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6 Smart Ways to Find an All-Round Employee

Jonathan Shepherd-Stubbs • 29 March 2022


6 S mart Ways to Find an All-Round Employee…

Original Source: Global Recruiter (View Article)

While we live in an age of speciality, nothing quite beats the all-round employee.

The “Jack of all trades, master of none” is a saying best reserved for the chancers and not everyone.

A study from CV-Library reveals adaptability as the most desired attribute employers seek, with 71.5% of the vote.

A well-rounded employee can make all the difference during uncertain times and is more adept to handle any unprecedented challenges they might face.

So, as a recruiter, where can you find this type of talent?

Let’s explore.

1. Visualise the Future of the Company

   

The requirements of the job role will no doubt adapt in five years. 

Your client needs someone willing to go beyond the job spec.

A well-rounded employee will embrace a company’s entire culture and drive it forward.

Think about how the individual fits into the company culture and how their development can drive your client’s business forward as a collective.

2. Aim for Team Players


An all-rounder is versatile with a willingness to be proactive and help the teamLooking for team players in the recruitment stage will bring dynamic characters to the table.

Looking for team players in the recruitment stage will bring dynamic characters to the table.

Being a team player can be a priority skill in the hiring process, not just a plus.

You can find team players by looking through experience.

Do they demonstrate these attributes?

Do they have a background in team sports?

Do they mention it was a team effort when you probe them about their biggest successes in the interview?

3. Versatile Background


Having someone specialised in the job role is all well and good until inevitable changes happen.

When it comes to adaptability, they might fall short.

Someone with a richly varied employment history may not have the exact speciality, but they will have bags of versatile experience.

Check to see if they have excelled in each of their roles.

This history shows skills of being well-rounded and adaptable.

Even a past spent travelling, working abroad, or studying add up to varying degrees of ability that can blend into the optimal all-round package.

4. Psychometric Assessment


During the hiring process, you can leverage psychometric testing.

This solution can assess the suitability of a candidate towards a certain organisation.

But more importantly, it can help you measure how a potential employee deals with change.

5. Think Deeper


The job role should not only be considered with the roles and responsibilities currently required.

Broaden the job role to include how the job may develop over time.

What if there’s a budget cut?

What if the technology improves?

These are the questions you should be asking to give more depth to the job role.

To ensure your job ad appeals to an all-round employee, you should use AdBuilder.

This innovative SaaS platform creates custom job ads that are optimised to attract adaptable candidates.

Within 10 minutes, you can have a job advert that gets found and is effective.

All you need to do is fill out a few simple details.

It’s the ideal way to save time and focus on the candidate experience.

6. Be Inclusive and Diverse


Being more open-minded to the skills and experience required for the role may invite all-round employees into the discussion.

Recruiting someone who offers a different perspective can help solve problems from a different angle.

All-rounders tend to be open and curious individuals, willing to embrace challenges and continually learn.

Allowing the job ad to attract more candidates that will not just add to the company but bring something different will appeal to versatile types.

One way you can ensure your job ads remain completely inclusive is to use AdGrader.

This sophisticated software flags any language that may deter minority groups, sexes and races.

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Let’s explore.

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Top Strategies for Measuring and Showcasing Your Impact on a CV

by Jonathan Shepherd-Stubbs • 26 February 2025
If you are applying for a new role and want to make a good impression, it’s not just about listing your previous roles and responsibilities; employers also want to see the tangible impact you’ve made in your previous positions. A results-driven CV highlights your value and helps you to stand out. Here are some of our top strategies for measuring and showcasing your impact on a CV effectively.  Use Measurable Metrics Numbers provide concrete evidence of your past achievements. Wherever you can, always try to include measurable results you have achieved in the past. For example: Increased sales by 25% in six months, generating an additional £50,000 in revenue for the company, or improved customer satisfaction scores from 80% to 90% over the course of a year. If direct figures aren’t available, approximate percentages can still highlight your progress. Include Key Performance Indicators (KPIs) Every industry has general benchmarks for success. Use benchmarks from your previous roles to demonstrate your achievements and always make these relevant to your new role. Have you ever met and exceeded sales targets, improved customer satisfaction, or streamlined project completion times? Even if your role wasn’t target-driven, think about the different ways you improved team performance, efficiency, or quality of service. Show Career Progression and Promotions Career growth within any of your previous organisations is a strong indicator of your capability. Always highlight any promotions you achieved, as well as increased responsibilities, to show your professional development. For example: “Promoted from assistant to manager within two years due to consistent performance and leadership.” Demonstrate Problem-Solving Skills Employers always value candidates who show initiative and problem-solving abilities. Use your CV to showcase real challenges you’ve overcome and the impact this had on the company. Include any difficulties you encountered in your previous roles, how you came up with a solution and what the end result was for the company. Use Strong Action Verbs Make your achievements stand out with dynamic, results-oriented language. Instead of passive phrases like “was responsible for”, try to use strong action verbs such as achieved, led, developed, implemented, and optimised to highlight your abilities. For example: “Led a team of five to launch a new product, generating £100,000 in sales,” is stronger than “Was responsible for a team of five.” Keep It Concise and Relevant While detail is important, try to avoid unnecessary information. Tailor your CV to the role you are applying for and focus on your most relevant achievements that align with the job description. Always double check your CV or get a trusted friend or family member to look over it for any spelling and grammar errors. By following these strategies, your CV will become a valuable document that you can use to highlight and demonstrate your ability for your next role, helping you to stand out and secure your next opportunity. Need expert CV advice? We can help you refine your application and find your ideal job. Get in touch today!

LinkedIn Poll Results - February 2025

by Simon Clark • 17 February 2025
In our latest LinkedIn poll, we explored what professionals believe is the key to building a resilient career in today's ever-changing job market. The results highlight significant trends and preferences that are shaping the ways individuals approach their professional growth and stability. Dominating the responses, 'Flexibility/Adaptability' was identified by an impressive 67% of participants as the most crucial factor. This overwhelming consensus underscores the importance of being able to pivot and adjust to new challenges, environments, and technologies. In a world where change is the only constant, the ability to adapt is invaluable and often seen as more critical than any specific skill. 'Continuous Learning' also received notable attention, garnering 25% of the vote. This reflects a recognition that ongoing education and skill development are essential for keeping pace with industry innovations and remaining competitive in the job market. Interestingly, 'Specialisation in Niche Areas' was seen as key by 8% of respondents, suggesting that while having a specialised skill set is beneficial, it may not be perceived as the most important factor compared to adaptability and continuous learning. 'Networking' received 0% of the vote, a surprising result that might indicate a shift in perception about the value of professional networks, or perhaps it reflects a belief that other skills outweigh networking in terms of importance for career resilience. Stay tuned on our LinkedIn channel on 1st March 2025 for our next poll.
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