We often talk about job seekers sharpening their skills for the big interview, but hold up &ndash; what about the folks on the other side of the table? That&rsquo;s right, we're shining a light on why it's absolutely crucial for hiring managers to rock the art of interviewing. And whilst it might be a skill anyone can learn, we want to let you know all about Google&rsquo;s Interview Warm-up programme, a handy resource that can significantly elevate your hiring prowess.
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Whilst it's aimed at job seekers &ndash; we happen to think hiring managers can benefit from it too. Let&rsquo;s have a look at why it could be a game-changer for your business.
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Crafting questions is trickier than it appears.
It can be a stressful task to craft interview questions &ndash; even for the most experienced recruiters. Google pooled together a range of questions covering different topics that you might consider adding to your question bank.
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Of course, certain companies follow a rigid interview structure with predetermined questions and if your company has a set plan, it's best to stick to it. However, if that's not the case, they could be a beneficial kickstart for you, or they might even offer a bit of inspo to jazz up your current questions.
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It's a handy tool to evaluate candidate responses.
When a candidate tackles a question, Interview Warmup gives a simple rundown to show if they&rsquo;re hitting the key points or going round in circles. It can also can suggest topics for discussion to give candidates fresh ideas if their mind has gone blank (we&rsquo;ve all been there, right?!)
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This in turn can benefit recruiters and hiring managers, because knowing what you're looking for helps you help the candidate. Keep in mind, if someone doesn't stand out at interview, it doesn't mean they won't excel in the role. You can guide them to give you the answers you need to figure out if they can really handle the job.
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It doesn&rsquo;t replace actual practice or real advice from the pros
Bear this in mind &ndash; whilst it&rsquo;s a handy little tool, and can assist both candidates and hiring managers in getting ready for an interview, it's not the whole shebang for honing your interview skills. That said, it's a great starting point&mdash;especially if it's been a while since you've done an interview. Why not check it out?
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Check it out here: <a class="fui-Link ___10kug0w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1hu3pq6 f11qmguv f19f4twv f1tyq0we f1g0x7ka fhxju0i f1qch9an f1cnd47f fqv5qza f1vmzxwi f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" title="https://grow.google/certificates/interview-warmup/" href="https://grow.google/certificates/interview-warmup/" target="_blank" rel="noreferrer noopener" aria-label="Link https://grow.google/certificates/interview-warmup/">https://grow.google/certificates/interview-warmup/</a>

Google’s Interview Warm Up: A hiring manager’s secret weapon

As an experienced healthcare recruiter, we understand the challenges of finding and retaining top talent for temporary placements. The competition for skilled professionals is fierce, and making vacancies stand out is essential. In this blog, we'll explore strategies to make temporary placements more attractive to potential workers, ensuring that you fill positions quickly whilst retaining the best talent in the field.
Competitive pay: One of the most effective ways to attract top talent is by offering competitive wage and salary packages. Temporary workers often expect higher hourly rates, shift allowances for evenings, weekends, or bank holidays, and even sign-on bonuses. By offering attractive pay, you demonstrate your commitment to valuing their skills, expertise, and flexibility.
Flexibility and work-life balance: Healthcare professionals always appreciate employers who understand the importance of work-life balance. Offering flexible work schedules can be a real game-changer so consider providing options for shift preferences and the ability to choose assignments that fit their personal schedules.
Professional development opportunities: Temporary healthcare workers are more likely to choose placements that offer a chance to enhance their skills and advance their careers so highlight your commitment to employee growth by offering professional development opportunities. This could include access to training programs, certifications, and workshops.
Supportive work environment: A positive and supportive work environment is crucial for retaining your temporary workforce so ensure that your placements offer a safe and respectful atmosphere. Provide access to important resources, such as adequate personal protective equipment (PPE) and meaningful recognition to ensure their wellbeing &ndash; after all, quality patient care can only exist if the conditions for the people providing the care are good.
Transparent communication: Open and transparent communication is key to building trust with temporary workers. Keep them informed about the expectations, job requirements, and any changes in their assignments. Regular check-ins and feedback sessions can also help maintain a strong employer-employee relationship.
Efficient onboarding process: Streamline your onboarding process to make it quick and hassle-free for temporary workers, ensuring they have all the necessary information, credentials, and support to start their assignments smoothly.
Gather (and act!) on feedback: Lastly, actively seek feedback from your temporary workforce. Listen to their concerns, suggestions, and needs, and take steps to address them. Having a strong internal communication system can help you identify issues and resolve them to create a more positive work environment &ndash; and there are no better critics than those who have firsthand experience of being employed by you.
Attracting and retaining top talent for temporary placements requires a universal approach that values both the skills of the professionals and their wellbeing. If you need any support in the supply of temporary staff or have ad-hoc placements to fill, then get in touch with a member of our team today.

Attracting top talent: Making temporary healthcare placements irresistible to candidates

Across the healthcare sector, diversity is not just a buzzword; it's a necessity. As an experienced recruitment agency in the field, we&rsquo;ve witnessed the transformation that occurs when organisations actively embrace neurodiversity in their workforce. In this blog, we'll explore the significance of neurodiversity and how it can contribute to a more inclusive and successful working environment.
Understanding neurodiversity Neurodiversity refers to a range of neurological differences found among individuals, encompassing conditions such as autism, ADHD, dyslexia, and more. And in understanding each of these conditions, it&rsquo;s easy to see why they bring their unique strengths and perspectives to the table. While traditional hiring practices may not have always prioritised neurodiverse candidates, the healthcare industry, among others, is recognising the immense value they bring.
Diverse problem-solving abilities One of the most significant advantages of embracing neurodiversity is the diverse problem-solving abilities it brings. Neurodiverse individuals often possess exceptional analytical and pattern recognition skills - these talents can be incredibly beneficial when diagnosing complex medical conditions, conducting research, or developing innovative treatment plans.
Enhanced patient care Patients in healthcare settings come from a variety of backgrounds and have different needs. A neurodiverse workforce can better understand and accommodate these diverse patient populations because of the inherent qualities they possess. Those with autism may excel in creating structured and routine-based care plans, whilst individuals with ADHD might excel in high-pressure, fast-paced environments such as the accident and emergency department.
Fostering creativity and innovation In healthcare, the ability to think outside the box can lead to groundbreaking discoveries and improvements in patient care. Neurodiverse individuals often possess unique perspectives and favour different approaches, which can stimulate creativity and innovation within teams often leading to the development of more effective treatments and therapies.
Promoting inclusivity When healthcare organisations prioritise neurodiversity, they send a powerful message of inclusivity to both employees and patients. This commitment to diversity and inclusion can boost morale among staff and create a more welcoming environment for all &ndash; and in turn, patients are more likely to feel comfortable and understood when they see a diverse team caring for them.
Creating a neurodiverse-friendly workplace
To fully embrace neurodiversity, healthcare organisations can and should take several steps:
Education and training: provide training programmes that sensitise employees to neurodiversity and teach them how to accommodate different communication styles and needs.
Tailored recruitment: adapt recruitment processes to be more inclusive, focusing on skills and abilities rather than traditional interview formats.
Mentorship and support: offer mentorship and support programmes to help neurodiverse employees succeed in their roles and navigate workplace challenges.
Flexibility: create flexible work arrangements to accommodate various work styles and needs.
Regular feedback: encourage open communication and feedback to continually improve the work environment for all employees.
As a healthcare recruiter, we&rsquo;ve have seen firsthand how neurodiversity can drive positive change in organisations. Embracing neurodiversity isn't just about meeting diversity quotas; it's about recognising the valuable skills, perspectives, and strengths that neurodiverse individuals bring to the table. By doing so, healthcare providers can provide better patient care, foster innovation, and create a more inclusive and successful workplace. Embracing neurodiversity isn't just the right thing to do; it's the smart thing to do for the future of healthcare.
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Embracing neurodiversity in healthcare recruitment: a path to success

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<h2>Benefits</h2>So, the core values sound like a good fit for you – but what else is on offer?<ul><li>25 days holidays plus bank holidays</li><li>An additional ½ day on your birthday</li><li>Vouchers on your work anniversary to say thank you from us</li><li>Industry-leading bonus scheme</li><li>Private medical insurance (after qualifying period)</li><li>Cycle to work scheme</li><li>Annual company awards event</li></ul>What are you waiting for? We’d love to hear from you.*An additional 1/2 day holiday on your birthday

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‘As our business grows, so does our need for great people to join us’It’s hardly surprising that happy employees stay in their job an average four times longer than their unhappy counterparts. It’s one of the reasons we work hard to create a fun, supportive workplace where our employees can thrive.

We’re always on the lookout for people who embody our core values: driven to deliver; focused on solutions; respectful relationships. Do these sound like bit of you? Then check out our <a href="/jobs/internal/" rel="noopener noreferrer" target="_blank">current internal vacancies</a>. But don’t worry if nothing catches your eye right now – just get in touch with your local branch, we’re more than happy to consider you for any future vacancies!

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Choose your region to find the contact details of our offices or get in touch through our enquiry form below.<h5> </h5>

Employers

Choose a team who cares about what you need. We’re not ones for talking about ourselves – when we do it’s usually what we can do for you, because that’s what’s important. But we also understand that you might want to know a bit more about us, especially if you’re considering partnering with us.What you might not know is that when we were founded back in 2015 it was as Quattro Healthcare, only rebranding to gap healthcare when we became part of the gap personnel group in 2018. Already established across the eastern region of England, joining a national recruitment company was part of our plans to further expand our service provision capabilities across the UK. But we don’t want to ramble on, so if it’s a quick intro you’re after, have a little watch of the below video to find out a bit more about us.


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This is our business mindset, constantly striving to redefine the standard of excellence in everything we do, always looking for opportunities for improvement across our core values.

The best interests of all our people are at the heart of all we do; we’re not “yes” people, we want to offer our expertise, even if it means a difficult conversation.

We uphold a culture of responsibility, defining and agreeing expectations, and being held accountable against them.

We are not faceless; we’re people who work on a national basis across a range of sectors, all towards a common goal. Let’s have real conversations about needs and how we can help.

We offer peace of mind through ethical and compliant practices, for clients, candidates, and employees.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/employers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

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<h5>Vision</h5>To become the first-choice recruitment partner by developing a brand that our customers, candidates, and employees are proud to be associated with.We focus on being people’s first choice in an industry where there’s a lot of choice – it’s how we’ll achieve our growth ambitions.

<h5>Mission</h5>Through real people providing real solutions, our customers and candidates experience a true recruitment partnership. As a national provider with local presence, we are proud to deliver ethical and flexible employment solutions, accredited training, and people development.We’ve grown over the years, but that doesn’t mean we’ve lost that ‘local’ feel – each and every relationship is respected and nurtured.

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If this role is permanent, gap healthcare is operating as the employment agency. If this job is a temporary role, gap healthcare is operating as the employment business. 
gap healthcare is committed to the selection, recruitment and development of the best people, basing judgements solely on suitability for the job.Whilst we endeavor to respond to all applications individually, due to high volumes, this is not always possible. Thank you for your interest in this role and we look forward to working with you in the futureBy applying for the above position and providing your personal data to us you understand that your data will be processed in line with our <a href="/privacy-policy/">Privacy Policy</a>

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It’s right there in the job title, ‘Recruitment Consultant’. We want to understand exactly what it is you’re looking for in your next role; salary expectations, travel limitations, shift patterns that work best for you – everything! It’s only by consulting with you that we can match you with the right opportunity.

If we say we’ll do it, then we’ll do it. Got a question for us? Don’t hesitate to ask – and if we don’t already have the answer, we’ll find out and get back to you. Something not quite right with your job role? Let us know so we can try and get to the bottom of it.

It’s important we get to know our jobseekers so we can support their individual journey with us. We’re approachable and responsive, which means we build real relationships, and have open and honest conversations.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support you through your initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

Why do jobseekers come back to us time and time again? It’s because we care. We ask for feedback at every stage of their journey with us – and then we act on it. We’re ‘people’ people, and we appreciate that our jobseekers and workers are at the front and centre of everything we do - it’s rooted in our core values. Let’s explain what our core values will mean to you.<h2> </h2>

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<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

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<h6>Get in touch</h6><ul><li>We can offer long term supply of staff, ad-hoc placements to fill last minute shifts, or permanent workers – just let us know what you need.</li><li>You can drop us details of your vacancy and we’ll arrange a call back. Alternatively, head over to our contact page and get in touch with your local branch today.</li></ul>

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We can help you recruit temporary and permanent staff to work in Elderly Care, Mental Health, with Children and Young People or those with Learning Disabilities.Simply fill out the form to tell our team your requirements and we'll be in touch within 24 hours.

News and insights

Google’s Interview Warm Up: A hiring manager’s secret weapon

Attracting top talent: Making temporary healthcare placements irresistible to candidates

Embracing neurodiversity in healthcare recruitment: a path to success