Talent Acquisition & Creating a Feedback Culture

One of our Lunch and Learn's this month was about building a Feedback Culture in the organisation and best ways to deliver those messages internally and externally by the amazing Sarah Bright ?

Since joining Axiologik last year, feedback has been absolutely intrinsic to how I do my job (if you saw my earlier post on personal development, this relates to that). Feedback can be scary and does mean that sometimes you have to hold a mirror up; but as Sarah pointed out, we need to view feedback as a lovely gift to better ourselves going forward, and ultimately, it's up to us what we do with it...

It's a poignant time, for me personally, as we recently completed our perm recruitment process for an Engineering person to join our team here at Axiologik, and we found not one, but two people to join us! ?? This was the first time we have put our standardised interview process into action with a new practice and the pressure was on for me, as anyone knows who has or is creating a team from scratch, the first few hires are so, so important to the business.

David Sugden enjoyed (I hope) the nice problem I gave him, as much as Ben Davison and Terry Hancock! Instead of offering one, our pipeline enabled us to offer two candidates ??

I actively encourage feedback, both with hiring managers and candidates, to not only make me better at my job, but to ensure we as a business give the best possible experience for everyone involved. As part of our internal process, I hold Retros with managers and action candidate feedback within the organisation.

It's important to note that the picture and gift were sent by a candidate who interviewed with us - whilst they had a fantastic skillset and would have been an incredible addition to the team, we weren't able to utilise their particular skills straight away, which meant we made the difficult decision to not progress (if anyone has an Engineering role and would like a recommendation, please reach out as they were brilliant)! I'm absolutely gutted we can't bring them in right now, but we are definitely keeping tabs for the future! ??

This candidate still had a great experience with us and it's shown in this photo (we all enjoyed and appreciated the surprise gift)! ??

As a Talent Partner, feedback from candidates and stakeholders goes such a long way. It's a great way to be recognised and rewarded for my efforts; empowers and motivates me to continue adding value to the resourcing, interview and onboarding process ?? ?

We're going to continue growing both perm and contract numbers throughout the year - if you're interested in being part of our journey and going through our recruitment process, take a look at the feedback here from our Engineering candidates (and David); and reach out! ??

You can also sign up to our Monthly Newsletter here to find out more on business updates and upcoming roles across perm and contract ??