Looking for a new #job? Here’s how to get started!

Setting your objectives when starting out on a job search

1.         Know what you want

When setting out on a journey, it is only natural to plan a route, get a map, and program the satnav so that we know the best, most direct route to take. And of course, our map indicates where our destination is so that we know when we’ve arrived.

It is surprising how many candidates, when setting out on a job search, have no idea of where they’re heading or what they expect to achieve.

The reality is that, without a very clear plan, your job search will be frustrating and extended.

2.         It’s a competitive numbers game

During 2009 the economic recession caused large numbers of redundancies, flooding the market with senior and experienced people who have possibly not been in the job market for many years. At the other end of the spectrum, graduate opportunities decreased and it is more difficult for fresh graduates to get jobs within their academic areas. Of course, the job market doesn’t only consist of new entries and experienced starters but the diversity adds strain at opposite ends of the job spectrum. Added to the normal churn of people looking for work for totally individual reasons, the volumes of job applications have increased exponentially.

If you don’t know what you want, you won’t recognise it when it turns up. And the likelihood of it turning up, realistically, is a lot smaller now than it was a few years ago due to the sheer numbers of applicants in the market. It’s a lot more competitive.

So my very first piece of advice would be: GET A PLAN!

3.         Make sure you know what you do (And don’t) want

Take some time out and write down what you really want. Not only the financial expectations, but the type of job, kind of organisation, location, level of seniority, etc. Are you planning a career change? Do you want to do exactly the same as before? Where are your flex points? On which points can’t you be flexible?

And as you go through this, keep doing a reality check. The past is gone, what you had in yesterday’s job is unlikely to return. But if you knew what you enjoyed about the last job, and which bits you disliked, you can get a picture of what would suit you best. And then do a reality check again.

You might have to take a drop in pay to get back into employment. If you can be flexible to location, you widen your catchment area and so, increase your opportunities.

4.         RESEARCH! And prepare for a long haul

If you haven’t been in the jobs market for a long time, do some research. What applied even just a year ago, is no longer applicable so it’s really important that you know how to calibrate your expectations.

Making lists and writing down all the information you have about yourself, your expectations and your flex points will give you sound information on which to base your CV. Or CV’s: You might need to do more than one if you have a broad skill set, or want a career change.

The ideas and plans you put down now will inform your actions during your job search. You might become frustrated and despondent later on, so returning to this information will help you get back on track and maintain focus. It might take some time to get re-employed; having something to keep you on course will be useful in keeping you motivated.

Prepare for a long journey. The reality might turn out to be a lot shorter, but realistically the perfect job is not going to turn up quickly. If it does, count yourself lucky. If it doesn’t, don’t beat yourself up because many other people are in exactly the same situation.

Having a plan will keep you focussed and objective. It will also maintain your realistic expectations if things don’t go the way you want them to.

The Definitive Guide to Job Hunting 4: Understanding Agencies

It is true that a large proportion of jobs never get on the open market. Organisations will normally explore many internal sources first, before placing jobs with agencies. Using a recruitment consultant to fill a job is an expensive strategy for any hiring operation.

However, the recruitment industry operates on a hugely diversified scale and the range of services on offer to employers means that it is quicker and easier to get a vacancy filled rather than do it internally. Many large corporate employers, who have high staff numbers and many vacancies, have in some cases outsourced ALL their recruitment process to external agencies.

Annually, the recruitment industry is worth about £22bn in the UK. It is a substantial and robust contributor to the UK economy. Realistically, every job seeker is likely to engage with a recruitment consultant during a job search. £22bn in fees represents a huge number of temporary, contract and permanent jobs being placed through agencies. Knowing how to deal with them, and what to expect from them, is crucial to reduce frustration and increase the likelihood of finding that desired job offer.

1. Who pays the fee?

In the UK, it is illegal to charge job seekers for finding jobs. Recruitment agencies, as all businesses, are commercial enterprises and require turnover to be continually successful. The fee is paid by the recruiting employer.

This focuses the relationship between recruiter and client (Fee payer). A different dynamic exists between recruiter and candidate (Job applicant).

The agency must always have the best interest of the client in mind, because that is were the transactional value is.

The candidate’s best interest is represented by the fact that ultimately, there is a job for everyone and the agency, through their relationship with the fee paying employer, is a catalyst to achieve this objective.

2. What is the client paying for?

Selling people is tantamount to slavery. The agency does not own the skills and experience of the candidate, and for this reason has no business offering it for sale. In fact, this is a fact that many recruitment agencies themselves don’t always understand! This is why the Gangmasters Act was brought to life a few years ago – To protect workers from abusive agency practises.

During a recruitment process, the recruiting employer pays for a service that provides them with a candidate pool. Sometimes, the candidate pool is provided by only one agency, but more commonly the service is divided between several agencies and the fee is only paid when a successful introduction is made, and the introducing agency walks away with the spoils.

3. It is a highly competitive business environment

The open agency market is highly competitive because in a “No solution, no fee” environment, it is crucial to win the fee for obvious commercial reasons.

This has developed a high focus on volumes in recruitment, and in most agencies consultants are targeted on a daily basis to deliver KPI’s related to volume. The fact is that, the more activity that is put out, the higher the likelihood of achieving a win.

I don’t personally agree with this form of recruitment, as I believe it to be detrimental to all parties involved. However, regardless of the seniority of the position being recruited or whether it is for a contract or permanent placement: The current recruitment market is driven mostly by volume.

For candidates, the unfortunate fact is that their CV often becomes a means to an end. The end is most certainly to the candidate’s interest: After all, getting the job is the primary objective. But expecting an agency to work solely on a single candidate’s behalf is unrealistic.

4. But its not all about numbers

At the risk of painting a very negative picture, I have to point out that not all recruiter / client relationships are based on volumes and competition. The industry has evolved to a point where recruiting clients have a wide range of choice. People are very important in the recruitment process, and many clients prefer to use the same agency or consultant over and over again because they have established a communicative business relationship. Many long standing business relationships exist where the consultant develops a deep and detailed knowledge of the recruiting business, and is in a position to offer a truly consultative service to both client and candidate.

Sometimes, for difficult to fill or senior roles, clients will retain the services of a recruitment specialist by paying a proportion of the fee upfront. In this case there is no competition from external sources, and the agency will actively search the market to find the most appropriate skills for the client.

These two scenarios are far more constructive for the candidate as information passes freely due to the limited volumes involved.

5. So what about the job applicant?

Finding a new job is like searching for the proverbial needle in a haystack. Regard agencies as the magnets that would attract the needle. After all, this is what potential employers do when the engage agencies. The more magnets you have working on your behalf, the more needles you will find.

Of course, not every job you are offered will be appropriate and you should be entirely in control of the process. Remember, you own your skills, experience and personal information. You should never be placed under any obligation, asked to pay a fee for job seeking services in the UK, or have your details sent anywhere without your express permission.

Without candidates, recruitment agencies can not exist. Without agencies, it will take a lot longer to find a job. It is in a candidate’s interest to develop good relationships with recruitment agencies but is equally important to understand what to expect.

Ask the agency how competitive a particular process is: If you know how many other agencies are involved, you know what to expect. If it is a widely assigned role, the likelihood of success decreases. If it is a retained or exclusive arrangement, then you know you will have better communication and a more controlled process.

Use this understanding to your advantage, and you will have a far more positive job seeking experience. Expecting anything different will leave you feeling frustrated.

Definitive Guide to #Job Hunting: Illegal #Interview Questions

Most job seekers and very often, interviewers have no idea what an Illegal Interview Question sounds like.

Interviews are discussions and most questions are asked sincerely in an attempt to make conversation and to find out more about the interviewee. But often, certain questions might also be asked with a view to discriminate or to exclude a person from a role. Whether intentional or not, the law addresses certain particular areas and ignorance is not an excuse. My suggestion would be that both interviewers and interviewees are sensitive to these and deal with them constructively to avoid potential litigation, and to ensure an objective recruitment process.

Here are a few examples of common stonkers that could potentially cause litigation on grounds of discrimination:

1. Age
Inappropriate:

• How old are you?
• When were you born?
• When did you graduate / complete high school?

Appropriate:

• Confirming that you are the appropriate age for the required hours or working conditions (Minimum wage and Working Time Directive)

2.Nationality

Inappropriate:

• Are you British?
• Are your parents or spouse citizens?
• Are you, your parents or your spouse naturalized or British born?

Appropriate:

• If you are not a British citizen, do you have the legal right to remain permanently in the UK?
• What is your visa status (if no to the previous question).
• Are you able to provide proof of employment eligibility?

3.Criminal Record

Inappropriate:

• Have you ever been arrested?
• Have you ever spent a night in jail?
• Do you have a record?

Appropriate:

• Do you have any unspent convictions? (A rigourous set of rules apply to the declaration of spent convictions, and there are certain jobs that are excluded and where declaration of all convictions are compulsory.)
• Doing a CRB check

4.Disability

Inappropriate:

• Do you have any disabilities?
• What’s your medical history?
• How does your condition affect your abilities?

Appropriate:

• Can you perform the specific duties of the job?
• What reasonable adjustments must be made to assist you in fulfilling your duties?

5.Marital status or Civil partnership

Inappropriate:

• Questions concerning spouse, or spouse’s employment, salary, arrangements, or dependents.
• Are you married, divorced, separated, engaged, widowed, etc?
• Is this your maiden or married name?
• How will your spouse feel about the amount of time you will be traveling if you get this job?
• Are you planning to have children?

Appropriate:

• Can you work overtime?
• Can you meet specified work schedules?

6.National Origin

Inappropriate:

• What is your nationality?
• Where were you born?
• Where are your parents from?
• What’s your heritage?
• What is your mother tongue?

Appropriate:

• Verifying legal work visa status to verify eligibility for employment – Are you eligible for employment here?
• What languages do you speak, read or write fluently?

7.Maternity

Inappropriate:

• How many kids do you have?
• Do you plan to have children?
• How old are your children?
• Are you pregnant?
• How old are you? (To a woman between age 25 to 40, which is the average childbearing age in the UK)

Appropriate:

• After hiring, asking for dependent information on tax and insurance forms.

8.Race

Inappropriate:

• What race are you?
• Are you a member of a minority group?

Appropriate:

• None

9.Religion or Belief

Inappropriate:

• What is your religious affiliation?
• Which religious holidays will you be taking off from work?
• Do you attend church regularly?
• “Our uniform excludes turbans” or anything else that relates tothis subject.

Appropriate:

• Can you work on Saturdays? (If relevant to the job)

10.Sex or Sexual Orientation

Inappropriate:

• What are your plans to have children in the future?
• Are you gay?
• Will you be strong / tall / fit enough to do the same tasks as the men?

Appropriate: None

Definitive guide to Job Hunting: When did you last Google yourself?

So why didn’t you get called for that job interview you so wanted? Or why did the job offer not turn up as anticipated?

When did you last Google yourself?

The reality is that it is becoming very commonplace for job applicants to be “checked out” online before proceeding with the recruitment process. And it is absolutely crucial to make sure that what people find online supports the image you are portraying during your job search.

Google favours social networking sites so it is likely that your LinkedIn, Twitter or Facebook profile will trend highly in the search rankings. And regardless of the security protocols you set (Interestingly, many Facebook profiles are public) they will draw conclusions from what they find.

So what are the pitfalls?

1. Inappropriate Pictures

Pictures of you in full party mode, chugging it down or falling over in the gutter might be a laugh to your friends. But that is NOT what you want a prospective employer to see!  Unless you make sure that your security settings are watertight, especially on Facebook, simply don’t put them online.

2. Complaining About Your Current Job

You’ve no doubt done this at least once. It could be a full note about how much you hate your office, or how incompetent your boss is, or it could be as innocent as a status update about how your coworker always shows up late. While everyone complains about work sometimes, doing so in a public forum where it could be found by others is not the best career move. Use this measure: If you won’t say it out loud in front of your boss or colleagues, then don’t post it online for the world to see.

3. Posting Conflicting Personal facts

Disparities will make you look at worst like a liar, and at best careless. Make sure that you are honest about your background and qualifications, and support this with the information you post online. Don’t over – or under state your experience, job title or qualifications. Inconsistencies mean a high risk factor to potential employers and they are likely to simply avoid it by cutting you from the list.

4. Statuses You Wouldn’t Want Your Boss to See

Statuses that imply you are unreliable, deceitful, and basically anything that doesn’t make you look as professional as you’d like, can seriously undermine your chances of landing a new job. We have all heard of people losing jobs because of inappropriate statuses like the Receptionist who posted “I’m bored” during working hours. Worse even, are things like “Planning to call in sick tomorrow” or “I hate the time this project is taking”. It doesn’t only put your current job at risk, but future employers are most likely to avoid you too.

Manage your online profile

You can manage how you are viewed online by simply checking yourself out from time to time. If you see something that is risky, even if it was posted by someone else, just get it changed. The future investment will be worthwhile!

The Definitive Guide to Job Hunting 5: Get the Best out of Agencies

HOW TO ENGAGE WITH AGENCIES

You never know what you are going to find when you set out on a path to find a new job. Allow the agencies to work with your data to give you the widest possible exposure but don’t expect individual treatment until you embark on a recruitment process (I.e. go for interview). Until then, your CV is purely a number in a huge pool of candidates and it’s the agency’s task to match it to potential opportunities.

1.         The Employment Agencies Act

More than one agency might be working on the same brief, so you might be matched to the same job more than once. Always go with the agency who tells you about the job first. According to the Employment Agencies Act, your CV should only be put forward to jobs that you are told about. In effect, you have to give your permission for your CV to be submitted. You must be told about the job first. Often, because it’s competitive, Agencies will take a flyer at sending your CV in without speaking to you first. If this submission turns into an interview in competition with an agency that actually played the game properly and spoke to you first, thereby losing out time wise to the more aggressive agency, your judgement will be crucial to how the agencies will deal with you in future. If you know what your rights are, you can protect your own position whilst keeping both agencies on side.

2. Don’t carpet bomb your CV

Because of the high unemployment rates, agencies literally get thousands of online job applications every day. It takes a lot of time to sift through these, and the associated cost of registering new CV’s and posting them to databases can become very high. For the recruiter, it can be desperately frustrating to get the same CV day after day after day; applying to every totally unsuitable role on the Internet and creating spam in already overfull Inboxes. You can help by reading the ads before you apply, making sure the job is suitable for you first. Bear in mind that agencies will readvertise jobs until an offer is made. Keep a record for yourself: If you have already applied to a particular job, don’t send your CV in again. If you do, it creates an impression of desperation that might keep you out of the selected shortlist.

3. Engage personally

If an agency to which you have already applied is advertising a job that interests you, why not give them a call? Your CV is already on file; they can look it up quickly and give you feedback there and then. You save them having to look at yet another ad response, you get the opportunity to talk to a human being and create a positive impression for yourself, and you might even be reinforcing your suitability for the role.

4. But don’t pester

Rest assured: Because an agency will get a fee if they place you, they are unlikely to forget about you. Once your CV is on their database it will be exposed to every single search they do. If you are remotely suitable, they will be in contact to talk to you about the job. If you follow-up daily or weekly, you become the “candidate from hell”, to be avoided at all cost because too many pointless phone calls waste time. Of course you are urgently looking for a job, but remember that the agency only has limited control over the process and they don’t get access to every job in the country. Use the time you spend on making these calls more productively: Engage with a range of agencies.

5. Choose your representatives carefully

It is good for every job seeker to be registered with as many agencies as possible to give you the broadest exposure. However, it is also a good idea to choose 4 or 5 specialist agencies that operate in your specific field. They are likely to get more exclusive opportunities specific to your search. Develop relationships by engaging in intelligent, quick phone calls and e-mails.  These are the agencies that are likely to work with your details if they believe you are a strong candidate, utilising their networks to create opportunities were other agencies will only respond to existing requirements. But remember: Because they work in the same sector, these agencies are in competition with each other. Be careful about giving blanket permission about submissions to avoid conflicts of interest.

6. Return agency calls!

A recruiter will call you if there is something immediate and specific on offer. If you don’t return the call, or take weeks to do so, you rob yourself of an opportunity. You also create the impression that you are not interested. The same goes for e-mails asking you to make contact about specific jobs. Even if it is just to say ” No thanks”, the opportunity to engage gives you a chance to further establish your credibility as a top calibre candidate. Make sure the phone numbers on your CV or agency record is up to date so that you can respond to urgent messages quickly.

Guide to #Job Hunting 15: The power of preparation for #interviews

It is impossible to stress how important it is to prepare for interviews!

On 2 occasions during this past week, different clients have given me similar feedback: “If only John / Jane lived up to the expectations raised in their CV! They knew nothing of our company (In one case didn’t even realise the company had no manufacturing facility in the UK!), didn’t know what our products or markets were and gave weak examples to support the experience claimed in their CV.”

The clients were left disappointed, having had their time wasted. Sadly, this also reflected on my own service delivery, and I was disappointed too because I spend time with all my candidates before interview to give them all the information I know about the company and role. All they have to do is build on the bricks I have already given them.

However, I’ve also heard from a client how impressed they were with the depth of research an interviewee had done, being able to bring up and discuss relevant business issues outside of his CV that proved his abilities. This set him apart from being a borderline “No” based on his CV, to a resounding “Yes!” based on his research and ability to deliver it concisely.

With so much competition for jobs and the tight current employment market, it still amazes me that candidates waste the interview opportunity. The hiring client wants you to do well; he’s already bought into your CV by spending his valuable time to see you. Why not grab the opportunity to amaze him even further with your information-finding skills and interest in their organisation?

Especially in sales or commercial jobs, interview preparation is crucial. A good sales person will know his customers and competition, understand his product’s routes to market, the issues that affect pricing and the supply chain. By proving at interview that you have the ability and knowledge to find this information, and use it to position your own objectives and abilities, you show that you have the natural traits of a good sales person on top of the information you provide in the CV. Of course, not preparing sufficiently proves the opposite and you will get short shrift from line managers who have achieved their own positions through doing exactly the same thing properly.

#Recruitment and the Data Protection Act – Did you know this?

Today, I received my renewal notice from the Information Commissioner’s Office (ICO).

Because I last paid this a year ago, it has been out of mind for a while. Best practice with candidate details mean that I naturally store everything on a secure database, and that I don’t send candidate details anywhere without their express permission. The same goes for client information: All data is stored on my database, safe from prying eyes. And I use it with great care and consideration.

I don’t really think about it – It’s an internal process that has simply become part of my daily working practices. But this renewal notification has drawn my mind to it again, and I wonder how many candidates and clients are aware of it?

To quote from the ICO’s leaflet: “The Data Protection Act 1998 places obligations on organisations that use personal information and gives individuals certain rights … every organisation (data controller) the process personal information (data) must notify the Information Commissioner’s Office …. Failure to notify is a criminal offence.”

There are 8 data protection principles embodied in the Act. Summarised, they require that data shall be:

1. fairly and lawfully processed;

2. processed for limited purposes;

3. adequate, relevant and not excessive;

4. accurate;

5. not kept longer than necessary

6. processed in accordance with the data subjects’ rights;

7. secure; and

8. not transferred to countries outside the European Economic Area without adequate protection.

Before you next engage with a recruitment agency, it may be worth asking the following questions:

• Is your recruitment agency registered with the ICO, or are they contravening the Data Protection Act?
• Do you know what they are doing with your personal data, how it is stored and how secure it is?
• Do you give permission every time your CV is sent out somewhere?

If they are not registered, you are vulnerable. Food for thought, methinks!

Discrimination – The recruitment black hole

Unemployment rates are at an all-time low. And the Chartered Institute of Personnel and Development (CIPD) reports that more private firms are planning to recruit even more staff in 2015 than last year.

Any company thinking of recruiting in the near future should be aware that changes to various parts of discrimination law in the past five years makes it an offence not only to discriminate against employees, but people who are interviewed for jobs. In fact discrimination law applies to every part of the recruitment process from job advertisement through to candidate selection to interview and offer/rejection.

This responsibility does not only fall to the HR department: Every person involved in the recruitment process are compelled to comply with the legal requirements to avoid discrimination and potential litigation.

It is illegal to discriminate against age, gender, pregnancy, married or civil partner status, colour, race, nationality, ethnic origins and national origins, religion or belief, sexual orientation, disability. Each of these areas is covered by a separate section of legislation and it is very easy to fall foul of the law by using wording, treatment or documentation that is contrary to the legal requirements.

Its is also important to note that not intending to discriminate is not an excuse in the eyes of the law.

Hiring employers are recommended to document the recruitment process to ensure objective, consistent and structured decision-making. This applies equally to recruitment agencies. Also, an employer must always be able to justify their decision in recruiting a particular person in case of an application to an employment tribunal. If the issue reached a tribunal, you would have to provide evidence showing how and why you reached your decision, and tribunals place more weight on documented evidence than on oral witness. Please note that in some cases, it is not even necessary for the candidate to have applied for the job in order to be discriminated against – Job ads that hint at or contain potentially discriminatory or exclusionary text will stand up in a court of law.

Best practice

It is very important to have an equality policy in place, and to feed this through all the steps of the recruitment process:

• Job advertisement. It is unlawful for a job advertisement to specify that the applicant must be of a particular age, gender, race, etc – unless being of that gender, race, etc is a genuine occupational requirement/qualification.* (Words like young, mother language, etc. can be construed as potentially discriminatory)
• Job specification. Identify the qualifications, skills and experience required for the job, eg NVQ level or equivalent, customer handling with experience of difficult situations.  Anything that is not specific to the job should be excluded.
• Person specification. Identify the personal qualities required for the job, eg focus, persistence, determination. You can set out any genuine occupational requirements or qualifications, but do not ask for any that are unrelated to the job. For example it would be discriminatory to ask for good written English, where this was not required to do the job.
• Application forms. Only ask for the minimum of personal details. However, there may be certain information you need to ask for in order to avoid discrimination during the selection process. For example, you should ask applicants to indicate if they have any special requirements should they be shortlisted for interview, but asking for their date of birth or marital status might be potentially discriminatory.

Structured process

A well-structured process actually aids decision-making and delivers an objective hiring decision. It is important to document each step:

• Short list creation. You should document how the choice was made in accordance with the objective criteria listed in the job and person descriptions.
• Interview notes. Keep a record of how the interviewees performed in relation to questions based on the objective criteria. When interviewing people for a job there are certain questions you should not ask, such as whether a candidate is married, is a partner in a same-sex civil partnership or whether they have plans to have children.
• Selection decision. Note down how the successful candidate was selected in relation to the objective criteria.

Dealing with Recruitment Agencies

How does your agency respond to the implications of discrimination in recruitment? Recruiters with up to date professional qualifications are likely to be aware of the requirements of legislation pertaining to the recruitment process. If they don’t the implications for client and candidate alike can be severe.

 

Guide to #Job hunting: 5 Mistakes hiring companies make

Over the past 25 years in recruitment, I have probably seen the best and worst of hiring strategies and recruitment errors. In the past, companies got away with making crucial errors in their recruitment processes or hiring decisions because the market was soft and it was easy to rectify the mistake (usually a miss-hire) by finding a replacement. But as the jobs market becomes more and more competitive this is no longer possible, and the cost in time and pain of miss-hiring is no longer that easy to overcome.

If you are a candidate seeking another job, then being aware of these pitfalls will assist you in judging whether you are in a process that will succeed or fail. There is a far better chance of getting a stable, long-term new job if you can identify selection processes that are not going to be prone to hiring errors.

These are the main pitfalls:

1. Lack of a clear objective

Often, hiring companies aren’t specific enough about the duties, skills, and competencies they need.  Concocting “wish lists” of super-human attributes, combined with unrealistically low pay scales relative to expectations of the experience needed, will create havoc in a talent search. Hazy, ambiguous descriptions along with generalities like “good written and oral communication skills” don’t help either. It is much easier to hit a clearly defined target. This does of course mean going back to the basics of developing a job and person specification, but the longer term benefits are real and calculable.

2. Having an unrealistic idea of what kind of candidates might be available and the money it may take to hire them.

There is no such thing as the perfect candidate, and waiting for one is as unrealistic as searching for one. The only way to become realistic about what the market might bear is to research it, especially in this economic climate as it changes so rapidly. Know what and who is available and the commensurate earnings expected and then plan accordingly. The number of quality candidates active in the market is drastically lower than it was even last year. My clients are often shocked that the salaries locked in by inflexible pay structures won’t allow them to hire the quality or experience they wish for. The rules of supply and demand are in play here: Good skills and experience have become a commodity and this is driving up salaries, whilst also limiting the candidate pool. I’m not saying throw all caution to the wind. I am saying be prepared to negotiate to attract the best talent, or be satisfied with the second choice.

3. The confused objectives of too many or inappropriate decision makers 

Studies have shown that once the number of people in the interviewing and hiring process exceeds three, the probability of a bad hire is greater. The reason so many people are usually involved in the interviewing and hiring process is that organisations, naturally, want to spread the risk of decision-making. But better hiring decisions would probably be made if only a small number of people (In my view, 2 is optimum) manage the process objectively.

But having the wrong people in the decision making process is equally risky. Most managers will claim that hiring good people is the second or third most important function they have, right behind making a profit. So why delegate screening or interviewing of candidates to subordinates who have no real understanding of the organisation’s needs, or subordinates with hidden agendas? If hiring is one of a manager’s most important functions, he or she should take the time and make the effort to do the whole job from start to finish. How can they afford not to?

4. Processes that take too long.

It used to take about 30 days to fill a vacant position. Now it takes between 90 and 120!  And even longer for more senior or complex roles. When the hiring process takes too long, good candidates are lost to more decisive companies, it refelcts badly on the hiring company’s brand, and it gets harder and harder to fill the vacancy. The “shelf life” of quality candidates is increasingly short – This has now become a competition! Maintaining the momentum with candidates (Especially after the first interview, when only the one or two “choice” candidates remain) is crucial to keep them motivated about the process. If things take too long to progress, they simply lose interest and wander off to find other employers who respond more rapidly. Slick, quick process impress candidates and make them feel worthy of a job in the organisation. Slow processes that crawl at a snail’s pace, laden with red tape, puts calibre candidates off and might be a crucial element should they have to decide between two job offers.
5. Poor interviewing techniques.

Preparing a list of questions to ask every candidate, recording the answers, and comparing the responses (Quickly) equate to efficient and objective recruitment. Sadly, this rarely happens.

It is often down to a lack of experience on the itnerviewer’s behalf. After all, its not something they do every day. “Tell me about yourself” is the first question down the wrong road. Most interviewers start with random questions to “get to know the candidate” and never recover. They make copious notes, and then three weeks later try to compare the candidates about whom they remember very little.

A structured, disciplined interview technique that is applied to every candidate in exactly the same manner is the only real way to compare candidates. It is so simple and yet so seldom practiced.  Tight, controlled interview processes with rigid structures applied fairly across all candidates, in a short space of time, deliver the best results. It might be worth bringing an experienced interviewer into the process and to rather observe than conducting the interview personally – This is a real and practised technique that delivers results when a decision maker lacks confidence or experience to interview.

5 tips to get your CV discovered online – Guide to #Job Hunting

Do you have a “One size fits all” CV?

Writing a CV with a specific job in mind, is relatively easy because it can be targeted. Getting your CV ready for online is quite another story.

The fact is that using your standard CV for all purposes is not the best way to get found by recruitment agencies or employers online. And the entire jobs market is online, if you see what I mean!

There is a specific reason for this. Registering your CV with an online jobs board, or sending your CV to an employer or recruitment consultancy has one particular element in common: A database.

1. How does it work?

An electronic database is an effective way of managing and storing vast amounts of data, in this case thousands of CV’s. Think of it as a huge storage facility into which all the electronic data is poured en masse, identified only by little tags of data that will help the database administrator dig the information out again when it’s needed. These little tags are key words or phrases.

When a recruiter wants to find a list of potentially suitable CV’s for a job, the databases are searched through using key words or phrases that will pull out suitable CV’s from the huge numbers stored in the database.

This isn’t dissimilar to a Google search: The jobs boards will categorise search results in order of suitability that is usually based on the numbers of times the key words appear in the CV. The more frequently the word appears, the higher up it is rated in the search criteria.

Of course, other search criteria also apply: Geographic location, salary range, qualifications, temporary or permanent, etc. but key words, in my view, is the most important way to find well-matched candidates. There are usually boxes to tick for these general search areas and this is automatically searchable.

When you apply to an agency directly, the likelihood your CV being stored on yet another database is very high and even though it might be additionally coded in this way, the agency will still need to know what your background is. You don’t always get the opportunity to discuss this first.

For this reason, writing a personalised CV for a database is not appropriate. There is in fact very little human interface until your CV is read AFTER it has been found on the database.

Obviously, if you are looking for a job it is important for your CV to rate very highly in database searches. The more “hits” you get, the better your chance of being successfully matched to a job and proceeding through the recruitment process.

2. Think like a Recruiter

As a recruiter it is to my advantage to find the best possible candidates for the job I am trying to fill through searching the databases. But without some really creative thinking on my part it is often very difficult to dig them out. I am always surprised how few candidates actually mention obvious information like the industries they work in, or the products they work with, on their CV’s.

With the databases jammed full of CV’s of any kind, getting your own to the top of the pile is really important. Sometimes stating what you might think is the obvious, makes the difference between being overlooked or not.

Recruiters get thousands of CV’s in every search. Improve your chances of being spotted by imagining you are explaining what you do to someone who has no idea of what you do. Write all the descriptive words down, and use them in your CV. Remember, a non-intelligent electronic system is going to be matching on these words. Then, they will be cross-examined with human intelligence. When I look at hundreds of CV’s, it is much easier if its obvious that the CV represents a basic fit, rather than having to dig too deep too quickly.

Most recruiters will use the first trawl to draw up a long list to investigate deeper the second time around. This is usually done quickly, perhaps by a quick scan only. You might be excluded during this scan, even if you do match the job, if your CV makes it difficult to find and process the information.

3. Optimise key words and phrases

Using the above ideas, you should have a good idea of what to include, but the following words MUST appear in your CV:

• The industry you work in. Don’t just tick the box on the registration screen, mention the words in your CV. Be specific and if there is more than one descriptive word, use them all.
• The products you work with. Do you design engines? Do you sell guitars? Do you service front end loaders? These are all key search criteria – The words that must appear in your CV.
• Jargon, acronyms and technical words. This is particularly important for technical jobs, or jobs in industries like Automotive, Aerospace or IT / Telecoms where acronyms abound. In automotive, words like JIT, QMS, FEAD, etc have become part of the vernacular and that is what recruiters might use to search.
• Job titles. Especially if there is more than one descriptor for what you do, make sure you cover the bases. For example Sales can encompass Business Development, Key Account Management, Telesales, etc. that all describe a variation on the same theme. Make sure these appear in your CV in such a way that they describe very specifically what you do or want to do.
• Specialist areas. For the same reasons as above, the more your specialist areas appear in your CV the better your chances of standing out from the crowd.
• Brief company details. In a very short paragraph, describe the industry, product, methods and systems to optimise key words whilst also explaining to someone who is not familiar with the company exactly what the organisation did, and in turn cast light on where you fit into the context.
• Systems and processes, especially if they are widely used or have specific names. For example, a system like SAP is very widely used and this might be a search word. If it’s not mentioned, the assumption would be that you don’t have the experience.

4. Less is not more

Sometimes it is not possible to squash all your skills and experience into the confines of 2 pages. Especially if you are a specialist or senior manager, I believe that making a CV too short might be to your disadvantage if it is stored on a database.

Write what you have to, but use bullet points to shorten the text and make it easy to find the information. Put your best attributes at the top of your CV, where it can be read first. Use figures and data to prove your abilities rather than just statements. Numbers in a CV is attractive, especially in commercial or sales jobs, as it provides a measure for your efficiency.

However, no Recruiter wants to read War and Peace so if the CV is too long, its likely not to achieve your objectives for you.

5. It must still make sense

Never forget that sooner or later, your CV will be read by a human being again. Optimising the search words is a means to this end, and the electronic search is the hurdle you have to cross in order to achieve this objective.

Don’t just list the key words. Use them to describe, concisely and intelligently, what you did and how you did it.

These tips should help you write a CV that is online friendly. Good luck!