![Copy of Copy of [Original size] Copy of Copy of Since 1984 (1).png](https://static.wixstatic.com/media/dcd38c_490edb96ab744e26b504fcf3bee9c50a~mv2.png/v1/fill/w_768,h_432,al_c,q_85,usm_0.66_1.00_0.01,enc_avif,quality_auto/dcd38c_490edb96ab744e26b504fcf3bee9c50a~mv2.png)
Hiring at Park Holidays & Park Leisure
.png)
.png)
New Starter Notification and Right to Work Submission
The Form
Click here to complete the online Microsoft form
Details
Have all the employment and candidate details ready.
Salary
Make sure you have agreed on the salary.
Right to Work
You will need to provide the employee's Right to Work at this stage. Follow the instructions on the form to help with this.
Submit
Submit the form; An Offer Letter, Contract, New Starter Pack and any other supporting paperwork will now be sent to the employee. All paperwork must be returned to peopleservices@parkholidays.com
Posting an Advert
The Form
Click here to access the Microsoft Form
Enter your Park and Vacancy information
By giving us these details we can draw in candidates in the right locations with the best skillset
Salary
Have your rates prepared. How much have you budgeted for and check the national minimum wage? Download the Salary Calculator at the bottom of this page
Requirements
Does your role have any unique aspects or requirements? make sure to include it so we can find you the best fit for your teams.
Submit
Submit your form once it is complete. This will not be posted across all our recruitment platforms.
_edited.png)
_edited.png)
Instant Offer Letter
A General Manager can use this tool to make an instant offer to an employee. Click here to access the downloadable form, you will be able to edit and issue on the spot. Make sure to follow up with the contract request steps above. The People Team will then generate your contract and new starter documents.
Logging On
Email recruitment@parkholidays.com to have your account created, you will receive a confirmation email from Indeed once this is done.
Click on create an account and follow the steps. Enter your Park Holidays email address and create a password and select Employer as your role.
Reviewing Applicants
Click on Active Candidates, here you can see everyone that has applied for your role. Click on the names to read the CV and view any relevant skills they have.
Using the Dashboard
On the Dashboard click the Employers/Post Job tab in the top right-hand corner.
Using the navigation bar on the left-hand side select JOBS, here you will find all the jobs being advertised at Park Holidays. Use the search bar to find the job that you are recruiting for, click on the job and you will be able to see all of the recruiting details and the candidates that have applied.
Managing Applications
On the candidates profile that you just opened in step 3, you can select if you are interested or not by selecting the toggles in the top right-hand corner. You also have the Status bar use this to manage your applicants and choose whether you are Reviewing, Rejecting or Hiring.
Hired & Rejected
Use the Rejected option to tell candidates that their application has been unsuccessful, this option automatically sends candidates a rejection email. This will stop candidates from wondering if they will hear back and make a better experience for them, they may even apply again in the future.
The Hired option enables you to inform us that you have successfully hired for the role. It also allows the People Team to report on crucial information.
Managing your Advert
_edited_edited.png)
_edited.png)
.png)
Interview Tips
01
Do your homework
Familiarise yourself with your candidate's job history, skills and interests. Show how much you are interested in your candidate's experience; your job is to convince this job seeker to join our company, and show that we invest in them from day one.
03
Interview Questions
Let us stay away from the cliche interview questions. Download our Interview Guide at the bottom of this page for guidance on asking the right questions
02
Body Language
As an interviewer, you have a direct impact on your candidate's impression of the company, it is crucial that you are aware of your own nonverbal cues such as hand gestures, and facial expressions or body movements that convey boredom or irritation.
04
Prepare yourself
Prepare yourself for questions the candidates may have about you. They may ask about the company's values and mission statements; stay up to date on your company information! Be prepared to answer questions about your experience.
01
Disrespectful
Somebody that bad-mouths their colleagues or company is probably not somebody that will fit in well with our culture and values.
03
Inconsistencies
Does your interviewee struggle to talk through their work history, are you picking up on inconsistencies. How precise are their answers?
Always ask follow up questions if you feel as though the answers are vague and lack detail
02
Unprepared
As an interviewer, you have a direct impact on your candidate's impression of the company, it is crucial that you are aware of your own nonverbal cues such as hand gestures, and facial expressions or body movements that convey boredom or irritation.
04
Connection
A good interview is engaging and leaves both parties feeling excited about the possibilities. If there is a lack of energy or connection they may not be right for your team but they could be ideal in one of our others teams at Park Holidays, see if they would fit in there.
Watch out for Red Flags
.png)
CONSISTENCY
Give yourself an easy measuring tool by asking candidates the same questions, this way you will be able to compare them easily and pin-point your perfect candidates
TERMS
Be sure to discuss the terms of the contract such as holidays and sick leave.
TIMING
Don't be afraid of making the interview as long or as short as necessary. If you do not think someone is right for the role you can tell them. Make sure you do it in the right way; maybe their are better suited roles elsewhere in the business or they will be welcomed back if they get more experience in a particular area. If an interview is going well or you want to gain more information then take the time you need, if you are restricted by timelines then maybe invite them back for an informal chat and a coffee.
PREPARE
Prepare a list of questions based on the job description, the skills someone needs to have, and the values that fit in with our culture. Be sure to take lots of notes so you can refer to them later.
LISTEN
Really listen to what candidates have to say, show that you are interested. Make sure you leave enough time for them to ask questions about the role and the company.
OVERSELLING
If you make the role out to be something it is not you are likely to lose that employee. Be truthful about the requirements of the roles, this way you will find the ideal candidate that is ready to support you through the thick and thin of it.
UPDATE
Keep your candidates updated with the progress of their application
FORGET
Candidates will have already provided you with lots of information on their CV, make sure they know you have read it by avoiding them having to tell you the company they work at now or when they started there.
Downloadable Documents
.png)
Interview Guide
National Minimum Wage Calculator
Indeed- How to: Guide