Your CV provides hiring managers with the best reflection of your skills, experience and achievements.
Keeping your CV up to date and tailored to the position you’re applying for promotes you above competing candidates. It demonstrates that you genuinely care about presenting yourself as the best person for the job.
Successfully finding a job that complements your career goals requires an extensive knowledge of the current job market, an ability to analyse job listings and broad awareness of hiring trends.
That’s where we come in.
Our expert knowledge of tech hiring trends and vast network of industry professionals, allow us to help you understand the career landscape for your specific role and get you the job you want quicker.
Networking allows you to be at the forefront of new career opportunities and stay up to date with emerging insights into your profession.
Building strong relationships is like getting your foot in the door before the interview. It shows potential colleagues how you can add value to their team and elevates you above the candidates who haven’t dedicated the time to foster those connections.
The best part? We’ve spent years at StraightUp cultivating incredible relationships with industry professionals and can leverage these connections to help you in your career journey.
Once you’re ready to start applying, you need to identify which jobs are relevant to both your career goals as well as your skills and experience.
From your research you should have a great understanding of the values, purpose and culture of the company. Ensure that you let this shine through when you communicate with a hiring manager or recruiter.
Read the job advertisement thoroughly. A convincing application is personalised to the position description, adheres to any preferred application requirements (e.g. how to submit your CV or portfolio) and shows that you are enthusiastic about bringing value into the company.
Your initial impression with potential employers is one of the most important parts of securing your ideal career. The first interview gives hiring managers the opportunity to evaluate whether your qualifications match the requirements of the job.
It’s common for the first interview to include some type of skills assessment (e.g. a coding challenge or algorithm design test). This screening process is crucial for employers to decide which candidates are the most appropriate to join their teams, but it also provides you with a chance to judge whether this role and company is the right fit for you.
The 2nd interview is a valuable indicator that at this stage you may be the perfect person for the job.
Hiring managers usually conduct a second interview for a few different reasons:
1) To gauge how you might fit in with the culture and work environment of the team. Potential employers will often ask questions that allow you to demonstrate the way you engage with problems, your lateral thinking skills and communication style.
2) To address any questions or concerns from the initial interview. You may be given a chance to expand on areas where your interviewer felt you were weakest in the screening process. This also provides you an opportunity to discuss any of your own questions and understand more about the position.
3) To elaborate on the position and company further. The second interview allows you to gain more insight and context around the responsibilities of the role, the company mission and how the team works together.
The offer and negotiation stage of the hiring process helps both parties to find a mutually beneficial understanding of the terms of your employment.
During the negotiation process, the employer aims to clearly define their expectations for the role and ensure that the candidate is motivated to be a valuable contributor to the success of the team.
The candidate’s objective is to assess that the terms of their employment will match their long-term career aspirations and needs.
In order to be successful in negotiation, you should be aware of the expectations of the employer and have a clear understanding of your priorities and needs.
Important subjects to consider include:
Once you have accepted the offer for your new employer it is then time to inform your current employer that you will be leaving your role.
In order to ensure an easy transition, align the respective start and end dates of both roles to avoid overlap and give yourself sufficient time to prepare for the new position.
And most importantly, resign your position with professionalism and respect for your current employer. This not only ensures your reputation remains outstanding but also allows you to retain valuable business relationships.
Congratulations, you’re now ready to begin your new role! When you have accepted the position, your employer's responsibility is to successfully integrate you into the company.
This usually looks like:
When beginning the hiring journey, your business case evaluates and presents to your company stakeholders the need for employing a new candidate.
An effective business case involves analysing how a new hire might be able to improve the efficiency, productivity or profitability of your business.
Other important things to consider are the potential costs of the hire, as well as how they will fit in with the team and culture.
A comprehensive understanding of the costs and benefits a potential hire may have on the business, allows hiring managers to convince stakeholders why a new employee is necessary.
The next stage of the hiring process is salary benchmarking, which involves investigating the market to determine reasonable remuneration for the candidate.SEE SALARY SURVEY
Once you have presented your business case and determined an appropriate salary, it’s time to create the position description (PD).
The PD defines the key duties, expectations and qualifications required for the role. It also provides information about the salary, the team and additional context regarding the business.
Creating an effective PD will attract the best candidates to your role and streamline your hiring process.
Role sign-off is the official approval from hiring managers and relevant stakeholders to begin recruiting candidates.
A number of factors are considered before proceeding, these include: establishing the position’s salary range, the resources needed to support the process (e.g. training, budget, time etc.) and reviewing the level of experience necessary.
All stakeholders should be in agreement with the requirements and responsibilities expected from the potential candidate. Role sign-off is critical in improving the hiring process and securing a candidate that will bring value to the business.
Successful interview process design allows your business to assess a candidate thoroughly and improves the experience for the potential hire.
Designing the interview process involves:
At this stage, you brief us with all the relevant details regarding the role and the culture of your company then we deliver the perfect candidate to fill the position.
Our role in this step is to make the hiring process more efficient and effective for your business. We pride ourselves on our dedicated and highly technical sourcing strategy.
Using our expertise we will conduct a specialised screening process in order to deliver talented and accomplished candidates.
The CV screening and interview process is where CV responses to job advertisements are assessed in order to efficiently filter through a high volume of applicants to find the best to be interviewed.
It’s important to consider if the candidate has the relevant experience, qualifications and skills for the position. As well as, practicalities such as their proximity to the office or if they require a hybrid working arrangement.
To help you save time and resources, at StraightUp we use applicant tracking systems (ATS) to more productively manage CV screening. We also utilise our in-depth industry expertise to help you craft job listings that are guaranteed to attract the best talent for your business.
When it’s time to conduct your interviews we help you throughout the process from helping you design the most effective interview process to identifying suitable applicants to coordinating with candidates to checking their references.
Our goal is to make sourcing, screening and interviewing potential new candidates as smooth and fruitful for you as possible.
Offering the candidate the role means that through the interview process you found their experience, qualifications and personal qualities suitable for the role and culture of your team.
During this stage it’s likely you and the candidate will negotiate the terms of the contract. We can assist you through this process by offering insights on appropriate salary expectations for the position and helping handle communication with the candidate.
We’re here to help make sure that all of the important steps needed to close the deal are taken. Our experts at StraightUp will liaise with your new client, manage expectations and bring in valuable industry information where needed.
This creates a more productive and rewarding process for you and makes the overall experience positive for both parties.
The final step of the hiring process is onboarding, where we get to introduce the new candidate to your company's culture, work procedures and team.
It’s at this stage that your new employee receives any relevant training and access to the resources they need to excel in the role.The way we help here is by being the intermediary for the candidate during their first few weeks.
We prepare the candidate so they can approach the new role with confidence, address any concerns or questions, guide them through new processes, and follow up regularly to ensure they are adjusting well.
When you trust us to support your new employee we set them up to exceed the goals and prospects you wanted them to meet.