go beyond surface-level skills to deeply understand each candidate’s unique potential and fit. Our behavioural approach even continues post-hire, as we provide science-backed onboarding and management strategies to keep employees satisfied.   


The results with our clients speak for themselves. By matching people with roles that fulfill their core needs, we have slashed turnover rates by up to 32%. For one client, we decreased involuntary turnover by a remarkable 48% in just one year. 


At the same time, we’ve helped companies reduce time-to-hire and streamline their recruitment funnels. Our pre-screening tools weed out 85% of poor-fit candidates before interviews even begin. This saves hours spent on unsuitable applicants.


In today’s competitive talent landscape, businesses can’t afford ineffective hiring and retention practices. Our innate understanding of human psychology and motivation sets us apart. We identify who will not just fill a role, but thrive in it long-term. 


Let us revolutionize the way your organization attracts, selects, and retains top performers. Contact MHI today to learn more about our behavioural science-powered recruitment solutions. With our help, you can build an engaged, productive workforce set up for sustainable success. 

23rd August 2023

Beyond the Status Quo: Why Companies Must Diversify Hiring

Many organizations today still rely on conventional, homogenous hiring methods that cripple their ability to build diverse, thriving teams. But sticking to the status quo severely limits access to underrepresented talent. Here’s why enterprises must diversify their approaches if they want to compete. 

  

The same repetitive recruitment channels tend to attract similar subsets of candidates. Over-reliance on Ivy League pipelines and employee referrals, for example, often yields an influx of applicants with privileged, insular backgrounds. This entrenches lack of diversity. 

  

Workplace culture also remains riddled with unconscious biases that disadvantage people of color, females, older applicants and other marginalized groups. Standardized interviews and evaluations are prone to prejudice that distorts assessments. 

  

Simply posting on job boards or LinkedIn yields quantity over quality, making it hard for minority applicants to stand out when their networks are smaller. Taking inclusion seriously requires targeted outreach. 

  

To achieve workforce diversity that spurs innovation, companies must expand their candidate pools, objectively evaluate skills, and nurture underrepresented talent. 

  

Steps like forging community partnerships, removing biased screening practices, mentoring students early on, and building inclusive cultures are needed to realize real demographic representation. 

  

No longer can businesses remain complicit in exclusionary hiring systems. With more diverse teams correlated directly to improved revenue and productivity, equity and inclusion are economic imperatives. The time is now to diversify how we recruit, retain and elevate future leaders. 

29th August 2023