Advice - CMD Recruitment

Latest post

March 17, 2026

Your Hiring Process Takes 8 Weeks. The Best Candidates Are Gone in 5.

Quick Answer: Slow hiring processes are causing businesses to lose top candidates, as the best talent typically secures offers within five weeks while many companies take up to eight weeks to decide. Key Takeaways Top candidates often accept offers within five weeks of entering the job market. Many SMEs take around eight weeks to complete […]

March 12, 2026

Job Hugging: Why South-West Workers Are Staying Put

Quick Answer: Job hugging refers to employees choosing to remain in their current roles rather than moving to a new job. This trend is often driven by economic uncertainty, job security concerns, and a desire for stability in the workplace. Key Takeaways Job hugging describes employees staying in their current job rather than moving roles. […]

March 10, 2026

The Temp Surge: Why Flexible Hiring Is Winning in 2026

Quick Answer: Flexible hiring is gaining momentum in 2026 as businesses turn to temporary and contract staff to access skills faster, reduce risk, and adapt to uncertain market conditions. Key Takeaways Temporary hiring demand is rising across the South of England. Businesses are using contract staff to manage uncertainty and workload spikes. Experienced professionals are […]

March 6, 2026

Employment Rights Act 2026 Employer Checklist UK: 10 Critical Steps Every Business Must Take Now

Quick Answer: The Employment Rights Act 2026 introduces major changes to UK employment law, requiring employers to update policies, contracts, and HR processes to stay compliant and reduce legal risk. Key Takeaways The Employment Rights Act 2026 significantly strengthens employee protections. Employers must update contracts, policies, and HR procedures. Key areas include dismissal rights, flexible […]

March 3, 2026

Exclusive vs Contingent Recruitment for SMEs

Quick Answer: Exclusive and contingent recruitment models offer different advantages—exclusive recruitment focuses on depth and quality for specialist hires, while contingent recruitment prioritises speed and volume for broader roles. Key Takeaways Exclusive recruitment delivers higher-quality, targeted candidate searches. Contingent recruitment increases speed through agency competition. Choosing the right model depends on role complexity and urgency. […]

February 24, 2026

2026 Recruitment Compliance: Is Your Temp Supply Chain At Risk?

Quick Answer: New 2026 compliance changes are increasing risk in temporary workforce supply chains, meaning businesses must review agency relationships, costs, and legal responsibilities to stay compliant. Key Takeaways 2026 introduces new compliance risks across temporary workforce supply chains. Changes to sick pay, wages, and employment law increase employer liability. Businesses must improve visibility across […]

January 30, 2026

How to Ace Problem-Solving Interview Questions

Quick Answer:Problem-solving interview questions assess how candidates analyse challenges, evaluate information, and implement effective solutions. The strongest responses follow a clear structure such as the STAR method (Situation, Task, Action, Result) and demonstrate measurable outcomes from real workplace situations. Key Takeaways Problem-solving questions help employers evaluate critical thinking and decision-making. Using the STAR method helps […]

Employers often use problem-solving questions to assess how a potential employee will manage challenging situations, particularly those which may not be typical of the role but could crop up. We explore what you can expect and the methods to use for the most effective answers. What are problem solving interview questions? Problem solving questions usually pertain to a candidate's ability to collect data or information, process and analyse it and then form and implement a solution. They are designed to test and assess the specific skill set necessary to perform well under stress and will often focus on specific occasions when the candidate had to solve a problem. Here are a few examples: What was the most challenging situation you have faced at work? Do you always try to solve a problem on your own before asking for assistance? What do you do first when faced with an urgent problem? Describe a time when you faced an unexpected challenge at work How would you handle an unhappy customer? What are they looking for in a response? Employers ask these questions to gauge what shape your individual problem-solving process takes. They are looking for you to describe a logical process, referencing information gathering, analysis and decision making that is then based on that analysis. Select specific examples from your prior work experience to show your ability to be flexible while solving problems. Don’t generalise. Employers are looking for realistic examples that showcase your knowledge and skills. How to prepare for problem solving interview questions As with all interview situations, preparation is key, you can start this by: Considering some good examples of situations where you have had to utilise problem-solving skills beforehand. Rehearse them to make sure you are comfortable in remembering the points you need to raise. Asking other people who may have experience as an interviewer to have a practice run with you and ask them for constructive feedback on your responses. It sounds obvious but get a good night’s sleep beforehand. It’s always more difficult to think clearly and remember things when you’re tired. Likewise, eat and drink well for maximum performance. Feeling weak or dehydrated can make you feel more anxious. How to structure your response - STAR Fortunately, a structure has already been devised to assist you with your response when you identify that you are being asked a question about problem solving. The STAR technique will help you to keep your answers relevant and concise. Situation A brief description of the bare facts is what is required here. Don’t go into unnecessary detail. A few sentences to give an overall picture is sufficient. They are more interested in the following analysis and actions that took place. For example, ‘I had a situation where an unhappy customer became aggressive with members of staff. They had been offered a refund but still refused to leave.’ Technique This is where you need to succinctly define what the task or challenge was that you were presented with. For example, if the situation was an angry customer shouting in front of other customers, you might cite your role as defusing the situation as quickly as possible. Again, don’t linger on this part for too long, interviewers simply want to know that you’ve clearly identified the problem and assessed what action needs to be taken. Action This is where you refer to your active role in the situation. What did you actually do? Did you recognise the need to ask for assistance quickly enough if it was necessary? What knowledge and skills did you need to employ to resolve the problem? Identify and elaborate on a few of the most effective steps you took and refer to specific actions that were informed by your original analysis. Although you may need to reference how you worked with other team members, make sure you use the word ‘I’ rather than ‘we’ as it is your role that is being assessed, not the team position. This is the part of your answer which requires the most in depth description as this is what largely indicates your suitability. Result As is fairly self-explanatory, here you should describe how the situation ended. Did you get the result you wanted? What worked and what didn’t work? Did you learn anything from the situation that you could use to advise your approach in future? Remember, you’re not expected to be perfect, it’s more impressive to demonstrate good reflexive practice, that you have the ability to analyse your approach and hone your skills to ensure you are constantly improving your technique. Conclusion Although the unpredictability of problem-solving questions can stir up a little reticence ahead of an interview, there are ways to prepare to make you feel more confident. By adopting the STAR approach and practising your responses, you have will have all bases covered to ace that interview.

January 15, 2026

2026 Recruitment Trends: AI, Skills‑First Hiring & Remote Evolution

Quick Answer: Recruitment in 2026 is shaped by AI-driven processes, skills-first hiring, flexible working models, and a stronger focus on employer branding and candidate experience. Key Takeaways AI is transforming recruitment but requires human oversight. Skills-first hiring is expanding talent pools and improving diversity. Hybrid and flexible work models remain a key expectation. Employer branding […]

January 14, 2026

How Can I Find Temporary Finance Jobs in the UK?

Quick Answer: Temporary finance jobs can be found through contract, interim, freelance, and project-based roles, offering flexibility, competitive pay, and valuable experience across organisations. Key Takeaways Finance professionals can choose from a wide range of temporary roles including contract and freelance work. Short-term roles provide flexibility and opportunities to gain diverse experience. Recruitment agencies help […]

January 6, 2026

How to Attract Top-Tier Executive Talent in the Competitive UK Market

Quick Answer: Attracting top-tier executive talent requires more than competitive salaries—strong employer branding, efficient hiring processes, leadership development, and retention strategies are key to standing out. Key Takeaways Employer branding plays a critical role in attracting executive-level talent. Lengthy or unclear hiring processes can deter high-quality candidates. Ongoing development opportunities appeal to ambitious leaders. Retention […]

Leading Recruitment Agency in Wiltshire | CMD Recruitment

Latest post