Five Steps to Welcome a New Team Member

Many tasks can go to the bottom of the priority list when team members are juggling multiple responsibilities at once. One of these tasks is the onboarding and integration of new team members; yet, failing to effectively onboard new team members can lead to more issues in the future.
When a new team member arrives, the team has an excellent opportunity to reboot. We’ve developed a five-step onboarding strategy that you can implement with your team to boost employee retention and workplace satisfaction.

  • Create possibilities for interpersonal relationships.

You can begin the team meeting by requesting that everyone share a fact about themselves that goes beyond their work responsibilities. Among the questions you may pose is, “What do you enjoy doing during your free time?”

Research indicates that high-performing teams spent 25% more time discussing non-work-related issues and socializing with team members than low-performing teams did.

Team members can be a significant reason why employees enjoy coming to work every day and remain at a job for an extended period of time, so promoting and creating the space for these connections to occur will pay off in the long run.


  • Clarify the team’s objective

Clarifying the company’s mission, vision, and purpose enables new team members to understand what is expected of them and to begin planning their path to success. It instructs them on what was anticipated previously. You can provide light on frequent subjects including;

• Primary goals that guide the team.

• How the team contribute to the larger organization’s objectives.

• Why was the group formed.

  • Discuss each individual’s strengths and weaknesses (in an informational way)

For the team to be as successful and effective as possible, everyone must be aware of the full scope of each member’s ability. This is not to criticize a person’s inability to accomplish a certain work, but rather to determine who can help train others on specific duties or talents, or step in if a team member needs assistance.

  • Establish a team dynamic

As an extension of the company’s code of conduct, establishing a code of conduct for your team will assist team members in understanding one another’s objectives, fostering trust, and perhaps reducing team politics.

Ask the team to select three or four agreements regarding how the team will collaborate, often relating to communication, decision-making, and task management. Also state the required steps for the agreements.

If the team currently has these in place, be sure to explain them in detail to new team members and provide a refresher to existing team members.

  • Request each member’s requirements.

Allow each team member the opportunity to seek for or volunteer assistance with whatever they need assistance with at this time. This will help establish a precedent for requesting/offering assistance and enabling new team members to begin productively with the assistance of team members they need.

The idea of onboarding a new employee can be ignored once the new team member has reported and duties assigned to them.However,for you to start enjoying the benefits of this new member right away,it is key that you make them feel a part of the team by welcoming and getting them upto speed with the team’s activities.


How to make the Transition:Student to work life

The idea of making this life-changing transition can feel daunting and overwhelming when you’ve just returned your graduation gown…i remember this like it happened yesterday back at Multimedia University of Kenya.Where do you even begin? In this article, i’ll explain how to make the smoothest transition possible from your time in college or university to working life and launch your career:

Be open-minded

I’m sure you’ve ever wondered what it’s really like to be an excited outsider waiting for your chance to enter the “business world.” Over the years, you have undoubtedly acquired some strong assumptions from family, friends or professional advisers, both helpful and detrimental. Try to keep an open mind and let go of any preconceived assumptions you may have as you begin your first job.

You’ll need to pick things up quickly, so be aware of that

If you want to succeed, you can’t expect to be spoon-fed, which is something you’ve probably learnt during your time in school. If you want to excel in the workplace, much the same applies. It’s very likely that you’ll be under pressure to quickly master the duties of your new position. Naturally, your new employer will assist you in accomplishing this, but it’s also critical that you make a personal commitment to actively studying and working hard. Do not put undue strain on yourself because it will normally take you three to six months to feel genuinely at home and competent in your position.

 Recognize that everything will change

Your life will change significantly going forward in almost every manner. You’ll need to adjust to early mornings, traveling, and skipping the Friday night party scene, which can mean that your social life isn’t as exciting or crazy as it previously was. primarily on weekdays. Your home life may have changed since you relocated to a different city where your new work is located or where you are looking for one. You must make every effort to view these changes as a chance for personal development and learning, and even to embrace them.

Remember that you’ve already coped with the unpleasant

Keep in mind that you’ve previously dealt with the uncomfortable emotions that come with change, so this time you’ll adjust fast again. When you first started college, everything in your life changed all at once. You went from being spoon-fed under your parents’ roof to having complete control, but you managed to adjust rather fast. It’s no different to get used to the adjustments that occur with starting a new work. Take comfort in the fact that you are more adaptable than you realize as you get ready to start the next chapter of your life. Recognize that these adjustments are only momentarily disturbing and that you will soon develop new routines, rituals, and habits.

 There is still opportunity for career growth

It’s crucial to realize that you won’t work at your first job forever. So, don’t worry too much if your first job isn’t everything you expected it to be. You still have a ton of work adventures ahead of you; this is just the beginning. Take as much as you can from your present position before leaving it.

Try not to be afraid

When you were a student, your lecturers were probably the only individuals you frequently encountered who were in a more “senior” position to you. The workplace might be a completely different game. You’ll almost likely meet people who are older than you and in much more senior roles than you are; these may be roles that you hope to fill in the future. Try not to be scared by this; rather, consider it a chance to gain knowledge. Keep in mind that even the executive of the company formerly held a position akin to the one you currently hold. Everybody must begin somewhere. In any event, there’s a good chance you’ll be in their position one day.

 Have patience and persevere

If you’re going to start your first “real work,” part of your duties may probably initially be primarily administrative in nature. Instead of feeling unmotivated, attempt to recognize and embrace the fact that this won’t always be the case. Your duties and tasks will advance and become more exciting as you move up the career ladder and get more seniority. So be persistent, motivated, and patient.


 Share your thoughts and ask questions…..seriously,Ask questions!

You may have acquired what you believe to be a high level of knowledge in your degree subject throughout the last several years of school, but once you begin working, you’ll quickly learn you don’t know everything. In fact, you could occasionally feel as though you know nothing. Again, though, this is not an excuse for you to let your self-assurance suffer. In fact, businesses value recent graduates for their energy, curiosity, and desire to learn, as well as the frequently unique perspectives they provide. So, if you do find yourself overflowing with innovative ideas as soon as you join a company, don’t be shy about putting them forth.

 Work on your telephone and email etiquette

Although it may seem simple, graduates frequently ignore this advice. It will be expected of you to change your communication style when working in an office environment. Therefore, it’s a good idea to familiarize yourself in advance with the principles of business email and telephone etiquette. For instance, if you haven’t spoken to or emailed someone before, it’s crucial to identify yourself, and you should reply to stakeholders in a prompt and appropriate manner.

 Adopt healthy habits

During your first few weeks and months at your new job, it can be rather simple to fall into unhealthy behaviors because you’ll be continuously “on-the-go” and everything else seems to take a back seat. Additionally, you might have carried over some negative habits from your time in college, such partying till the wee hours of the morning when you need to get up early for work. Make sure to establish good habits from the beginning, such as eating healthily, exercising, sleeping, and relaxing, in order to create and maintain a healthy work-life balance. Early adoption of healthy behaviors will help you not only adjust to this major change in your life but also succeed in your first job, maintain motivation, and feel less stressed.


Finally, even though it can be easy to feel scared as you transition from university/college life to the corporate world, this isn’t how it has to be. By following these 10 guidelines, you can make sure that you begin your career in the best way possible while laying the foundation for your future success.

Want to save time and create a winning cv today?Click here to visit our career development platform


 Three platforms to Upskill your Career.

The ability to learn is essential for career success in Kenya given the country’s competitive job market and frequently shifting industry trends. You may develop your talents, advance professionally, and stay current in your field by learning. In light of this, don’t put off learning a new skill until the day your current one become obsolete.

We will discuss three resources in this article that you can use right away to get your learning process going and take control of your professional development.

1.LinkedIn Learning

LinkedIn Learning enables anyone to pick up business, software, technological, and creative skills whenever they need them. With premium subscription options, you may access both full-length certification courses to demonstrate your mastery of a particular profession and free short courses to hone your skills . A video library of excellent, engaging tutorials delivered by well-known industry professionals is offered through LinkedIn Learning. You’ll be able to learn something new, hone your abilities, solve an issue, and use it in your profession whether it’s through comprehensive courses or bite-sized videos.


Coursera is an online learning community where you can sign up and access courses from the best universities in the world. You have a vast range of areas to choose from, including finance, computer science, and many others. You can download course content in the form of quick videos that last around five minutes through their portal and watch them on the go.

With their straightforward design and uncomplicated learning framework, you can “learn on the go,” get your certificate, and begin using your newly acquired abilities.

3.Google Academy

The term “Google” is certainly one that you are pretty familiar with.But, did you know that google is not   just a search engine? They also offer a wide range of courses under the Google Academy banner.The majority of their courses are appropriate for programmers and marketers. For instance, their Google Analytics 4 (GA4) training gives digital marketers the knowledge they need to analyze website traffic and calculate their return on investment. Professionals from other industries can also master the fundamentals of digital marketing, which could become a prerequisite for most jobs in the future.

We hope this motivates you to look into new opportunities for career upskilling and if you have, how has the process been? Please share with us in the comments.


Dear Manager,Are Your Employees Actually Happy?

Do you, as a hiring manager, consider employee welfare and satisfaction to be important factors in determining the success of an organization? According to research, businesses with content employees earn 3% more than average. This is a result of increased production linked to motivated workers.

For instance, the hotel sector places a high priority on providing exceptional customer service, and profitability is only possible when the team is motivated to perform its tasks. Do you, as a manager, know if your employees are content?

In this blog post you will learn how to determine whether your staff are content .Ready? Keep reading.

Four indicators that your staff are unsatisfied:

  • Analysis of Work Habits

Employers must monitor employees’ work habits and be alert for any unforeseen performance changes, such as sharp declines in output or even abrupt increases in output. For instance, you can spot a rise or fall in productivity brought on by the implementation of particular rules within a business that may make employees pleased or unhappy.

  • Their attendance has changed.

Are your employees using up their sick days quickly? Or are they arriving or departing from work earlier? It is probably not a problem if employees take sick days seldom, but if they frequently use them, it may mean that they are looking for new employment. Additionally, workers who are about to leave the company can arrive at work much later than usual. Since many workers follow the same daily routine, any change should be apparent.

  • They Abandon Appropriate Communication

Employees who aren’t engaged in their work are more inclined to cut back on communication. Employees who don’t swiftly follow up with clients or coworkers may not be happy. Improve communication by scheduling regular one-on-one meetings with staff members and regular team meetings in order to address this issue and raise employee satisfaction. Employees who have performed exceptionally well can also receive accolades.

They always leave the office earlier than expected

Regularly working less than an eight-hour shift may indicate indicators of exhaustion or general discontent in the employee. Many people view their professions as careers, and they take pleasure in working until the mandatory 5 p.m. end time. Monitor your employees’ productivity if they frequently leave early. When output starts to decline, it’s time to meet with them.

How to increase employee happiness at work
  • Create a welcoming work environment

The workplace has a significant impact on employee happiness. Make sure your staff operates in a civilized, welcoming, and compassionate environment. Your operational policies are also part of this.

  • Employee Recognition

Did you know that the most common reason people leave their employment is because they feel underappreciated? It is real!

So what can you do to guarantee that your team regularly receives praise for its efforts?

Additionally, you might establish a monthly or yearly honor for the team member who best represents your fundamental principles. To convey the meaning behind the award, brand it with something motivating. As a result, morale is raised and production is increased.

  • Offer Valuable Rewards

Think twice before assuming that increasing salaries will make your workplace happier. Benefits that enhance quality of life, like health and welfare programs, show that your business is concerned about its employees.

According to research, businesses that offer valuable perks have lower employee turnover rates. This is correlated with employee pleasure.

  • Lunch Period

A healthy lunch break is crucial for the wellbeing of workers. It makes sense that happy workers take regular lunch breaks. Your lunch break is quite important since it allows you to take a proper break from work as well as eat and recharge.

  • Create enjoyable events that encourage employee interaction.

Going to work is more enjoyable when there are fun events going on. Your staff will have the opportunity to get to know their coworkers better and will feel like they are all “in this thing together” as a result. You may start having social gatherings like half-day Fridays. For instance, every now and then, Chess Fridays are held at Gap Recruitment Services Limited, where team members from various departments can play against one another in the afternoon.

The truth is that,your firm will be more successful the happier your people are. In order to ensure employee pleasure, invest in it!

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We, humans, are creatures of habit. We are all comfortable in familiarity – to see, to hear, to feel, to do. It is like walking on a known path – a path whose twists and turns and ups and downs we know and are familiar with. We like them because we know what to expect and how to deal with it. It is ‘normal’…

Change inside an organization may be the result of product development, the merger of divisions, or the implementation of new regulatory and statutory laws. As an organization expands, employees tend to become accustomed to the individuals they deal with on a daily basis or the activities they perform; as a result, resistance should be anticipated if there are changes to their daily method of operating, as this forces them out of their comfort zone.

During the covid pandemic, the majority of companies, for instance, ordered employees to report to work while wearing a mask. This was not the case previously, but it was now the standard. To comply with safety regulations, businesses had to modify their work spaces. As anticipated, only those businesses that could quickly adjust to these changes remained successful.

Therefore, change can occur regardless of whether it is anticipated, welcomed, or rejected. You, as the employer, must convey these changes to your employees and assist them in embracing them, rather than imposing them.

You are aware, as a business, that change may be a vision of upper management that requires staff implementation. In this instance, employees could undermine the change implementation process if they believe the proper channels were not followed. Therefore, a collaborative approach is required for the success of this process.

This blog post will highlight four things that your organization might begin doing/improve in order to excite staff and facilitate the implementation of change.

1.Providing employees with the appropriate resources.

While you need your employees to embrace change, you should be prepared to provide them with the resources they need to make the transition as smooth as possible. For instance, suppose you are releasing a new software or system as an upgrade. You must reconsider if you have offered adequate training to your employees to enable them to understand the new system and whether the devices in use are compatible with the software. Do they require new PCs that are compatible with the new system?

2.Communicating anticipated changes to personnel in advance

Through communication, employees will be made aware of the significance of change, the implementation dates, and the reporting of feedback. Once they have the necessary knowledge, they will feel confident initiating change. As staff dislike working in the dark, a calendar detailing deadlines for the implementation of the change would be a motivator.

Employees are more willing to assist you in implementing changes if they are well-informed and their concerns have been addressed.

3.Using Rewards to Motivate Employees to Embrace Change

Knowing “what’s in it for me” is of paramount importance to employees.

A worker might contribute to the implementation of a reform that would ultimately result in their unemployment. If an employee is aware that there will be a reward for implementing a given change inside the organization, they are more inclined to support it.

Rewarding employees is effective, but it must be executed with prudence.

4.Inclusion of Junior and Middle level leaders

Employees have confidence in the leaders they deal with on a daily basis, the majority of whom are junior and middle level leaders. Through these leaders, people are more willing to discuss the process’s challenges. As much as the top leadership of your organization will make the majority of the change plans and be in favor of the change, it is essential to involve the leaders farther down the chain of command.They can provide  feedback which can help you to take the necessary steps to ensure the success of the procedure. Your organization’s executive leadership will always be in favor of change. Therefore, it is essential to include other subordinate leaders in the change plan.

Whenever your firm encounters a new shift, it will undoubtedly discover new opportunities and how succesful this turns out out to be will be largely influenced by your team.

Therefore, it is essential to ensure that your staff are well-informed and receive the appropriate support during the transition, and it is even better if they understand how they will benefit from the new changes.

We hope you discovered one or two takeaways that will help you implement and realize change in your organization more effectively.

After all, a Diamond is a piece of Charcoal that handled the stress of change exceptionally well. Need a step-by-step guide for your team to facilitate the implementation of changes? Talk to us

See you in the next one!



Kenya(Nairobi) has been  identified as one of  the Top business hubs in Africa according to a report by Business inside Africa with a total index score of  24.01.Due to this,there has been a rise in the number of Small and medium-sized enterprises (SMEs) in search of Top talented candidates to join their team.Good news!More opportunities to reduce the un-employed numbers.Right?…..We totally agree.But,is your organisation safe?

How do you keep your employees happy and reduce turnover as new businesses “entice and hunt” for special talents in your organisation? Here are four suggestions on how you can create room for them to grow internally:

  1. Offer training programs

Are you presenting your employees with the opportunity to up-level their skills? When you invest in your employees, they feel valued and remain loyal to your company because you helped them develop and strengthen their talents and abilities.


Consider creating an internal professional development program(s) to improve the specific skills of your team.You can also invest in your employees’ future by catering for Certification expenses  like catering for a team Linkedin premium subscription to allow them access Linkedin learning material  and certification(s).

  1. Establish employee engagement strategies.

Including ALL of your  employees at all levels  not just those at managerial or executive positions results in a feeling of belonging.Members are more likely to remain with a company that puts them into consideration.You can introduce this to your company by treating entry-level employees with the same care as those at higher levels, which results in low turnover for the company.

  1. Emphasize collaboration as of your company’s culture

Team work makes the dream work.Consider opening collaboration doors that encourage team members to explore their commonalities such as planning for company team-building retreats.Employees feel more connected and therefore, are more enthusiastic about collaborating on projects together.This will lead to an  increased tendency to support one another in accomplishing team projects as well as encouraging one another in the achievement of personal, professional, and  company goals.

  1. Open the door to discussion about career paths and goals

Ask your employees what their goals are. A clear sense of direction helps them stay focused and helps you guide them in the right direction. If you know what they’re seeking you can support their efforts by recognizing and staying open to opportunities that may help them along the way.

If your company is one that has experienced high turnover rates, you can shift the trend by helping your employees to grow internally. Consider the four recommendations above and see what a difference they can make in your employees’ loyalty in the long run.

Alternatively,you can Talk to us today and our Industry leading HR experts will support your Existing HR department in identifying issues causing the high turn-over rate and work to ensure a resolving plan is put into effect .






It is the start of a new month. A day or two have passed. Your employees have not yet been paid. The usual cheerfulness and morning chats are no longer there. It is not a secret that the quality of work done by your employees is directly related to how happy they are. Today they are not.  

Paying employees on time is therefore very important to have happy employees with high productivity. Payroll management is essential yet entails a lot of work. Having a competent one will save you a lot of time and resources. Payroll has also evolved from just being payslip processing. This means that it is more than just paying employees on time. There is the aspect of keeping up with current laws and regulations, managing taxes and withholdings.  

While they are essential to the business, payroll and tax responsibilities are time-consuming hence many business owners prefer to outsource them. This obvious reason helps them free up resources to focus on their core functions but what are other benefits of outsourcing your payroll?  

Minimize Payroll Mistakes  

Your employee has been reporting daily to work on time and very productive. At the end of the month, they receive a half salary. This is not because you couldn’t pay them all their dues but simply because your bookkeeper did not get the calculations right. Do you think the employee will be happy?   

Payroll errors and mistakes have costly effects on both employees and employers. Pay Rates, missed hours or days if done incorrectly will reduce employee pay. This mistake could negatively affect employee productivity and can lead to a strained relationship between the employee and the employer.  

Mistakes on the payroll on the part of the employer can lead to penalties and audits. In the case of wrongly calculated tax obligations, an employer is liable to fines by the government. While business owners are not experts in the complicated world of taxes, it is unfortunate that they are legally responsible for failure to correctly represent tax reports.  

Looking at the above cases, payroll processing is complicated and prone to mistakes hence doing payroll on your own can cost you more than what you intend to save. It is therefore advisable for you to look for experts by outsourcing your payroll.  

Data Privacy and Confidentiality  

Your company server is the central storage of communication happening within your company which means basically all your employees have access to it. Therefore, the big question is, how secure are your employee data and payment data on the company’s server?  

Payroll processing is a delicate operation for the company and even if you may trust your inhouse accountant or bookkeeper, there is usually a big probability of information getting into the wrong hands. Such critical information in the wrong hands could lead to identity theft, misuse of company funds or messed company record by employees with a motive for personal gain.  

While you focus on the core functions of the business, you might not have all the time to monitor for any unethical activities on your payroll. If advanced, your payroll service could be equipped to warn you in case of payroll fraud.  

To solve this, business owners are advised to outsource payroll to a stable service provider in order to protect their data and have an extra backup just in case it is needed.  

Deal with The Experts  

Last week, there was legislation on background checking by the Government. Did you know? While we may be known as experts in recruitment and staffing, we do not expect your inhouse hiring managers to be conversant with it. The same applies to payroll processing. Payroll Outsourcing providers employ experts who understand the inside and outside of payroll processing.   

They understand compliance and tax laws and the ever-changing world of regulations. Business owners and payroll related staff do not have enough time to constantly study the ever-changing regulations as they need to focus on their business’s core functions. By outsourcing, small businesses for example get to access an expert who would otherwise be available only to large businesses.  

These experts are also knowledgeable in verifying the accuracy of your data, finding mistakes and correcting them and this will save you issues like fines and penalties.  

Avoiding Unnecessary Costs  

Imagine your bookkeeper has been using outdated payroll processing software for the past 6 months. This automatically means that you have not been filling in the right taxes. You are now liable to fines.  

Printing payslips requires you to have software. This software will require constant updates to keep payroll processing running smoothly. This isn’t a task small business would like to endure. Therefore, outsourcing will save you such headaches.  

The benefits of outsourcing your payroll are many but even if one of the above applies to your organization, then it is time for you to consider outsourcing your payroll. There are many options available and this depends on your criteria of what to consider when choosing a payroll outsourcing provider.  

At Gap Recruitment Services Limited, our Payroll Outsourcing Service guarantees you timely processing of employee salary, remittance of standard statutory deductions, privacy and confidentiality of your employee and pay data among many other benefits. Write to us at inquiry@gaprecruitment.co.ke or call us on +254 715 155 512.   






10 Best Questions to Ask at the End of an Interview

Do you have any questions for us?

If you have been to a (good) job interview, it should end with this question.You probably already know that if you want the job, saying “no” is not an option. Asking a question or two has the power to reveal additional aspects of the role and impresses the recruiter that you are keen about the job details improving your chances of getting hired. Therefore, you need to go in prepared with a few smart, tailored questions.

Ready to interview the interviewer and land your dream job?

This guide will show you:

  • 10 best questions to ask at the end of an interview and show you’re the best candidate.
  • Tips on how to construct your own questions to ask at the end of an interview.
  • How many questions to ask at the end of an interview.

Here are our top picks for good questions you can ask your interviewer.

1.From your experience, what’s the best thing about working here?
  • Helps you develop a rapport with the interviewer
  • Shows your interest in the company in general, not just the job itself
  • Makes you memorable—it’s not an obvious question and candidates rarely think to ask it
2.How do you evaluate and define success in this position?

Recruiter’s love hearing this question

Nothing shows you’re a goal-oriented professional better than asking how you can be successful before you even get the job. Plus, you’ll learn a lot about what’s expected of you.

3.What professional development opportunities are available for this position?

Ambitious candidates eager to learn new skills will alwayhave an edge over those who believe they’re already qualified enough. As an added bonus, this question suggests to the interviewer that you plan to stay in your profession for the foreseeable future.

Remember that you’re asking about training and development opportunities, not promotions!

4.What are the main challenges for someone in this role?

This question will help you manage your expectations of the role and find out exactly what awaits you if you get the job.

5.What does the onboarding process look like for new employees in this role?

The answer to this question can be surprisingly revealing, especially if you’re not sure if the job’s seniority level matches your experience. If it turns out you’re expected to dive right in with no prep, it might help you evaluate if the job is fit for you.

6.What are some of the challenges that the company’s facing right now?

You’ll get insights into the company’s current and future situation. For bonus points, ask a follow-up question regarding how someone in this role can contribute to overcoming those challenges—

You’ll come across as a proactive and boost your chances of landing the job!

7.What was the team’s biggest achievement in the past year?

Get ready to learn more about the scope of the company’s activities and what’s considered an achievement in the context of your future role.

8.What are some of the most interesting projects you’ve worked on in this company?

The response you get will give you a better idea of the way the company works, with a specific example. And it helps to establish rapport with the interviewer and show your interest in the role.

9.Can I provide any further details that would be helpful in making your decision?

With this question, you’re providing the interviewer with the opportunity to ask you follow-up questions about what you discussed earlier. Perhaps they’d like you to clarify something you said in one of your responses, or they want to hear more details.

Plus, it shows you’re still interested in the opportunity after the main part of the interview.

10.What are the next steps?

Recruitment processes vary between companies .The average number of interview rounds  is 3, but there’s no rule that says this will be true in your case.

So, it’s good to find out what you’re in for. Perhaps you’ll get an offer after just 2 interviews, or maybe you’ll come back here for more question ideas as you get ready for your 5th round!

Here are a few things to consider when preparing your questions: 

How many questions should I ask at the end of an interview? Aim for around 3, but there’s no hard rule, you’ll have to read the room.

If the atmosphere is comfortable and the interviewer answers your questions with enthusiasm, you can ask a couple more questions. If they seem in a rush, however, stick to one or two most important queries. All in all, prepare around 5 questions, just in case some of the answers come up naturally during the interview.

Can I ask about specific aspects of the job? 

Absolutely! Ask about specific processes, procedures, and solutions the company has in place, and you’ll learn more about the position and show your experience.

Just make sure your questions are relevant and fall within the responsibilities of the role, and include a couple of questions about the company as a whole.






HIRING BETTER? Try The Applicant Tracking System. 

Your business is reopening after shutting down in the pandemic. Good news! Your boss wants to hire a new work force in addition to the existing one. Good news too. 

The major challenge you are facing is that you have less staff members in the recruiting team. This is making you to experience difficulties in managing the recruitment workflow. You know the success of the recruitment process is not guaranteed and this in turn is frustrating to you. 

Could this then, be the right time to advise your company to invest in an applicant tracking system? Applicant tracking system are tools used in gathering and organizing candidates’ information hence helping recruiters to focus only on the profiles that best match the job requirements. 

So, why is ATS an important tool to you as a hiring manager? 

It Will Save You Time 

ATS will save you a lot of manual work. CV’s submitted will automatically be imported into your software. The artificial intelligence in these softwares also shows you percentage of qualification a candidate has hence helping you spend more time productively on only qualified candidates.

Once integrated, the ATS will also help you to automatically post your job postings to different job boards you may be working with. 

It Will Make You More Organized 

Keeping an eye on a team of more than 5 is not an easy thing. The ATS helps to delegate tasks and prevents micro management. 

Team members in your hiring team will be able to view and track incoming applications by themselves. This accessibility by team members will ensure no particular member is overwhelmed, no hurrying up the process and hence increasing the chances of keeping data organized. 

The ATS will also help you create a standard in your recruitment process. As it standardizes candidate data in different categories like skills, locations and educational qualifications; it keeps the same data for all candidates. 

It Will Lead To Increased Collaboration 

Through the ATS also, you will be able to carry out different stages of your recruitment cycle in one place. 

 While you can post to several job boards, you can also facilitate communication with candidates from the same platform. The ATS has features that allow your team to share feedback among itself hence promoting collaborative hiring.  

This therefore means that there will be proper decision-making process among individuals as a result of team work. 

It Will Help You Match Right Candidates To Jobs 

The ATS will help you identify candidates in accordance to the job descriptions given.

By matching quality keywords in respect to the industry and positions advertised, unqualified candidates will be screened out leaving you with the near qualified ones. Matching the job with the right candidate is the job. If done well, then it will positively impact your employee retention rate. 

You Will Become Strategic to Your Company 

While candidates come for job interviews, they have feelings and how you treat them could ruin or grow your brand.  

Through job posts, application forms, career pages, email communications a lot goes on in this journey and at the same time the journey is viewed by many stakeholders. These people could be your bosses, fellow managers, workmates and even your own team. Successfully managing these people will put you in a strategic position in the company.  

Having a modern recruitment process that is engaging clearly has value to both your company and the candidates. This has a direct repute to the company and your career.  

ATS, as seen in the above points will help you perform better in your selection process. It will help you manage, organize your team and deliver overall improved hiring results. At Gap Recruitment services we consider ourselves an extension of your hiring department.We incorporate the use of the most advanced ATS system to ensure the best Talented candidates join your team. Therefore, we would like to be part of your business growth through end-to-end recruitment, training and general HR consultancy.Together,we can achieve more ! Write to us on inquiry@gaprecruitment.co.ke or call us on +254 (0) 784 155 512. Goodluck!