Choosing a new employee to join your company is no easy task. Nowadays, a single job advert can receive in excess of 100 applications. With potentially hundreds of CVs to read and a diverse range of people to choose from, hiring the right candidate takes time, patience and careful consideration.

If you get it right, you could be welcoming an inspiring, motivated and hard-working person into your company - someone who will breathe new life into the working environment.

Get it wrong, however, and not only have you wasted an eye-watering amount of money, you're also back where you started, with the same vacancy to fill again...

So, ensure you hire the right candidate first time by taking note of our hiring mistakes to avoid.

 

Not making the job description clear.

To find the perfect fit for a particular role, you need to explain in your job description exactly what your ideal candidate would be like. Job seekers aren't mind-readers, and they need to know exactly what's required of them so that they can decide whether they're the right fit for a job.

Being as clear as possible in the job description improves your chances of finding a candidate who ticks all the boxes.

 

Advertising in the wrong places.

Certain types of people look for jobs in certain types of places, so understand your demographic before you start advertising. If you need a graduate to fill a particular role, make sure your job is advertised on graduate-friendly websites. Similarly, for specialist roles (e.g. scientific jobs) seek the help of industry-specific recruitment specialists like us!

Putting your job in front of the right candidates is crucial if you want to find the right person for the job.

 

Not conducting phone interviews.

A five-minute phone call with a potential candidate can give you a far better insight into their personality than a CV can. How well can they handle the pressure of a phone call? Are they good at communicating? Are they friendly? These are all things that you can determine via a brief telephone conversation.

Phone interviews can save you and your candidates time and help you on your way to identifying the perfect candidate earlier in the hiring process.

We know that the hiring process can be arduous, but don't worry - HRS can offer you lots of expert advice that will help you choose the right candidate for the job first time.

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Office manager talking

If you've ever worked in an office environment, you'll know that some workplace annoyances are as commonplace as the office coffee machine.

Whether it's the water cooler gossip group or that one guy who always leaves his dirty dishes lying around, certain recurring stereotypes rear their head time after time after time.

One such stereotype that's virtually universal is the legendary language of office lingo – a bizarre verbiage used seemingly only within the confines of the office walls.

 

Our 5 Most Irritating Office Buzzwords

From “blue sky thinking” and “reinventing the wheel” to “raising the bar” and “moving the needle”, office linguistics have become a parody of themselves over time.

With that being said, let’s not waste any more column inches. It’s time to grab the low-hanging fruit and open the kimono with a brief intro to some of the most common (and most annoying) office buzzwords known to man.

 

“Ideas shower”

Example: “That’s great. Maybe we should have an ideas shower to expand on this.”

Translation: Brainstorm.

The term “ideas shower” came to prominence in the mid-to-late 2000s after somebody decided that “brain storming” might be offensive to people with epilepsy.

Despite the eggshell treading, a 2005 survey - carried out by the Epilepsy Society - found that “93 per cent of people with epilepsy did not find the term derogatory or offensive in any way”, rendering that caution rather pointless.

Nevertheless, the term is still used in offices to this day, with execs the world over lathering up in its inspiring waters daily.

 

“Learnings”

Example: “What are the key learnings here, Chad?”

Translation: Lessons.

Where to begin?

Okay, we should probably start by highlighting that “learnings” isn’t actually a legitimate dictionary term. Yet here we are…

We’re guessing that, somewhere along the way, “lessons” became a dirty word (unbeknownst to the rest of the world) and a suitable corporate replacement was required.

The chosen substitute was “learnings” – presumably the result of an ideas shower.

 

“Synergise”

Example: “We need to synergise and think outside the box going forward.”

Translation: Work together.

Using dynamic words can be a great way to engage people in a meeting or presentation; however, this is one business term that has gone the way of Tony Christie’s “Amarillo”.

A hackneyed old trope, “synergise” has become an overused crutch for execs looking to incite unity, boost motivation and inspire.

Ironically, this uninspired office cliché is about as inspiring as a demotion and more likely to inspire a migraine.

 

“Disambiguate”

Example: “We need to disambiguate the figures so I can run the numbers by HO.”

Translation: Clarify.

If there was ever a term laced with the power to send teeth into an instinctive state of grinding, this is it.

An ironically confusing word in its own right, this is one term that should be left alone to marinate in its own ambiguity.

 

“Paradigm shift”

Example: “Okay, people. This company is in need of a paradigm shift.”

Translation: Dramatic change.

A true corporate classic, this term is often used to highlight a significant change within a company, industry, or business strategy.

Instead, it often leaves innocent bystanders shell-shocked into a state of dumbfounded numbness.

In the event of such puzzlement, kindly request that your host disambiguate their statement.

 

Honourable Mentions

There are plenty of other infuriating office buzzwords where those came from, such as…

 

“Take this conversation off-line”

Example: “I agree, but perhaps we should take this conversation off-line.”

Translation: Chat in private.

 

“Get our ducks in a row”

Example: “We really need to get all our decks in a row if we want to hit these targets.”

Translation: Get organised.

 

“Cascading relevant information”

Example: “If we could start cascading relevant information, that would be great.”

Translation: Discuss with colleagues.

 

“Guesstimate”

Example: “If I had to guesstimate, Miles, my bonus this year is well into six figures.”

Translation: Guess. Or estimate.

 

“Bandwidth”

Example: “I don't care what marketing says, we don't have the bandwidth for another big project right now.”

Translation: Resources.

 

“Close of play”

Example: “I want that Johnson file on my desk by close of play, Susan.”

Translation: The end of the day.

 

“Upskill”

Example: “We need to upskill the team to increase our bottom line.”

Translation: Train.

 

“Restructuring”

Example: “Head Office have ordered this restructuring, Steve - my hands are tied!”

Translation: Clear out your desk.

 

Buzzword Bingo

If you work in an office, there’s a good chance you’ve already heard some of the above terms this week. You may even be guilty of regurgitating one or two yourself!

As a rule of thumb, the more corporate the environment, the more examples you can expect to find, worn like a verbal badge of honour, proudly polished off in every meeting and presentation. As such, deciphering office buzzwords has become an accepted part of working life for many.

So much so, in fact, that “Buzzword Bingo” has been a popular game for decades, providing office workers the world over with a humorous way to pass the time, avoid boredom and subdue their grating fury over hollow words and surplus syllables.

Why not play a round of Buzzword Bingo during your next ideas shower? Just be sure to synergise with colleagues, get your ducks in a row, and cascade the relevant information ahead of time.

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"We're going to turn the UK into a supercharged magnet, drawing scientists like iron filings from around the world" - Boris Johnson.

While giving a speech at the Culham Science Centre, Prime Minister, Boris Johnson, spoke about his plans to expand the UK's hub of scientists and intellectuals following Brexit.

To do this, he plans to remove the cap on 'tier one' visas which currently only allow 2,000 skilled migrants into the UK each year.

On top of this, he wants officials to come up with a way to allocate automatic endorsement (subject to immigration checks) that allows researchers' families to work and live in the UK too. 

 

The Current Situation

Currently, over half of UK scientific workforce is made up of EU researchers (roughly 211,00 people), who don't need visas to work in Britain. Researchers from outside of the EU are faced with an arduous, expensive process to gain a working visa for the UK costing, on average, £8000.

Following our departure from the EU, researchers from European countries will be expected to go through the same process, which has sparked fears of a scientific skills shortage.

 

Concerns

Researchers in the UK are already worrying about the consequences of a no-deal Brexit. The loss of scientific collaborations with EU institutes, alongside the loss of European funding, is predicted to impact our science industries.

It's thought that the UK will be unable to participate in EU-funded Horizon projects and that British scientists may not be involved at all if the UK leaves the EU without a deal. 

Mr Johnson addressed these concerns by saying "the UK will continue to collaborate in great scientific projects under any circumstances".

 

What Does the Future Hold?

It's nice to see the PM already addressing these concerns and prominent scientific figures, like Dr Daniel Rathbone (assistant director of the Campaign for Science and Engineering), have welcomed the Prime Ministers "powerful message".

But, like us, they look forward to seeing the finer details of these proposals. Science is a collaborative enterprise and we're hopeful that these proposals will keep our science industries thriving for years to come!

Read more on this story here >

If you're currently looking for jobs in the science or technology sector, we can help match you with your dream role! Start by browsing our current job vacancies now. 

Don't forget to follow us on social media for more science news and insights.

Business relocation

Whether your business is in its infancy or a well-established enterprise, you may be considering business relocation as an opportunity to grow and expand (or indeed to downsize).

Business relocation can occur for a plethora of reasons, but one thing is certain: pursuing a fresh start in new premises is not a decision to be taken lightly.

Relocating a whole company is costly and causes disruptions, so choosing the right time to move your business - and doing it for the right reasons - is paramount.

 

Why relocate your business?

 

Moving to find better employees

One reason you might choose to relocate your business is to pursue staff with better qualifications and/or more experience.

If your business requires individuals with a very particular skill set (especially common in scientific professions), you might find that your current location just isn't suitable.

Many business owners relocate close to higher education institutions because they offer a surplus of well-educated graduates who are ready to seek employment.

 

Upgrading facilities

Another reason you might move your business is to make better facilities available to staff. If your workforce is growing and expanding, sheer lack of space can be a factor that influences your decision to relocate.

If you find that you can afford to upgrade your facilities (e.g. desks, toilets, parking) but have insufficient space for it in your current building, relocation may be a great option.

 

Downsizing

If your business is facing economic difficulties, or the location of your business is no longer lucrative, downsizing to smaller offices in a more economically-stable town or city might be just the fresh start your business needs to recover.

Whether you need to cut jobs or not, downsizing your business can increase your profit margins and allow you to move somewhere where demand for your product / service is at its highest.

 

Business Relocation Tips:

  • Plan ahead
  • Let loyal customers and vendors know well in advance
  • Update your contact details
  • Update your website and other online listings
  • Don't make a snap decision

If you're planning to relocate and you need to find new employees for your business, Hyper Recruitment Solutions can help!

Specialist Recruitment Solutions >>

Employee Appraisal

Whether you're an employer or employee, one of the best ways to evaluate performance at work is through an appraisal. Now, you may see the word 'appraisal' and start to panic - after all, sitting down with your boss can be extremely nerve-wracking no matter how good you are at your job!

But there's no need to worry. Appraisals, also known as performance reviews, aren't about getting told off - instead, they provide a great opportunity to:

  • Discuss how you've performed since your last review
  • Analyse your strengths and weaknesses
  • Set new goals that you can work towards

However, in order for your appraisal to be as productive as possible, you will need to prepare for it. By properly preparing for your appraisal, you give yourself the best possible chance of providing a clear and broad picture of your performance as well as fostering conversations and taking control of where your career goes next.

To make your appraisal go as smoothly as possible, be sure to follow these essential tips!

 

Appraisal Tips

Gather Information

Before getting started on your appraisal, try to gather some information on your role within your company and the responsibilities that you hold. This can include your job description, competencies, and the goals that were set at your last performance review. These can be used as the foundation for preparing vital details on your strengths, achievements, and potential areas for improvement. Reports can be a great source of material to gather milestones and highlights that you can show off, so be sure to gather these as well!

 

Put together a list of your accomplishments

From the information gathered above, you should now be able to prepare a list of all your accomplishments. As you do this, however, it is important to relate them to your goals and the things that you might like to achieve in the future. Detail the way in which you achieved these goals so your manager or supervisor can see the steps that were taken. Identify any challenges that may have limited your ability to succeed, as well as any support that you received from others. Locate emails, letters, awards and certificates that document moments of outstanding performance since your last appraisal, and make a note of any development or training activities that you have completed. 

You need to think of this as your time to shine! It's definitely okay to brag a little and to show your superior just how much you have achieved since your last appraisal (in case they're unaware!). Even small achievements can really add up over time. 

 

Conduct a self-evaluation

Self-evaluations are a vital activity that can help to make your performance review more effective. When done properly, they offer a number of key benefits not just to you, but also to your employer. To get started on a self-evaluation, go through each competency and goal and rate your performance against these. The goal of this is to share your perception of your own performance with your manager before your appraisal takes place. Sharing your ratings before your meeting will help your manager prepare for the review and notify them of any differences in perception that you may have. 

 

Prepare a list of development areas 

When reviewing all of the above, it's important to identify key areas where you feel that you can develop. Be open and honest about your struggles and do not be afraid to ask for the help, training or support that you feel you need in order to be more successful. Nobody's perfect, and there is always room for continual learning and development.

If you can, do a bit of research: look at training courses and activities that are available through your organisation or third parties that might help you develop the specific skills and abilities you need to improve your performance.

 

Draft goals

Instead of waiting for your manager or supervisor to hand down a list of goals, take a proactive approach and list some possible goals that you can achieve over the next performance period (based on your job description, your skills and experience, and the goals that your organisation is aiming to achieve).

 

Have an open mind

This is probably the most important thing when it comes to preparing for an appraisal. As mentioned above, many people panic whenever they hear the word appraisal or performance review. They're bracing themselves for criticism and begin to become slightly defensive - and unfortunately, when we're defensive, we don't tend to listen very well.

It's important for you to go into your appraisal with an open mind and a relaxed attitude. Your ultimate goal should be to listen carefully to the feedback you're given as well as the goals and progression plans that are set out for you.