Don’t Shoot the Messenger!

Posted by on Dec 1, 2015 in News | 0 comments

When it comes to sharing information and getting your message across effectively, it’s not just what you say; it’s how you say it. Or really, who says it. It is crucial to ensure your message is clear but choosing the right person to deliver that message is equally as important, particularly when you are trying to influence people to apply for a job.

That’s why in our second blog post on behavioural science, we’re focusing on the role of the ’Messenger’ and how you can use this theory in your day-to-day business; but also as part of your hiring process.

First off, let’s break down the behavioural science principles a little bit, without getting too technical. These theories explain the meaning behind why we respond differently to certain people. In a work environment, these theories can be applied to motivate employees to work hard or to drive the uptake of a new technology, like video interviewing.

Reference groups play a crucial part in how we compare ourselves to others. An aspirational reference group is one that includes people with whom the individual would like to be associated with but isn’t yet. In order to reach that point, they’re likely to copy their attitudes and behaviours.

Another important concept to bear in mind is the social cognitive theory which says we learn by observing other people’s actions and behaviours.

Enter the Messenger – the messenger can become an aspirational reference for others who might not yet be exhibiting the same level of behaviour and encourage them to perform it.

In the workplace, you might see the Messenger taking various forms; for example, where there is a mentorship programme. This allows employees to find someone more senior who they aspire to be like and who can act as an inspiration to them. They will be motivated to mimic their mentor’s actions in order to achieve the same levels of success; this is an example of the Messenger in action.

Now, consider a candidate in the job application process. If they see that people similar to them have used video interviewing, they will be more inclined to give it a try. Use a case study of a previous applicant to play the role of the Messenger in your communications with candidates. Highlighting the benefits that they’ve experienced by using the technology is very effective – for example having more control over that all important first impression. By demonstrating how the success of their video interview has translated into success, for instance helping them to secure their dream job, others will be more likely to copy them. Overall, this helps to drive change and sway perceptions among your candidate pool.

Watch out for Foosle’s next blog post on behaviour change – we will be discussing you, the Actor, and the reasons behind your actions! But until then…

Follow @Foosle for more tips and advice on recruiting the best talent for your business, or visit to discover how we can help.

Read More

Driving behaviour change: social norms explained

Posted by on Nov 23, 2015 in News | 0 comments

Have you ever really thought about why you do the things you do? Shaking someone’s hand when you meet them, choosing your clothes, brushing your teeth…All of these are social norms and, whether you realize it or not, they govern how we act every day.

Social norms are rules of behaviour that are considered acceptable in a group or society. We look to other people in social situations to determine appropriate behaviour and our perceptions of others’ behaviour can often influence the way we act and think.



The social norms theory can influence behaviour and has been used to reduce alcohol consumption among college students, reduce smoking and prevent drink driving. But the theory can also be used to encourage the adoption of a new behaviour, or shape an attitude; which is why we think it is an important theory to consider when it comes to the roll-out and uptake of new technologies like video interviewing.

It took some time, but video interviewing has now become a common practice in America. Statistics suggest that 60% of hiring managers and recruiters have used video technology for remote job interviews.[i] The UK market is often a little slower to catch on; but we’re already seeing the tide starting to turn and employers are waking up to the benefits that video interviewing can bring to the recruitment process.



Hiring for a business, whatever its size or scale, can often be a long, time-consuming and expensive process. Video interviewing offers clear benefits to combat this: it’s convenient, doesn’t require travel and can streamline costs for both parties. The question is: how can we make sure we bring candidates on the same journey, and help them to accept video interviewing as a social norm? We think the answer lies partly in behaviour change.

One reason candidates might not be comfortable using video interviewing is because it’s an unknown. It’s something new, which they perhaps haven’t tried before, and using the technology can feel a little alien. We know from the principle of social norms that people tend to follow the crowd.



In order to change behaviour, people need to see it adopted by the majority of the group, and by their peers. When you’re communicating with a candidate about a video interview, there’s benefit to be had in positioning it in the same way as a face-to-face equivalent – and as something that people are starting to come across more often, particularly for the next generation of jobseekers.

Talking about behaviour also helps to reduce misperceptions of others’ beliefs. If people find out that their friends, peers and colleagues have experience using video interviewing, or are interested in it, then they are more likely to use it themselves.

Knowing people are on board with the idea helps but some people will probably have to see others perform the behaviour before performing it themselves. We know; it’s a vicious cycle! So advocacy is key. If recruiters and employers can encourage opinion leaders and other trustworthy figures to use video interviewing and talk about their positive experiences with it, this will go a long way in helping to drive behaviour change, benefiting both candidates and employers in the long run.

Watch out for Foosle’s next blog post on behaviour change! But until then…

Follow @Foosle for more tips and advice on recruiting the best talent for your business, or visit to discover how we can help.


Read More

How tech-savvy are you when it comes to finding a new job?

Posted by on Nov 19, 2015 in News | 0 comments

Would you describe yourself as an embracer or a hater when it comes to technology? In our latest piece of research, we’ve uncovered some interesting findings about how we look for work and the role that tech plays in our search.

Interestingly, three in four (78%) Brits describe themselves as ‘tech-savvy’– adopters and users of all things digital.[i] However, it seems this tech-enthusiasm has not crossed into the world of job-seeking, with just 15% in the UK claiming to have used digital tools to apply for a new role[ii].

To bridge this technology-adoption gap, we have launched a pioneering approach to get candidates using video interviewing. The guide uses behavioural science principles like social norms, reciprocity, messenger and more to help employers and recruiters influence candidates to embrace video interviewing as a new part of the job application process. The guide will be sent to employers using our video interviewing tools and is freely available for anyone to download from the Foosle website.

Our research revealed that younger generations aren’t as tech-forward as expected when it comes to applying for jobs, even in comparison to older generations. Nine in ten (89%) millennials[iii] describe themselves as tech-savvy. However, a very small proportion of these jobseekers have used digital-video methods to apply for jobs. Fewer than one in ten (8%) millennials have recorded a video interview or participated in a live job interview via Skype. Meanwhile, 7% of an older generation (45-55 year olds) can claim the same, dispelling myths that millennials are more digitally resourceful on the job hunt.

A higher proportion of these jobseekers are still using more traditional means to apply for jobs. CVs and covering letters are used by three in four (74%) millennials and 40% use networking to seek out job opportunities.

Despite the slow adoption of digital job applications, millennial candidates are keen to reap the benefits they offer. Two in five (43%) think that an opportunity to show off their personality or demonstrate the ability to think on the spot (44%) would help them land the job. Both of these benefits can be achieved with video interviewing, a tool just 2% of millennials have used.

Alistair Rennie, Managing Director of Foosle, says:

“Employers and recruiters have told us that while they value the time and money saving benefits of video interviews, often candidates drop out of the job application process when it comes to the phase of recording a video interview. So while employers are ready to capitalise on this innovation, one of their key challenges is getting jobseekers to do the same. That’s why Foosle has taken a completely new approach to drive adoption by using behavioural change principles to help the recruitment sector influence candidates to recognise the significant benefits of video interviewing.

Video interviewing is a new and different experience for jobseekers, so naturally there is some hesitation. Despite being a self-confessed digital nation, people do take time to adopt and embrace new technology. This explains why the majority (64%) of jobseekers are sticking to what they know when applying for jobs – CVs and covering letters. Foosle is supporting the tech savvy recruiters and employers who already recognise the value of video in recruitment, by giving them the tools they need to influence jobseekers and shake-up the industry.”

Foosle’s Guide to Candidate Behaviour Change can be downloaded here:

[i] Foosle commissioned Tech-Savvy research with OnePoll who surveyed a GB representative sample of 1,000 adults aged 18+ between 14th a- 16th October 2015.
[ii] Digital tools for job application refers to social media (7%), video CV (2%), skype interviews (4%) and video interviews (2%)
[iii] Generation Y or Millennials refers to as anyone who took this survey ages 25-43
Header image source:
Read More

Career fear: why it’s time to face it!

Posted by on Nov 5, 2015 in News | 0 comments

Halloween might be over, but just because there aren’t any ghouls, ghosts or witches around doesn’t mean we’re not all battling a fear of something. This is especially true when it comes to the world of work, where you can be pretty sure that most of us are harbouring our own very set of fears. From pushing for a promotion to trying to make yourself heard, embarking on a career brings with it a whole new set of scares that go way beyond Halloween…!

And it’s not just those who are starting out. Everyone will have something they’re concerned or worried about – however senior they are, or whatever their role is. What’s important is that we don’t let these fears get out of proportion. We all know that the best way to get over something you’re afraid of is to face it head on. So steel yourself, get ready to be scared… and face these three career fears – with our help of course…!

What’s the fear? I’m stuck in a rut.

How to face it: Take action! First off, it’s about asking yourself a question: do you want to keep working where you are? If the answer is no, then you need to move on. But if it’s yes, then it’s down to you to drive the change – not your boss or the company. Watch what other people in your organisation are doing and consider what you’re interested in; what would you like to do more of? Where are your strengths and how can you apply them to benefit your team and its objectives? How does your work now compare with your role six months ago? Have an honest conversation with your boss and be ready to explain how you feel, but also outline positive ideas for how you can change and steer your own development. Be ready to compromise and show how you can proactively identify a solution: taking the initiative will get you more respect from your boss, but it will also increase the chance of getting your company wanting to support and invest in you to help you get to where you want to be.


What’s the fear? I still don’t know what I want to do.

How to face it: First off; stop worrying. Many of the most successful business people by their own admission ‘fell’ into their careers. We don’t always know how things will turn out, and that’s one of the great things about life. However, if you feel like you’re lacking direction there are some simple things you can do to find your way. First off, start talking to people. You’ll know what your friends are up to, but try to venture outside of your peer group. Seek out family or friends of your family members who might be able to give you a different view; make a list of what you’re good at, what you enjoy and ask for feedback about where your skills lie. Do your research and try to get some hands-on experience where you can. The National Careers Service offers a lot of tailored information about different jobs and sectors but you’ll also find that is a great place to find inspiration for your next career move!

fear 2

What’s the fear? I’m being overlooked.

How to face it: Find your voice. We know; it’s not always easy and especially when you’re starting off in your career, finding the courage to speak up can be easier said than done. But in order to make a change, you’ll need to be able to articulate why you’re feeling that way and be ready to prove why it’s the case. Whether it’s a promotion you’re looking for or perhaps an overbearing colleague you’re working with; it’s likely that speaking up will go a long way. Think carefully about your argument, and consider what you’re going to say – don’t just speak for the sake of it. If in doubt, make like a lawyer: review your position, get your evidence and keep calm when you’re putting it forward. Body language can be a useful tool to have on your side when it comes to getting your point across during a difficult conversation. Avoid crossing your arms, which can be perceived as defensive, make plenty of eye contact, and show that you’re listening by engaging and asking questions. Even in the most challenging situations, keeping calm and focusing on your breathing will help you to feel more in control and better get your point of view across.

Overcome a different kind of career fear recently? Tweet @foosle and tell us what it was and how you did it!

Read More

Stand Out Without Crossing the Line

Posted by on Nov 3, 2015 in News | 0 comments

You’ve heard it before, many times. You need to stand out to land the job. We all know that today’s job market is competitive. It seems that everyone’s advice – whether from a company, a blogger, or your uncle – is to get creative and do something that will separate you from the herd. But, the big question is, how far should we go?

We’ve all heard the stories: a friend of a friend did something totally different and it got them the job.

Forbes magazine outlined some creative interview techniques in one of their articles. One candidate sang a song about why he was the best person for the job; another hired a billboard outside the company’s office and a third wore a red t-shirt with the words “Hire me, I work hard” printed on it. Believe it or not, all of them got the job!

Not to crush your idea of riding into your next interview on a horse but these people are the exception. However – this is not to say you shouldn’t be creative!

It is worth remembering that creativity does not always equal a CV which looks more like a piece of art; it is about thinking outside the box to answer the standard job application questions in a way that really reflects your personality. Here are a few suggestions on how to make your job application stand out – without crossing the line!

  1. Try out video interviewing

Video interviewing really gives you an opportunity to present yourself in a more creative manner than a standardised job application. Using video in an effective way can really help showcase your personality, ability to think on the spot and overall communication skills. Next time you get invited to sit a video interview, seize the opportunity.  But first – don’t forget to prep accordingly and read Foosle’s blog on how to ace it!

cam ready

  1. Write a Creative Cover Letter

Think about how many cover letters employers receive every day! Personalising your application is a great opportunity to make yours one to remember. Keep it professional but throw in a personal fact to help your letter stand out amongst many; engage your reader and help them remember who you are.

  1. Give your CV a Makeover

Engage your reader with an inspiring CV. How creative you get really depends on the industry for which you are applying but adding some colour, a picture, or even playing around with fonts and layout can help your resume stand out among the typical Times New Roman templates. Remember you can sync your CV to your candidate profile page on Foosle, so don’t forget to upload your upgraded version!

  1. Use Social Media to Your Advantage

Tweet the company and say you’ve applied to the position; like the company on Facebook; check out its Instagram account. Not everyone will do this, and if noticed, it shows that you took that extra step.

In some industries, such as creative start-ups, you could even provide some suggestions on their business model or communications. If they like your ideas, you’re a shoe-in for an interview!



  1. Connect with your Interviewer

Some small talk beforehand about personal interests or asking creative questions can help. Remember, the interviewer is not just looking to see if you have the skills required for the position. He or she wants to get a sense if you would be a good fit for the team.

  1. Always Follow Up

Not everyone will take this step, so take the initiative to do this. No matter how the interview goes, it is always a nice touch to send a note thanking the interviewer for his or her time and for considering you. It is also another friendly reminder of you if they saw a lot of people!

The moral of the story is to strike a balance – be creative, but just the right amount. It can be tricky to know whether or not the company or interviewer will appreciate your creative idea. Getting to know the company and the industry beforehand will help you get a sense of how they will react to your approach. But whether you are interviewing for a digital start up or a corporate bank, there are always ways to get creative and stand out from the crowd!

For more career advice on how to land your dream job follow @fooslejobs or visit

Read More

The Apprentice 2015: What the first week has shown us

Posted by on Oct 30, 2015 in Candidates, News | 0 comments

Another year and another ruthlessly ambitious set of candidates arrived on our screens for the eleventh series of The Apprentice. In the first week, we have already witnessed brutal backstabbing, some terrible team names and inevitably – two unapologetic firings by Lord Sugar. Behind the theatrics and comedy, there are some career lessons which can be taken from the first week of the show. Here are Foosle’s favourites:

A lack of strategy

Sometimes the pressure to make a decision and complete tasks can outweigh strategic thinking. Take April for example, she was fantastic at making timely decisions and getting her team into order but ultimately she failed due to the fact she hadn’t really thought out her strategy.

When applying for jobs, you may want to apply to as many as you can in the shortest amount of time but you really need to think about the why behind it. There is no point wasting your time (and the employers) by applying for every job under the sun, only to get an interview and realise it isn’t for you at all. Take the time to research different companies and industries, and really think about your skills and what you enjoy doing.

The departure of Dan

Arguably, Dan’s fatal error was that he didn’t sell himself enough when he came under fire in the board room. When Dan was called out on his weakness of not being able to sell, he really didn’t use the opportunity to prove his willingness to improve, or call out other strengths. Here are our top tips for talking about your weaknesses effectively in an interview.



Like many teams before them, arguably what held Team Connexus back was an absence of sound communication. When working in a big team, it is especially important to have defined roles, responsibilities and deadlines. During their planning session, Connexus failed to establish who was doing what and when, which meant that they ended up missing the lunchtime rush and not meeting their targets.

Whether you are job hunting, or starting out a new role in the workplace, communication skills will be central. Knowing how to communicate effectively is one thing that cannot be bypassed when working as part of a team, or networking with prospective employers. Here are some tips on improving your communication skills if you are unsure where to start.

Stay tuned for more Apprentice – style career tips!

For more career hints and tips, follow @fooslejobs or visit

Read More

Managing Generations in the Workplace

Posted by on Oct 16, 2015 in News | 0 comments

Have you heard? Something big is coming to an office near you. Actually, it’s coming to your office. A new social phenomenon is about to sweep the working world and not many of us saw it coming. Soon, five generations are going to be working side by side!

Having so many different generations working together presents opportunities to gain a variety of different perspectives on different issues. But it could also pose challenges.

First, let’s take a closer look at these groups:

Traditionalists: Born prior to 1946

  • Having been influenced by the Great Depression and World War traditionalists have become loyal by nature. They respect authority, are careful with their money and value job security. While most of this generation is now in retirement, a small proportion of the ‘old guard’ remain in the workforce.

Baby Boomers: Born between 1946-1964

  • Baby boomers were influenced by the Vietnam war, the 60’s cultural revolutions and post-war change. They are well-educated, hard-working and value team work.

Generation X: Born between 1965-1976

  • Many members of Gen X are products of divorced parents and as a result, they are very independent and themselves, family-focused. They are the most well-educated generation and are critical, hardworking and socially responsible.

Generation Y (Millennials): Born between 1977-1997

  • Millennials are the children of Baby Boomers, who are doting and protective parents. They grew up with technology and therefore, are technologically savvy, globally minded and at times, entitled. Millennials are very social, accepting of differences and require work/life balance.

Generation Z (Gen 2020): Born after 1997

  • Gen 2020 is the newest edition to the workforce. They grew up in a media-saturated world and are technologically dependent but still closely tied to their parents. They are tolerant of alternative lifestyles and support green and social activism.iphone

Now, hopefully you learned a thing or two about your employees but the big question still remains: what is the best way to balance generational differences in your office?

Here are Foosle’s Top Tips:

  1. Don’t Focus on the Differences
    • Understanding differences in personalities, values and work styles across generations can work in your favour.
  2. But don’t ignore them…Focus enough to create a balance
    • Understanding differences in personalities, values and work styles across generations can work in your favour. Observe your employees and learn what motivates them and under which conditions they work best in order to maximize productivity in your office.
  3. Encourage relationships among different age groups
    • Employees must learn to adapt and work with different people and personalities harmoniously. Implementing a cross-generational mentorship program could present an opportunity for all employees to learn from each other. Older employees can learn about digital or other trends they might not be aware of from their younger counterparts while younger employees from older employees’ experience.  duck
  4. Take another look at your “people” strategy
    • Ask yourself: Are you attracting and retaining the people who are best for your business? Are you attracting younger generations in the right places and in the right way? Is your office ready for the next generation to enter?


By 2020, Millennials will represent 50% of the workforce. They are an even larger group than Baby Boomers so it is worth getting prepared!


It may seem a bit daunting… That’s why Foosle has decided to produce a series of blogs about Millennials. We hope it helps you attract, retain and motivate millennial employees to better your business!

Stay tuned.


Read More