Why Recruitment Consultants Exist?

They are also known as the agency, they hate to be called that, as they’d like to consider themselves more sophisticated.

Typically, the Recruitment Consultant exists to fill the jobs of their client’s.

What will normally happen is that recruitment consultant will call companies asking if they have any jobs that he/she can fill. They finally get one and then the set the wheels in motion to finding the candidate.

Normally they’ll advertise the job and search through their database. This is why you get calls out of the blue.

The sole factor for the agent to exist is simply the agency acts as a forum for employer / employees in much the same way as a dating agency works.

Although the recruitment consultant never gives any guarantees that:

a.       You will find a job or

b.      The company will find the employee.

Candidates get the raw deal

Candidates tend to get the worst of the service as they are perceived as the customer as they don’t pay for the service

If you have ever looked for a job you will know, unless you work in a very specialised field, that it is very difficult to think of, say, 100 companies would be able to employ you.

Recruitment consultants do know this, good ones read news papers, keep themselves up to date with what’s happening in their local area or specialist field.

If you are currently working you will find out how time consuming finding a job is. Firstly you need to identify the companies you wish to target, and then you need to find the person you need to speak to. Then the hard part, you need to speak to that person and find out if they are looking for someone like you, 9 times out of 10 the answer will be "no".

Speculative CV's

Posted speculative CVs are rarely filled for viewing later when they are there is usually no mechanism for a company to retrieve that CV. I.E. a database.

Once they have said "yes", then no doubt want you to sell yourself a little, most people feel a little nervous about this.  Hence the recruitment consultant steps in, as it is easier for a third party to do the "selling". Everyone hates talking about themselves, there are even recruitment consultancies that recruitment consultants can use - these are called Rec to Recs.

The reason companies use them is purely for convenience since they charge anything between 15% to 20%; so they are expensive but as any employer knows placing a job in the paper is a costly affair.

Not simply the actual cost of the advert but managing the response, writing the ad copy and spending time getting the advert just right to portray the company in the best light etc. It is far easier to give the job to an agency and then look at 3 or 4 CVs rather than 100-200 inappropriate ones.

This is for permanent employees -  for temporary or contract employees it is a totally different kettle of fish, in that it would be time consuming and expensive to advertise a job that was only going to last a few weeks anyway. Also if it’s urgent, you may need to get some one who can start tomorrow, in comes the Recruitment Consultant.

So until Jobseekers have either the time or the confidence to get jobs for themselves and until employers stop using Recruitment Consultants for convenience, the Recruitment Consultant is here to stay.

Written by - Rich Wooten

Effective Tips for Social Recruiting

You have already heard this many times before: social media websites are great tools for recruiting and sourcing potential job candidates. Identified, which is a well-known social scoring analytics firm, adds fuel to the fire by estimating that companies that have put social media into use for recruiting have 25% lower hiring costs per year. This estimation sounds too good for you to neglect it.

What happens if your company still hasn’t established its presence in the social media? How can you start recruiting and sourcing effectively? These simple tips will get you started in no time:

1. You already have existing contacts. Import them!
Launching social tools and getting connected to the contacts you already have is the easiest thing. Twitter and Facebook enable you to import your list of contacts, which will help you find people you know on these social tools. These imported contacts will be your foundation that will help you build your recruiting campaign – they will guide you towards people you would like to know and hire.

2. Use the employees that are well-connected on social media
Among your current employees, there are social media “stars” whose contacts you can use to manage and build your network. Make them advocates for your company and you will notice how they attract potential job candidates easily. However, you need to be careful with your approach; you cannot just ask your employees to connect you with every single contact they have. Instead of imposing that demand, you should learn from the way they use social networks. If they managed to create a successful social media presence, you can use their techniques for your own approach.

3. Promote your company through your employees
Most of your employees are already active members of social media communities, so they can help you enhance your recruiting efforts. If the company culture you have established is great, it won’t be a problem for them to promote you. Although the participation of all your employees is welcomed, you should first focus on the “best” ones (the ones who are well-accepted on social media websites and use them actively).

4. Pay attention to the public profile
Your company’s public profile will represent its values and success. Make sure to provide contact information and create a well-written profile with usage of keywords relevant to your business. If you make it easy for potential candidates to reach you, social recruiting will become much easier.

5. Don’t focus your social media presence on sales
If the main purpose of your social media presence is recruiting, you should promote your company as a great place to work. Your presence should be focused on building that brand perception instead of sales.

6. Add a personal approach to your profile
The profile of your company should definitely look professional, but you still need to add a touch of human presence in it without compromising the image of professionalism. Your profile is the first thing potential candidates will look at, so it has to create a strong impression if you want to get their interest.

7. Listen and learn!
Even if creating a social media presence seems easy and you think you know everything, you should still pay attention to the social media monitoring applications and learn from them. This information will give you knowledge about where you can find potential candidates, what topics interest them, and who else is trying to attract them.

8. Stay connected and contribute to the community
If you managed to connect with people from your industry, well done! Now you need to work on building and maintaining your reputation. The key to that is staying connected and hanging out where these people can be found. In order to find the niche network where people from your industry hang out online, you should ask and listen to the social media stars in your company.

9. Focus on one social media website at a time
If you want this campaign to be successful, you should choose one social media site and stick to it until you achieve strong presence. If you try to be successful on all of these websites at once, you will find them overwhelming and you won’t be able to devote your time to all profiles.

10. Share content that will be helpful to others
The right approach towards social recruiting is all about helping people. If you have a genuine wish to help more people with the content you share, your visibility will be improved and you will build your network more easily. You don’t have to develop unique content, although that’s advisable from time to time. Take your time to find and share useful videos and articles that are relevant to your industry and helpful for your followers, and you will soon attract many people that are worth recruiting.

Interview Questions That Reveal Everything!!

Interviewing job candidates is tough, especially because some candidates are a lot better at interviewing than they are at work.

To get the core info you need about the candidates you interview, here's a simple but incredibly effective interview technique. Here's how it works. Just start from the beginning of the candidate's work history and work your way through each subsequent job. Move quickly, and don't ask for detail. And don't ask follow-up questions, at least not yet.

Go through each job and ask the same three questions:

1. How did you find out about the job?

2. What did you like about the job before you started?

3. Why did you leave?

What's amazing is that after a few minutes, you will always have learned something about the candidate--whether positive or negative--that you would never have learned otherwise.

Here's why:

How did you find out about the job?

Job boards, general postings, online listings, job fairs--most people find their first few jobs that way, so that's certainly not a red flag.

But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do and where he or she would like to do it. He or she is just looking for a job; often, any job. And that probably means he or she isn't particularly eager to work for you. He or she just wants a job. Yours will do until something else comes along. Plus, by the time you get to Job Three, Four, or Five in your career, and you haven't been pulled into a job by someone you previously worked for, that's a red flag. That shows you didn't build relationships, develop trust, and show a level of competence that made someone go out of their way to bring you into their organization. On the flip side, being pulled in is like a great reference--without the letter.

What did you like about the job before you started?

In time, interviewees should describe the reason they took a particular job for more specific reasons than "great opportunity," "chance to learn about the industry," or "next step in my career." Great employees don't work hard because of lofty titles or huge salaries. They work hard because they appreciate their work environment and enjoy what they do. (Titles and salary are just icing on the fulfillment cake.) That means they know the kind of environment they will thrive in, and they know the type of work that motivates and challenges them--and not only can they describe it, they actively seek it.

Why did you leave?

Sometimes people leave for a better opportunity. Sometimes they leave for more money. Often, though, they leave because an employer is too demanding. Or the employee doesn't get along with his or her boss. Or the employee doesn't get along with co-workers. When that is the case, don't be judgmental. Resist the temptation to ask for detail. Hang on to follow-ups. Stick to the rhythm of the three questions. That makes it natural for candidates to be more open and candid.

In the process, many candidates will describe issues with management or disagreements with other employees or with taking responsibility--issues they otherwise would not have shared.

Then follow up on patterns that concern you. It's a quick way to get to get to the heart of a candidate's sense of teamwork and responsibility. Some people never take ownership and always see problems as someone else's problem. And some candidates have consistently had problems with their bosses--which means they'll also have issues with you.

And a bonus question:

How many people have you hired, and where did you find them?

Say you're interviewing candidates for a leadership position. Want to know how their direct reports feel about them? Don't look only for candidates who were brought into an organization by someone else; look for candidates who brought employees into their organization. Great employees go out of their way to work with great leaders. If you're tough but fair, and you treat people well, they will go out of their way to work with you. The fact that employees changed jobs just so they could work for you speaks volumes to your leadership and people skills.

The First 2 List you should look at before you start your day

List 1: Your Focus List (The Road Ahead) Ask yourself what are you trying to achieve? What makes you happy? What's important to you? Design your time around those things. Because time is your one limited resource and no matter how hard you try you can't achieve your goal without specific focus point and specific timeline. Don't scattered yourself with unnecessary things. Prioritize your task.

List 2: Your Ignore List (The Distractions)To succeed in using your time wisely, you have to ask the equally important but often avoided complementary questions: what are you willing not to achieve? What doesn't make you happy? What's not important to you? What gets in the way?

Illegal Interview Questions!!

During job interviews, employers will try to gather as much information about you as possible, so there's bound to be some questions that will require you to think. But it's the simple questions that are often most harmful, and even illegal. Any questions that reveal your age, race, national origin, gender, religion, marital status and sexual orientation are off-limits. If you are asked any inappropriate questions, you're advises not to lie, but, instead, politely decline to answer. 

Here are some illegal interview questions that are often mistaken as appropriate and judicial:


1. Have you ever been arrested?
An employer can't actually legally ask you about your arrest record, but they can ask if you've ever been convicted of a crime. Depending on the state, a conviction record shouldn't automatically disqualify you for employment unless it substantially relates to your job. For example, if you've been convicted of statutory rape and you're applying for a teaching position, you will probably not get the job


2. Are you married?
Although the interviewer may ask you this question to see how much time you'd be able to commit to your job, it's illegal because it reveals your marital status and can also reveal your sexual orientation.


3. Do you have children?
Again, the employer may ask you this question to see your available time commitment with the company, but this question is inappropriate. However, they are allowed to ask you directly if you have other responsibilities or commitments that will be conflicting to your work schedule.


4. What country are you from?
If you have an accent, this may seem like an innocent question, but keep in mind that it's illegal because it involves your national origin. Employers can't legally inquire about your nationality, but they can ask if you're authorized to work in a certain country.


5. Is English your first language?
It's not the employers lawful right to know if a language is your first language or not. In order to find out language proficiency, employers can ask you what other languages you read, speak or write fluently.


6. Do you have any outstanding debt?
Employers have to have permission before asking about your credit history and, like a criminal background history, they can't disqualify you from employment unless it directly affects your ability to perform the position you're interviewing for. Similarly, they can't ask you how well you balance your personal finances.


7. Do you socially drink?
Employers cannot ask about your drinking, or even legal drug use, habits because these inquiries are protected under the American Disability Act. For example, if you're a recovering alcoholic, treatment of alcoholism is protected under this act and you don't have to disclose any disability information before landing an official job offer.


8. How long have you been working?
This question allows employers to guess your age which is unlawful. Similarly, they can't ask you what year you graduated from high school or college or even your birthday. However, they can ask you how long you've been working in a certain industry.


9. What religious holidays do you practice?
Employers may want to ask you this to see if your lifestyle interferes with work schedules, but this question reveals your religion and that's illegal. They can ask you if you're available to work on Sundays.

Firing Someone the Right Way

Perhaps the most difficult part of any manager's job is telling a subordinate that he can no longer stay with the company — that he's been "fired," "let go," "dismissed," or otherwise taken off the payroll. It's a gut-wrenching conversation, knowing how this simple act affects a person's career, self-esteem, and livelihood. Firing an employee also affects everyone else on your team. Not only does it change work assignments, but it also makes people wonder about your judgment as a manager and their own job security.


Given these emotional undercurrents, many managers let anxiety drive the firing process instead of intellect, making a difficult moment even worse. For example, I know of a senior manager who walked unannounced into his employee's office, junior HR person in-tow, and declared: "You've been fired. Our HR associate will answer your questions and then escort you out of the building." The manager then exited, leaving the shocked (former) employee and the ill-prepared HR person staring awkwardly at each other. What made this situation even worse is that the senior manager had given no previous indication of the employee's performance difficulties and had given him nothing but positive feedback in the previous six months. Now, suddenly, the reason for the firing was "lack of teamwork." And because it was "for cause," no severance was offered and pay was terminated immediately.


From the manager's perspective, this approach avoided the anxiety associated with firing. He didn't have to engage in any difficult performance discussions or justify his actions. He also avoided any kind of emotional scene and (temporary) budget impacts. Of course, he also probably generated a major lawsuit that left the company liable for far more than the cost of a severance. And once the story got out, he likely lost the respect of his team.


Clearly this may be an extreme example,but there are too many stories like this one. Because firing is so emotionally charged, it's easy to act counterproductively. To avoid that, here are some guidelines for those times when firing an employee becomes a necessity:

First, make sure that letting your employee go is the last step in a careful, thoughtful, fair, and transparent process that started long before the actual firing. In other words, if the dismissal is for poor performance, then it should occur after a series of performance discussions, plans, and documented actions. If it's due to reorganization or job elimination, it also should follow conversations, announcements, and a reasonable "fair warning." The key is that, if possible, firing should not come as a surprise. In most companies, the HR function has guidelines for how this process should unfold.


Second, come to the "firing meeting" prepared to address the practical logistical questions that the person will have about leaving her job: When is the official end date? Are there severance arrangements? Are there opportunities elsewhere in the company? Is career counseling available? What happens with benefits? You may need help from HR to make sure that these answers are available.


Third, at the meeting be ready to listen but not react. Losing a job can be traumatic, and your employee may display a range of emotions, which he might direct towards you. Try not to get caught up in responding. Listen with respect and then direct the person towards the practical realities of moving on. Offer to talk again later when the emotions are not so raw, or ask a trained HR counselor to join you.


Finally, after the firing, talk to your team about the process, the reasoning, and the implications for them (within the limits of confidentiality). In some cases, they will fully understand the decision. In others, they may have a very incomplete picture. In either case, you need to be sensitive to their emotions, and then help redirect their focus back on work.


Firing a subordinate is one of the most difficult and painful tasks you'll ever have to do as a manager; and for most of us it never gets easier. Unfortunately, avoiding the anxiety associated with firing only makes things worse. So if you have to do it — do it right.


What's been your experience with firing — or being fired?

The Worst Hiring Mistakes

In this job market, you might expect that hiring new employees would be easy. But many entrepreneurs still struggle to find good people. In a recent survey of Inc. 5000 CEOs, hiring edged out even the economy and government regulation as their top concern, with nearly one-quarter of respondents identifying it as the biggest challenge they had faced in the preceding three months.


To be sure, not every candidate is a rock star. But if you keep turning up dud after dud, the problem may not be the applicant pool. In a quest to find the best workers, entrepreneurs sometimes wind up adopting hiring practices that are actually detrimental to their companies. Here are the four most common problems that afflict interviewers.

1. Are you a narcissistic boss?
Without a deliberate hiring strategy, founders often gravitate toward job candidates who share their personality.

2. Are you a perfectionist boss?
Wonder why it's so hard to find good people? Maybe you're asking too much.

3. Are you over thinking your hires?
So what if you make a hiring mistake? Here's how to beat analysis paralysis.

How to make hiring less frantic
Recruiting is like selling: You need to do is develop a pipeline and build relationships.