Eric asks: Having worked with a recruiter, what was your experience with interview preparation? Interview preparation is part of the recruiting process. I am interested to hear your experience about the type and amount of interview preparation you received from recruiters you have worked with.
Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?
Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).
In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"
In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.
Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.
A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation
If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.
Good Luck!
Showing posts with label recruiter. Show all posts
Showing posts with label recruiter. Show all posts
Friday, 8 August 2008
Why are so many people so sloppy in writing their CVs and Resumes?
Dominic, a fellow head hunter asks: As a headhunter I read a lot of CVs. Too many are very badly written, with poor grammar, really appalling use of multiple fonts, bad formatting, and occasionally we get blue CVs. Some CVs talk more of hobbies and interests, sport is particularly bad here, with some people giving the impression that they are sportsmen who occasionally take a break from running, skiing or hitting a ball to drop in to the office. CVs are important, yet many people do not put the effort into preparing a CV that they would to filling in a minor form.
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
Friday, 1 August 2008
Should I speak to the recruiter who called me?
Margie asks: A recruiter contacted me by phone, and I figured, why not have a phone interview even though I'm not actively looking. It's been over a decade since I've been in this position. Does anyone have any advice for when you meet with a recruiter? Do they charge you if they find a job and you're interested (or actually change jobs due to their contacting you)? What kind of questions are they likely to ask? Thanks for your advice.
In answer:
Yes, why not - plus you could get a free career review and an view on what's out there/how much you could be paid.
The format's pretty standard (you, your skills, your ambitions):
1. A review of your employment history.
2. A review of non-work related (volunteer, etc) history that is applicable.
3. A review of the geographic area you want to look in.
4. A review of the industry you're interested in.
5. A review of the role you are looking for (which does not necessarily have to be associated to your past experience, though your skill-base needs to transfer easily).
6. A review of your salary expectations, and other 'perk' expectations.
From the above, a lot of dynamic questions can arise, but this is usually the starting point for any discussions with a recruiter.
The cost to you in a western environment should be free - it usually is the hiring company that pays; while engagement fee's payable by candidate are quite common in Eastern cultures. The payment plan can differ in several ways, but the majority of recruiters work on behalf of the hiring company to hire talent, and is thus why they compensate a recruiter for hired individuals.
However, one caution - once you are one their dBase, its hard to get removed. And often, some new recruitment agents are paid to collect CV/Resume's to build the companies portfolio of candidates. The key engagement questions for you are:
(A) how did you get my details (get as specific and hard nosed on this as you want - legally you can in Europe about any cold call)
(B) is there any cost to me for this service; if not, how do you get renumerated?
(C) is there a specific post you are seeking to fulfill; if not, why approach me?
(D) can you confirm that if I wish my details to be removed from your dBase and systems at any point, I can do so and that you will fully comply?
(E) please confirm the above in writing on your companies letterhead, with a list of suggested meeting dates
Good Luck!
In answer:
Yes, why not - plus you could get a free career review and an view on what's out there/how much you could be paid.
The format's pretty standard (you, your skills, your ambitions):
1. A review of your employment history.
2. A review of non-work related (volunteer, etc) history that is applicable.
3. A review of the geographic area you want to look in.
4. A review of the industry you're interested in.
5. A review of the role you are looking for (which does not necessarily have to be associated to your past experience, though your skill-base needs to transfer easily).
6. A review of your salary expectations, and other 'perk' expectations.
From the above, a lot of dynamic questions can arise, but this is usually the starting point for any discussions with a recruiter.
The cost to you in a western environment should be free - it usually is the hiring company that pays; while engagement fee's payable by candidate are quite common in Eastern cultures. The payment plan can differ in several ways, but the majority of recruiters work on behalf of the hiring company to hire talent, and is thus why they compensate a recruiter for hired individuals.
However, one caution - once you are one their dBase, its hard to get removed. And often, some new recruitment agents are paid to collect CV/Resume's to build the companies portfolio of candidates. The key engagement questions for you are:
(A) how did you get my details (get as specific and hard nosed on this as you want - legally you can in Europe about any cold call)
(B) is there any cost to me for this service; if not, how do you get renumerated?
(C) is there a specific post you are seeking to fulfill; if not, why approach me?
(D) can you confirm that if I wish my details to be removed from your dBase and systems at any point, I can do so and that you will fully comply?
(E) please confirm the above in writing on your companies letterhead, with a list of suggested meeting dates
Good Luck!
Monday, 30 June 2008
Do employers really need recruiters?
Emrah asks: Do employers really think recruiters know better who is the best choice for them, or are they actually looking for someone to blame when choices go wrong?
In Answer:
Employers who use recruiters for EVERYTHING are probably those you don't want to work for - low wages, high turnover, poor staff relations: they need a PR company more than a recruiter!
Employers who use recruiters for specialist staff and positions, use them for developing new divisions and as part of a development strategy which includes both internal and externally sourced new blood are those to work for.
The continual tension will always be there between recruiters and HR departments - after dealing with months of sick leave, absent employees and accidents, the odd bit of proving your worth and having some fun on a recruitment exercise must be great for most modern HR professionals. The modern internet tools also mean that's a real value add for them over a recruiter on the average position.
The best chance of finding out which type of employer you are looking at is to ask the recruiter how many similar positions they have recruited for before, and why? Unless its a new division or new blood development, and if its in the hundreds per annum - avoid!
Good recruiters use their understanding of a company, department, and/or Team to make matches for the company. Their business development, interviewing skills, and their hard work make the difference.
Here are a couple of questions that any great recruiter should be able to speak to:
1. How do you adopt your recuiting style to fit my company's needs?
2. Describe my company's culture?
3. Tell me what candidates succeed most often at my company?
4. What interviewing strategy will you employ for this position?
A greqat recruiter has thought about and can answers these questions without skipping a beat.
In Answer:
Employers who use recruiters for EVERYTHING are probably those you don't want to work for - low wages, high turnover, poor staff relations: they need a PR company more than a recruiter!
Employers who use recruiters for specialist staff and positions, use them for developing new divisions and as part of a development strategy which includes both internal and externally sourced new blood are those to work for.
The continual tension will always be there between recruiters and HR departments - after dealing with months of sick leave, absent employees and accidents, the odd bit of proving your worth and having some fun on a recruitment exercise must be great for most modern HR professionals. The modern internet tools also mean that's a real value add for them over a recruiter on the average position.
The best chance of finding out which type of employer you are looking at is to ask the recruiter how many similar positions they have recruited for before, and why? Unless its a new division or new blood development, and if its in the hundreds per annum - avoid!
Good recruiters use their understanding of a company, department, and/or Team to make matches for the company. Their business development, interviewing skills, and their hard work make the difference.
Here are a couple of questions that any great recruiter should be able to speak to:
1. How do you adopt your recuiting style to fit my company's needs?
2. Describe my company's culture?
3. Tell me what candidates succeed most often at my company?
4. What interviewing strategy will you employ for this position?
A greqat recruiter has thought about and can answers these questions without skipping a beat.
Subscribe to:
Posts (Atom)
Posts
