Why don’t Recruiters Share the Name of the Client or the Service they are Recruiting for?. This puzzles me and is something we are coming across more and more over recent months, we spend a lot of time interviewing and vetting our candidates and really getting to know them, interviewing them and assessing their suitability for a role and the provider we are recruiting for.

First impressions count, and it’s very easy to fall into a pre-screen that suits your business, many providers overlook the fact that this should really be a two-way conversation between the candidate and end employer. This is the chance for the candidate to interview you too, an opportunity for you to really get them to buy into coming to work for you. If you don’t entice them, your competitors will.

At Positive Outcome Recruitment, we understand the importance of every hire, and we're passionate about providing you with the insights, tips, and strategies you need to succeed. So, why do candidates apply for a job, get an interview, but then fail to show up on the day? Here are ten common reasons – and how you can avoid these pitfalls.

I spend every day interviewing experienced Operations Managers, Registered Managers, Care Coordinators, Nurses, Field Care Supervisors and also those that have never worked in care before. One thing that is very important to me when I am carrying out my interviews is to get the "Wow Factor"

Have you ever opened a candidate’s CV and immediately found a reason NOT to progress them or call them? This can be a very common trap In-House Recruiters or Recruitment Consultants can easily fall into. This can be due to laziness or simply judging or presuming without good reason. Read our Top Tips on Reading a CV

Gone are the days where you receive a great application but can sit and wait for four or five more applications before you organise interviews. The Healthcare, Education and Social Care candidate market is so competitive and with so many providers all competing for the same talent, you have to adapt your recruitment process to ensure you do not lose out on the top talent!. Call the candidate within 24 hours of applying and conduct a Pre-Screen/Introduction call. This is key! Grab them while you have their attention.