Are Recruiters Really Bad People

Are Recruiters Really Bad People I remember a day some time ago, early in my career. Another normal day in the office; making calls, arranging interviews etc. What made this day particularly stand out in my memory was a call I made to a prospective client. I found a lead for a design agency looking for a Web Developer. I specialised in resourcing for the Digital and New Media industry, and gave them a call straight after researching who the Decision Maker was on LinkedIn. Hi, I said, introducing myself and my company. Im looking for [decision makers name]. Can I ask what the calls regarding? Sure, I was calling about the Web Developer vacancy I specialise in these roles and wanted to have a chat about a great candidate who could be of interest. OK, the chap replied, warily. He wont take any recruitment calls, he hates agencies and wont work with them. I started asking for an email address to send through details, when he interrupted and said his boss was there and wanted to speak to me. Great! I thought to myself. Must want to see what we can offer. I was hit with a tirade. I dont know where youve found out about our vacancy but I have zero interest in using you. As far as I am concerned youre little better than pimps, selling people for profit. Your whole industry is filled with thieves and is despicable. His rant continued for another 15 seconds or so, calling me worse (and unprintable) names, before slamming the phone down. My first reaction was shock; I hadnt experienced anything like that, most people at least stay civil. My second was indignation when I googled their company the second listing was a complaints.com entry filled with complaints about that agencys pushy and rude salespeople. But mostly it got me thinking: why does the industry have such a bad reputation, and is it deserved? Theres little doubt the industry has a bad rep. Everyone has a horror story about a terrible recruiter and there are regular scandals about recruiters behaving badly, from posing as candidates to gain leads to sending snide emails to candidates in one example the recruiter lost his job due to the backlash. Recruiters are often compared to second-hand car salesmen; slimy, greasy and pushy fibbers who are completely sales-driven and dont care about their customers, only their next sale. The first issue contributing to the negative image of the industry is the nature of agency recruitment itself. Most recruiters work on a contingency basis, and only get a fee on candidate placement. If you play it as a numbers game, you need X amount of candidates to interview (across a range of active roles) to get 1 placement. For every candidate that interviews, you probably spoke to 3. For each of those 3, you probably reviewed 15 CVs. So, our equation is 15 x 3 x X = 1 placement. The value of X depends on the industry and role if it is 10, then you probably spoke to 30 candidates in total, and looked at 450 CVs. Most recruiters are expected to make a minimum 2 placements a month. As a result, we work hard and work long hours, but based on the number of CVs we look at and candidates we speak to, we have to prioritise our time, spending as little as possible on candidates who are unsuitable and focusing on our winning tickets; the candidates we have most confidence in placing. Im proud to say that all the candidates I have placed have thanked me for the time and dedication I gave them. On the flip side, there were plenty of candidates who got far less of my time. It may not be fair, but as my client is the one paying me, I have to remember where the money is and dedicate my time accordingly. The second issue is how saturated the industry is. Clients regularly receive dozens of calls from recruiters and large companies have PSLs with hundreds of agencies. It is better to be first than it is to be better there are a limited number of candidates and the first recruiter to speak to the candidate for a role gets ownership. Hence, speed is often prioritised over service and candidates may get bumped to large numbers of roles, even if they arent right for them, simply to get them in first before someone else can. Unfair on the candidate, annoying for the client, but that is the nature of contingency recruitment. Clients who enjoy working with agencies usually have a small PSL of trusted agencies with a long-standing relationship, and wont accept candidates (without very good cause) from other agencies to maintain that relationship. The final issue is the industrys entry requirements. Easy to get into, requires few qualifications, high reward. Ive yet to meet a recruiter who didnt fall into it I dont know anyone whose lifelong ambition has been to be a recruiter! Cowboys are always going to be drawn to the industry but dont last against those who act with integrity. Most recruiters quit within the first year, and those who make it through are those who see beyond the lure of the quick buck and recognise that to build a career takes a heck of a lot of time and dedication the antithesis of a cowboy recruiter. Every industry has its share of bad apples and recruitment is no different. There are bad recruiters out there, but to tar them all with the same brush is to do a multi-billion pound industry a disservice. The industry exists because it is necessary, and provides a genuine service to the vast majority of clients. Most recruiters are nice people, working hard to put food on the table and a roof over their families heads. And believe me, we hate cowboys just as much as you! If you still arent convinced, ask yourself this â€" is it the recruiter who is to blame, or the industry? RELATED:  Why the Recruiter Never Called You Back. Image: Shutterstock

How to Write a Perfect Resume For Yourself - Good Tips For Writers

How to Write a Perfect Resume For Yourself - Good Tips For WritersProfessional resume writing services are easily accessible in New York City and can provide you with the best services for you to help your career go up a notch. This article is going to give you tips on how to write a perfect resume for yourself and put you at the top of the pile when you apply for a job.The first tip to help you write a professional resume for yourself is to make sure that you actually know what you want to say. You should know exactly what you want to highlight and emphasize in your resume, and then you should make sure that you are able to back it up with solid facts.The second tip to help you get ahead in NYC employment is to know what kind of job you want. Make sure that you take the time to research a company and what they do. You will find that this is not as hard as you think to do and all you have to do is learn a little bit about the company and their way of doing things.The third tip is to read as many resumes as you can when you are looking for NYC employment. There are a lot of good opportunities out there, and you will be surprised at how much you can get with just a little effort.The fourth tip is to make sure that you really understand what you are applying for when you are looking for NYC employment. You will find that many people will take you for granted if you are asking them for too much information that you are not ready to give.The fifth tip is to always have something extra written on your resume besides just your contact information. You will find that these can be very important and people who you talk to may really take you for granted if you do not include them in your resume.The sixth tip is to try and write a professional resume on an actual computer and not on a piece of paper. People love to write on paper because it is easy, but you will find that the more information you can put on a computer, the better off you will be.The seventh tip is to kno w that even if you do not get a job, you can still use your resume and use it to help you get better jobs in the future. You may be able to use it for a different job or when you do have a job.

6 Careers Where Getting an Advanced Degree Will Actually Reward You - Personal Branding Blog - Stand Out In Your Career

6 Careers Where Getting an Advanced Degree Will Actually Reward You - Personal Branding Blog - Stand Out In Your Career Weve all heard the horror stories of people with Ph.D. degrees who, because they cant get a job in their field, are working as baristas and grocery store baggers. While its true that some advanced degrees dont guarantee a bump in career opportunities and employability, there are some career paths where an advanced degree provides an almost guaranteed reward in terms of payout and job prospects. If youre wondering what sort of advanced degree you should look at pursuing, here are six careers where getting a graduate degree is most likely to pay-off. 1. Nursing The field of nursing has a remarkably secure career outlook, and while you only technically need an associates degree to be a nurse, getting your Master of Science in Nursing will improve your prospects and your pay. Especially as more and more studies show a connection between nurses education and patient outcomes, having well-educated and highly competent nurses in care facilities and hospitals is becoming more and more of a priority. So, if you were wondering whether an advanced nursing degree would make sense for you in the ling-run, the answer is simple: Yes. 2. Software Developer For a software developer who wants a solid job and isnt interested in working as a freelancer or going the startup route, an advanced degree does a lot more than just make you a more competitive applicant in the current job market. According to CareerBliss, software developers with a bachelors degree can expect to make just under $80,000 a year. With a masters degree, however, that salary jumps to over $95,000. While your title would most likely be the same regardless of your level of schooling, making $15,000 more a year amounts to quite a bit over the course of a career. 3. Finance While there are plenty of ways to go into finance and make a killing without getting a masters degree, if youre a financial advisor, a masters degree is a big helps. On average, a financial adviser with an undergraduate degree makes over $62,000 a year. With a masters degree, however, a financial advisors worth jumps considerably. Financial advisors with the advanced degree can expect to make roughly $15,000 more a year, which means grad school is probably well worth the investment. 4. Psychology Community health and addiction counselors are important members of any community, and many people perform these jobs admirably well with just an associates or undergraduate degree. However, if, as a counselor, youre interested in expanding your knowledge base and making more money, you neednt shy away from a masters degree, Ph.D., or MD. Psychiatrists and psychologists are well-compensated, and the demand for their services continues to be sound. An advanced degree in this field is almost always a good career move. 5. Architecture To truly participate in the world of architecture, a masters degree is required â€" as is an often-lengthy and thankless apprenticeship or internship. For anyone who loves the idea of designing and building structures, however, the necessary advanced degree and extra time put in is worth it. The payoff can also be substantial, although the range of pay among architects is a little surreal. According to the Bureau of Labor Statistics, architects make anywhere from $44,000 a year to just under $120,000. While overall it seems true that an advanced degree is a good move for the budding architect â€" especially since its required â€" you might also consider the fact that your pay seems very connected to both where you work and how good you are at your job. 6. Law Since you cant even practice law without a law degree and a win at the bar exam, getting an advanced degree seems like a requirement. However, there are plenty of legal jobs for people with four-year degrees out there, but overall, they cant hold a candle to being a lawyer. Paralegals and legal assistants routinely make as much as $50,000 a year, but getting that JD and passing the bar elevates your earning potential to well over $100,000. Yes, law school might be hard and expensive, but what you stand to reap on the other side of it is substantial. So, get that masters degree or other advanced degree youve always wanted. Just be sure youre getting it in a field or industry where having it will benefit you, not just create one more line item in your budget each week.

The Questions You Need to be Asking in a Reference Check

The Questions You Need to be Asking in a Reference Check Sponsored by MightyRecruiter “Trust, but verify” is a time-tested and effective way to do business. That holds especially true with top candidates as they reach the stage of being cleared for hire. It’s the nature of the job market for candidates to cast themselves in the best possible light to the broadest group of potential employers. Consequently, resumes, LinkedIn profiles and even in-person interviews often lack the details employers need to feel 100 percent confident in a hire. And while some candidates are indeed trying to conceal wrongdoings, most have nothing to hide and are motivated by merely wanting to look good. Reference checks are a valuable tool for recruiters to ensure they get the full story or confirm they already have it. Typically, reference checks have two components. The first involves confirming the accuracy of vital background information provided by the candidate: credentials, employment dates, job titles, duties, and most recent supervisors. The idea is to confirm candidates are who they say they are a fundamental criterion for being cleared for hire in any organization. The second involves filling in gaps and obtaining richer information that was gathered during the interview process. You want to be assured that a candidate is an excellent cultural fit, and their accomplishments indeed bode well for success in your organization. Former colleagues and managers can offer objective insight about a candidate’s performance in various situations, how well they interacted with others, and their communication skills. A useful reference check usually provides qualitative information that expands on the quantitative information covered in the resume and interviews. Occasionally, a reference check will reveal past misbehavior that was not evident earlier. Interviews, not interrogations Most recruiters already have the skills in place to conduct reference checks.   But where they often err is in making things too complicated. The best course is to make the experience easy and pleasant for the references you are contacting. Keep the questions simple. Focus your efforts on keeping the conversation going. Revisit questions and encourage the reference to elaborate on earlier answers. Here are three ways to make that conversation effective. 1 Be deliberate   The reference check is no place for a fishing expedition. The purpose is to clear the candidate for hire and resolve any gaps or discrepancies in the candidate’s background. Determine which references you wish to speak with, and the precise information you want from them. Is it to verify facts that are directly relevant to the job, fill in gaps that were not adequately addressed during the interviews, or confirm the candidate is who they say they are? Be sure you are contacting the appropriate persons who can answer these questions. Focus your questions on whether the candidate will do the job and is a fit for the job, not whether they can do the job. Try to include a standard set of questions or an interview format that facilitates fair, side-by-side comparisons between candidates. 2 Get straight to the candidate’s accomplishments A primary goal of the reference check is to get a third-person assessment of the candidate’s achievements. One of the best ways to do this is by using open-ended, behavioral interviewing questions like the ones you used when interviewing the candidate. Another way is to modify the STAR interview technique, asking the reference about various challenges the candidate has faced, the actions taken, and the results achieved. Follow up these behavioral interviewing type questions with general questions about communication, management, organizational, and especially people skills. Ideally, your questions will elicit detailed, specific examples without a lot of thought on the part of the reference. 3 Be scrupulously professional and courteous Seek to get the full picture of a candidate, illustrated by specific examples that provide evidence of what you need to make a confident hiring decision. Look for patterns rather than trying to fit a bunch of disjointed anecdotes into a story that might not be there. Set a positive tone from the outset, and let the reference speak freely and without interruption. Avoid leading questions, negative language, or anything that will put the reference on the defensive. Don’t read too much into a situation where your mannerisms or communication style don’t mesh with the reference’s, or occasions where a reference is reserved or unforthcoming. You may not have established trust or caught them at a good time. Finally, have the maturity to investigate discrepancies before escalating them. The questions you need to be asking in a reference check For all candidates, try to get three references, including the most recent supervisor, whose input will likely carry the most weight with the hiring team. In some cases, references may be authorized by their organizations to answer only standard questions, or you may be transferred to the HR department. When that happens, your purpose is to confirm the basics of the candidates background. Ask the following questions: What were the candidate starting and separation dates? What was the candidate’s ending salary? What were the candidates most recent job titles, supervisors, and departments? Is the candidate re-hirable by your organization? Do not ask questions about the candidate’s job performance, probe beyond the answers you are given or ask the reference to make any judgment calls. For references that can speak freely, the idea is to get a complete picture of the candidate and resolve any open questions. Keep the conversation flowing using these questions: What was your relationship with the candidate? How long was this working relationship? What were the candidate’s job duties and performance objectives? What was the candidate’s salary, including bonuses and performance incentives? What unique skills, knowledge, competencies, and strengths did the candidate contribute to your organization? What was their impact on the success of your organization? What new skills, knowledge, and competencies did the candidate develop while working in your organization? How successful was the candidate in their previous roles in your organization? How did teammates and colleagues like working with the candidate? What are some of the growth areas for the candidate? How did the candidate do in developing in these growth areas? Was the candidate ever subject to disciplinary action? What were the circumstances and the outcome? We are committed to helping the candidate succeed in their new role and grow in their career. What would you say the candidate needs most to be successful in their new position? Would you and your colleagues want to work with the candidate again? Is there anything else that would be worthwhile for us to know about the candidate? If the reference is a former manager or supervisor of the candidate, be sure to ask these questions: How large was the team that the candidate was a part of? Is the candidate one of the top performers of the team? What are the candidates most notable accomplishments in your organization? Did the candidate receive any promotions or salary increases? How would you describe the candidate’s communication skills? How does the candidate treat peers, senior management, clients, customers, partners, etc.? How would you describe the candidates teamwork skills? Are they seen as a leader or a go-to person? How well do they take ownership of tasks, projects, and situations? How does the candidate do with deliverables? Are they done on-time, and ready to use by the next person? What are some of the growth areas for the candidate? How did the candidate do in developing in these growth areas? Would you and your colleagues want to work with the candidate again? Would you want to supervise the candidate again? What do you feel the candidate needs to be successful in their new role? Is there anything else that would be worthwhile for us to know about the candidate? About the author:  MightyRecruiter  is an intuitive, comprehensive, and transformative recruiting solution.  Source passive candidates, track and manage applicants,  access an expansive,  Mighty resume database, and take advantage of  Mighty free job postings. Then, hire the most relevant candidates for your jobs, all at  no cost.

How to Write a Resume and Be Effective

How to Write a Resume and Be EffectiveWriting resume and being effective means that you are successful and stay in your job for a long time. It is an amazing fact that you can do it if you know what to write about and how to put it all together. With so many types of resumes out there, it is very important to get all the details right. Below is a look at how to write a resume and be effective.* First, you should gather all the details about the job you are applying for. Check to see what is required to apply for the job. Make sure you take note of the type of job you want to get.* Ask for recommendations from those who you can call and ask them to give you a copy of their resume. It is very helpful to see and hear what they have to say. Make sure you get their contact information and try to contact them when the resume goes through the hiring process.* After your resume is written, make sure you spend some time editing. You can use spell checker software, and professional grammar che cker. These programs will help you a lot in the editing stage.* Once you have finished all the editing, go back and check that you have made the most of such form. See if you have mentioned all the necessary things about the job, and then look at the resume once more for grammatical errors.* Finally, always remember to send your resume, and its requirements in writing, using email. If you use the conventional way of sending the resume, then the company may not read it, or worse, they may discard it.* For online hiring, the resume and its requirements must be in a convenient format. Your writing must be straight to the point and informative. You should include all the details about the position, so that they will notice your application.* So, when you are looking for a new job, remember that a resume and its requirements are essential. A good resume can help you get the job that you have been looking for.

Summary Sunday Steering Your Career

Summary Sunday Steering Your Career This weeks collection of articles is all about steering your careerespecially through unchartered waters. Normally, I try to bucket the articles I share into categories, I found that challenging to do this week. Most of these articles dont neatly fall into a category or bucket. But they are all related to your career. We live in a rapidly changing world with lots of uncertainty. Therefore, its going to be important that you become comfortable with the uncomfortable. Whether you choose to call it career management or something else, or something still unnamed, what we can agree on is that this is all about steering your career. Youll find information about marketing trends, personal branding, leadership, how artificial intelligence is trying to beat bias, how NOT to ask for a raise and many other thought-provoking subjects. Steering Your Career and Job Search Let’s Stop Talking About Soft Skills: They’re Power Skills by Josh Bersin | Josh Bersin.com Bersin is one of the top authorities of workforce trends. He explains why everyone needs to be more focused on developing soft skills, or as refers to them, power skills. Tech skills are important, but not nearly as long-lasting or impactful as developing soft skills. Theres interesting research from IBM as summarized in this image (and referenced in the article). People are terrible judges of talent. Can algorithms do better? by Sarah Todd | Quartz at Work Pymetrics CEO says “The whole idea behind Pymetrics is that instead of using a resume, you are looking at people’s cognitive, social, and emotional aptitudes” And Artificial Intelligence MAY be a way to remove some bias from the hiring process. Learn more about steps towards removing bias. 7 Ways the Internet is Ruining Your Career by Sam Bowman | Career Metis The internet is a wonderful and powerful tool when you use it the right way. Its critical to your career to understand and manage your digital footprint and this explains seven things you need to do. You Deserve It, But… by Frank Sonnenberg | Frank Sonnenberg Leaders should understand how their actions impact those that try really hard but dont succeed. Weve all been in situations where the wrong person gets rewarded. This helps everyone understand the impact actions and emotions play in the workplace. These Are The Absolute Worst Reasons To Ask For A Raise by Jane Barratt | Fast Company Who knew there were bad reasons to ask for raiseheres what you need to know about when and how to ask for a raise. There are no guarantees youll get one though. 2020 vision: The top 5 emerging trends in marketing and PR by Melissa DiGianfilippo and Alexis Krisay | PRDaily Job search is all about marketing and PR, so these trends are something you should know about. Can you use any of these to promote your work and career success? Or at least you can expect to see some of these trends as you apply for jobs when recruiters start embracing them. Interactive content Chatbots Influencer marketing shakeup Brandstanding Personalized brand experiences Your Personal Brand Is Just as Important as Your Business Brand by Haley Hoffman Smith | Entrepreneur No matter what your role is in an organization, founder or leader, you have a reputation. And if its a good one, then that is also good for the company. Here are some things to think about. 10 Ways Your Career Can Survive a Recession by Hannah Morgan | US News World Report On Careers This is my newest article on how to stay employed when the economy turns.

3 signs of burnout and how to deal with it - Margaret Buj - Interview Coach

3 signs of burnout and how to deal with it Author: Benjamin Lee   Landing a new job is always an exciting prospect. You’ll feel as if you’ve found the job. Everyday feels like a new challenge and you look forward to getting in. It’s like you are a football athlete during the NFL preseason. You love your colleagues; your boss is a great guy and you’re excited about the new season. However, also as it happens often in football, as time wears on and you’ll notice that the edges have begun to fray. Small things start to bother you and you now hate going in. From the long, punishing hours to gossipy colleagues, maybe working here wasn’t such a good choice after all. You feel tired all the time and you’re mentally exhausted.   This is known as the brownout phase, which is the prelude to full-on burnout. Burnout is usually caused by a combination of factors such as; stress, frustration and boredom. When an employee becomes burnt out, he/she loses motivation and becomes disengaged from the workplace. The World Health Organization or WHO, have officially recognized burnout as a genuine medical condition brought on by chronic stress. Recognizing the signs and symptoms of burnout are crucial if you intend to continue working on the long-term.   So, before you burn yourself out, take a look at the signs and symptoms of burnout.   1. You feel tired all the time Waking up for work becomes a real drag. Your body aches and you dread waking up every weekday morning. At the workplace, you’re always sleepy and the very act of working seems impossible. Chronic fatigue is one of the major signs of burnout. If you’re constantly stressed out at the office, chances are you’ll never be able to get a good night’s sleep. On the long-term, you’ll find yourself being unable to “switch off” from work which only leads to burnout. How to deal with it: Your work can survive a few hours without you. Learn to leave work in the office and switch off on your downtime. In some industries, working to the point of exhaustion is seen as some kind of twisted badge of honor. This mentality however only serves to increase burnout and stress. 2. You dread going to work If Sunday nights and Monday mornings cause you to break out in a cold sweat, it’s time for a change. While chances are none of us actually enjoy heading into work, actively dreading the next working day indicates a serious problem. How to deal with it: From an unreasonable boss to an unhealthy work environment, identifying the source of your unhappiness is crucial if you are to deal with burnout. In many situations, sitting down and talking it through with a colleague or superior is enough to take a huge burden off your shoulders. On the other hand, if the situation in your workplace is untenable, consider calling it a day and working elsewhere. The physical and emotional toll caused by chronic levels of stress should never be underestimated. 3. You feel a sense of detachment and boredom Perhaps you don’t feel as excited as you once were when you first started. Maybe, the long hours and crazy workload have taken a toll on you. Whatever it is, you treat each working day like a chore. All tasks are completed just for the sake of it. KPIs and reports no longer hold any meaning for you. Career advancement no longer seems possible and you’ve now become disillusioned. However, you need the salary and can’t afford to move on to another job. If you can relate to any of these, chances are you’re in the early phases of burnout. How to deal with it: Whether you’re bored or feeling unchallenged, it’s best that you schedule a quick one-to-one session with your line manager. Explain that you’re feeling unchallenged and are looking to grow yourself professionally. A good line manager will only be too glad to help you on the way. From new roles to taking part in additional projects, changing up your routine is a sure way to break you out of your funk. If you’re feeling overburdened, take some time off to rest and relax. The time away from work refreshes you and helps you gain new insight into your job. Unfortunately, burnout is a natural part of employment. When left unchecked, it can have a detrimental effect on your career and health. However, with proper management, you’ll have no trouble recovering and coming back better than ever.