Archive for the ‘Motor trade jobs’ Category
Back in the day, when I first started my recruitment career (And I will have you know it’s not SUCH a long time ago!) such a thing as the Internet or online databases didn’t exist. In fact, we didn’t even have computers, other than for typing up CVs in WordPerfect – A job for which a special CV typist was employed. We hand delivered CVs to our clients, and the advent of the fax machine was a major technological leap forward in our communication with candidates and clients.
I had all my candidates in a hanging file system next my desk, my client contacts where in a Rolodex and clients trusted my judgement enough to arrange interviews directly on the phone with candidates I had interviewed, but whose CVs they have not even seen.
Shuffle on 20+ years (Yes, I am indeed that old!) and the face of the recruitment sector has totally changed. Sadly, trust went out of the window long ago, as soon as recruitment became commoditised and everyone forgot that there is no price to be placed on strong business relationships. However, that is probably the subject of a different, far more wistful blog post! This one is about candidates and CVs, so I will not digress.
Nowadays, if you want to be a candidate and find yourself a new job, you have to be in more than just one recruiter’s hanging files to have a ghost of a chance, at least. Your ksills are now a commodity too. Paper CVs have long gone out of the window and now, you have several electronic versions. In fact, your actual CV may soon be obsolete because technology is developing so quickly that you can now find a job without even having a CV at all, depending on the sector you find yourself in.
Of course, not all industries evolve at the same pace in this regard, and if you are an engineer then your technical skills will probably still be the most important thing. And having these written down on an e-paper CV, honestly and solidly, will probably still be valid for a long time. But if you work in Sales or Management, then I can almost guarantee that your online brand will soon have to be very close to equal your personal one, if you want to excel and do well. And what’s on your CV must reflect what can be found online, support it and extend it.
Because trust is thin on the ground nowadays, expect the recruiting manager or hiring manager to check you out online well beofr eyou even get to interview stage. And who knows? This may even be where they you first, so that you don’t even get to the point of applying for a job or sending in a CV at all!
They are likely to look at any (Or a combination of):
2) The number of Twitter followers you have, the last time you tweeted and what you tweeted about
3) The size and quality of your LinkedIn community
4) The number and quality of recommendations you have on LinkedIn and
5) Your Klout score.
This means that, eventually and in the not-so-distant future, your slightly old-fashioned CV will most likely be replaced by the breadth and depth of your personal brand.
And as candidates catch on to employers’ focus on their Internet presence, they will shift their methods accordingly. Taking the lead from innovative applicants like Shawn McTigue, who made this 2:50 video as part of his application to a Mastercard internship, more workers will take a creative approach to marketing their experience instead of sending out there CVs.
However we do it, we will all have to accept that a one-page summary of our professional histories, expertise, skills, and achievements – that which we think of as a “CV” – will no longer act as our differentiation in the job market.
Start working on your online brand now – Engage, share content, add value. It will be the best investment you can possibly make in your own future.
During 2012, I wrote a guest blog for Jobsite about how job applicants can get the best out of recruitment agency relationships. It attracted a whole lot of interest at the time, so I thought it might be useful to repost the content:
“When I started my recruitment career 24 years ago, I had a set of hanging files containing about 50 candidate records, I knew each one of them and it was my aim to place every single one. Now with the rise of internet based recruiting, agencies have thousands of candidates on their databases and this has contributed to a depersonalisation of the recruitment industry from the candidate’s perspective.
There are of course still many Recruitment Consultants out there who go the extra mile to build relationships and feel responsible for their candidates. However, there is always a lot of negative comment about the industry in this area. There seems to be a general mismatch between candidates’ expectations of the recruitment industry in general, and the reality of their day to day experience.
I hope the following points will assist with managing your expectations during your job search, and to give you more control:
1. Take responsibility for your own career
Agencies do not find people jobs, they search for potentially suitable candidates to fulfil their clients’ hiring expectations. The recruitment industry is hugely KPI and sales driven, so agencies are under pressure to perform. You will certainly still be able to find specialist consultants who are willing to give you personalised advice and assistance, but don’t set your expectations too high in terms of the success rates of your applications. Take charge of your own situation, give yourself the broadest possible exposure and don’t wait for them to call you – You will have to do most of the chasing!
2. Give yourself broad exposure
Register your CV with several agencies, and also post it onto the jobs boards like Jobsite. Make sure you have a lot of search words repeated in your CV as this will give you a higher ranking in the recruiter’s searches. You should also search for online jobs yourself, and if you see something you like send in your CV. Also Google the agency and give them a call to introduce yourself. Recruitment really is a numbers game and you will be successful if you embrace this in your job search, whilst managing the frustrations of making many applications and only getting a small number of responses. Make it easy for agencies to reach you, with ALL your up to date contact information on your CV
3. Don’t apply for jobs that are not relevant
Read the job advertisement and if you don’t fulfil the criteria, don’t apply. If you just apply to every single job you see, you may eventually be seen as an unfocused candidate and could even be taken off the agency’s database. Keep track of the jobs you apply to via the web. Agencies often advertise the same role on different sites, so if you have already applied through one site, do not send your CV again through another. You will save yourself time, your expectations will be managed and you will not create the impression of being desperate.
4. Build relationships
Choose 3 or 4 agencies that operate in your specialist area, and make contact with an experienced consultant. It is better to deal with specialist agencies rather than generalists, as this reduces the level of risk in your application. Introduce yourself to the consultant, explain what you are looking for and ask their advice. Also check how frequently they want you to check in with them for updates, and then make it a habit to have a quick catch up without becoming a pest. Remember, they are targeted and don’t have time to speak with you unless there is a real reason. You want to make sure you are first in their thoughts and on their database for the right reasons!
5. Working in partnership gives you competitive advantage
If an agency calls you, make sure you call back quickly or answer immediately as timing is sometimes crucial. If they arrange an interview, confirm that you have received the details and call them back straight after the interview. Give them your feedback concisely and be specific about what happened in the interview. Give them time to contact the client for feedback before you chase too hard. This all helps to build a relationship with your recruiter and even if you don’t get offered the first role, if you do well in interviews they will certainly put you forward to the next suitable role. If you under perform at interview or commit some of the most common faux pas (E.g arriving late, not grooming appropriately, bad mouth your last employer) they will think hard before including you on a shortlist again.”
At the start of every new year, we all make resolutions of those things we would like to do or change during the next year. It’s a bit like spring cleaning: Sweeping out the tired old year to allow the new year to bring in a fresh outlook, new challenges, and renewed energies.
Often, finding a new job is at the top of our list.
But is it wise to simply just cast yourself into the job market, without being aware of what exactly it is you want to change?
Without actually understanding and being clear on why you are looking to leave your current job, you may not recognise what it is what you are looking for in a new employer.
Does money matter?
Better compensation is very rarely the true reason for people to leave jobs. In most cases, it is only a symptom of a more complex issue. We need to work in a place that is fair, trustworthy, and deserving of an individual’s best efforts in order to feel valued, respected and secure. Through the recession, your employer may not have been able to provide the pay increases you were able to achieve in the past.But often, people will stay employed in jobs that are underpaid because the other elements are provided for sufficiently for money not to be an overwhelming issue.
Where is the crunch?
Before you decide to leave, consider the following statements about your job and employer:
- I am able to grow and develop my skills on the job and through training.
- I have opportunities for advancement or career progress leading to higher earnings.
- My job makes good use of my talents and is challenging.
- I receive the necessary training to do my job capably.
- I can see the end results of my work.
- I receive regular feedback on my performance.
- Competition is constructive, and colleagues are not pitted against each other to perform.
- The communication channels are clear and open. I know how to address problems, and I’m confident that they will be addressed fairly and objectively.
- I’m confident that if I work hard, do my best, demonstrate commitment, and make meaningful contributions, I will be recognized and rewarded accordingly.
Yes or no?
The above details the most common reasons, through research by Forbes magazine, of why people leave their jobs. They should give you a pretty good idea of where your niggles lie. If you can’t argue with any of them, make sure you have a clear reason for moving. Possibly, your issue might be sorted out without taking that serious final step.
However, if you do find areas that you are not comfortable with, then make sure you research any potential new employer to make sure you don’t walk into exactly the same situation again.
Happy new year!
Once you have cleared this with yourself, and you understand your own expectations, good luck! The jobs market is dynamic at the moment, and hiring in 2013 is set to be competitive, especially for candidates in scarce skill areas. Find a good Recruitment Consultant who can give you industry and career advice, and who will support your endeavour.
Everyone deserves to be fulfilled in their working life. Go for it!
The recruitment industry in the UK is an interesting economic place. Totally unregulated, it is driven in the main by commercial demand and financial means, both by the corporate recruitment fraternity and the major large employers. The smaller agency players in the market have no choice but to go with the flow, if they want to remain competitive. And candidates have to try and find relationships with agencies they can trust if they want to progress their careers. Its a free market economy in the true sense of the word.
But there is one issue that wants me to leap onto my band wagon at the moment: Conflicts of interest in the business relationships recruitment agencies have with their clients.
I recently dived back into the automotive engineering recruitment pool, after spending some years on the periphery in the automotive aftermarket. What I am finding consistently as I begin to engage with past and potentially new clients, is a slightly disturbing situation that defies common sense in business.
The engineering industry in the UK is enjoying a resurgence after being severely hit by the recession, and the demand for scarce skilled candidates is at an all-time high. There is real competition for people with good qualifications, stable career paths and functional expertise in core technical and commodity areas. These candidates have a luxury of choice when it comes to job opportunities, and I have heard of bidding wars between competing potential employers to obtain and retain the most sought after engineering abilities.
You would think that, given the state of the economy and the skills shortage that has raged in this industry for years, employers who use agencies for recruitment would recognise the need to protect their resourcing and human capital strategies in the same way they would protect their technology or their intellectual property. After all, the people they employee are the keepers of these secrets.
And the reason I know they don’t, is that the same small handful of agencies seem to own Preferred Supplier Agreements with most of the major employers. Sometimes the same agency has PSA’s with directly competitive companies, in exactly the same geographical and technology areas.
If I was an employer, this would worry me.
I am not an employer, and it worries me. How are these companies protecting the vested interest they have in their staff? Why are they allowing competition for their own staff through their current supply base? And why are they paying a (highly negotiated, remember its a PSA) fee for the pleasure?
Not much leaves me speechless. But I am certainly at a loss for more words regarding this subject. For now, that is!
Since I established C R Associates in October 2009 out of my own redundancy, 54 candidates have been placed successfully, with over 90% of those still working in their original roles, or having achieved promotion of some description.
Working on my own has been a huge learning curve, and I have been fortunate to develop some wonderful business relationships with excellent clients and some great candidates, to all of whom I owe a debt of gratitude for the success of the past 3 years.
Building on this success, I am delighted to say that I have been presented with several new opportunities in other markets. In order to explore those, it is necessary for C R Associates to take a hiatus for the foreseeable future.
All current guarantees and processes will of course be honoured.
I would like to thank all the clients, candidates, and friends I have encountered over the past 3 years. Some excellent working relationships were established. I am delighted that, in some way, I was able to make an improvement to the lives of those that I placed, and to those businesses in which I placed them.
I look forward with excitement to whatever the next few months hold for me, and perhaps even a well-deserved break too!
Best regards and positive wishes to all
Ever wondered why an interview you thought went swimmingly well, ended up failing? Read on – The reasons might be in here!
1. Talking too much
Good communication is about sharing information, so make sure that the conversation works both ways and isn’t all led by you. Listen equally as much as you talk, and allow silence from time to time to gather thoughts, both for you and the interviewer.
Being critical of a past employer also falls into this category. If you have nothing nice to say, rather say nothing at all.
2. Issues with time
If you’re serious about the job you need to show it by giving it your full attention. This means arriving on time (Or preferably, a tiny bit earlier to show you’re keen.) Don’t make other arrangements for directly after your interview. Clock watching is rude and distracting – It also means you are racing to finish the interview, resulting in a power struggle with the interviewer who might wan to go at a slower pace. At the other extreme, don’t overstay your welcome either. When the interview concludes, say thank you and leave. Hanging around too long can destroy a good interview.
3. Preparation – Or not!
Over preparation is just as bad as not preparing at all. Arriving at an interview not knowing anything about the job or company is a no-brainer. Maximise your chances by researching the job, the company, the interviewers. It proves you are interested, proactive and willing to learn.
But over preparing can also shoot you in the foot, especially if you insist on trailing through extensive presentations or going on at length about what you know about the company. Use the information you have gathered to direct your answers and questions, and go with the flow of the interview.
4. Inappropriate grooming and dress
You can always take the tie off! This falls into the preparation category, but it’s so sad that often, people ruin their chances by not dressing appropriately. My grandmother always said you can never be too tidy – This certainly goes for interviews too. Make sure you know the corporate dress code, and dress accordingly but be very careful for “Business casual”. This can mean jeans in one company, and a loosening of the tie in another. Always ask, and if you’re not sure err on the side of caution and go for a suit. As for personal hygiene and cleanliness: Again, a no-brainer! But you will be surprised how often people get turned down after good job interviews for smelling oddly or looking grubby.
5. Poor listening skills
One mouth, two ears – Use them in that proportion! Not listening to questions properly will mean you are unlikely to answer appropriately. The danger here is assuming you know what the question is before it’s been fully asked. So you may go off at a tangent, leaving the interviewer bemused and you without a job. Taking time to listen opens the door to two-way conversation, and that is what interviews are all about!
It makes sense that the CONTENT of your CV is what gets you the interview, not the STYLE of it. Obviously, the person who reads your CV wants to see what you did, how did it, how long for and what you achieved in each role. Anything that detracts from that, detracts from your chances of being considered.
When you apply for a job, you would want your CV to cause the least bit of disruption to internal systems, so that it can get through to be seen by the decision maker. Formatting and trying to be overly creative with the appearance of your CV can shoot you in the foot.
In this case, less is definitely more! The best advice on formatting is always to go for a simple Word based CV, with ordinary spacing and using bold typeface to highlight important bits.
1. Ordering of dates
Always start with the most recent first. Reverse chronology of dates means the reader has to scroll all the way down to the bottom of your CV to get to your relevant experience. They may get bored and decide to look at another CV instead!
2. CVs saved as PDF
Your CV is likely to be stored on a database if you approach an agency. They would probably want to reformat it to suit their particular style. If your CV is saved as PDF, it is not possible to effect quick changes. Some databases don’t accept PDF at all as a document format. At best, it will need to be reformatted either by the database itself, or by an administrator, which means you will lose all the clever formatting anyway. At worst, your CV might just be discarded.
Using complex tables in your CV might look good and help you to sort the information, but often emailing or storing tables disrupt the formatting. And if your CV has to be reformatted to suit a recruiting client’s expectations, it can cause administrative headaches with tables that overrun pages, or tables that don’t fit into the set format. As for PDF’s, save yourself the risk of exclusion by going for simple and straightforward instead.
Believe it or not, I see many CVs that are written entirely in capitals. It is difficult to read, hugely challenging to reformat and simply not good English. Always make sure the capitalisation is correct. It reflects attention to detail, a good grasp of the written language and good presentation skills.
5. Multiple Colours
Recently, I saw a CV with all the text in red. It was amazingly difficult to read! Using too many colours, or even a single block colour, on your CV does not create the right impression. Go for simple black text on a white background – It creates the best professional impression.
6. Including logos and photographs
Don’t put the logos of past employers on your CV. You are selling your own skills, and that is what you should be focussing on.
As for photos: Just don’t do it! Unless you are in a performance related field such as acting, the way you look has nothing to do with the job you do. It distracts the reader from what is really important.
A large amount of text presented in a single block is very difficult to read. Space things out so that the reader is lead naturally through your experience. Use Bold type to separate different sections. For example: Place an employers name, dates and job title in Bold, and then follow that with a bulleted list of responsibilities and achievements in that particular role
8. Keep it standard
Finish off as you start. Make sure your CV has a uniform appearance, present information consistently in the same way (Spacing, typeface, etc) throughout to create a professional appearance. Anything different creates a haphazard appearance.
Recruiters find themselves in a complicated and often misunderstood role. Job seekers are attracted to their services and industry expertise – yet at the same time repelled by the seemingly fickle relationships, the possibility of failure and rejection, and worst of all – job opportunities that may never fully materialize.
Before working with a recruiter, job seekers need to come to terms with some very hard truths about themselves and the recruitment industry. Namely, not every candidate is created equal, and recruiters can’t always be miracle workers. Realizing this, candidates can move on and embrace recruiters for what they realistically have to offer. Below you’ll find some un-doctored truths about recruiters – what they can and cannot do, and what it means for job seekers. For starters…
- Recruiters have commitments to their clients: The recruitment agency’s clients are composed of companies and organizations that have hired them to fill open positions. Although a recruiter may want to help you with all their heart, if you’re not a good fit for their requisitions, they can’t do anything for you (at the time). What this means is that recruiters have long memories, and when a position does come along that fits your profile, you can bet that you’ll be first to know.
- Recruiters know the job market: Recruiters who are truly dedicated to their craft will be able to offer small tidbits of wisdom to help you along in your job search. If a recruiter recommends you make an adjustment to your CV or suggests you present your experience in a certain light to better fit an opportunity – you’d be wise to listen to them. On the other hand, know that recruiters are not babysitters or career coaches…
- A recruiter is only as good as his/her candidates: The Internet is awash with criticisms of recruiters for their inability to place every sad excuse of a candidate that walks through their door. Recruiters are not miracle workers. They can’t shine you up, cover up your imperfections and toss you into your dream job. If you’re not qualified for a position, the recruiter can only do so much.They don’t create jobs, but they can be “hubs” of invaluable market knowledge and career networking.
Finally, know that working with recruiters requires mutual effort and understanding. A good recruiter will put in the extra effort for you, if you do the same for them. When working with recruiters, try to return their calls in a timely manner, be professional and presentable, go on interviews they set up, and always exercise honesty and integrity.
As with many practices in business, you get what you put in. If you call a recruiter only when you desperately need a job and then act frustrated when they don’t find you a job in a day, they aren’t going to want to help you as much. Again, recruiters can’t make a company hire you, but they are selling; if they like you and believe in your skills, they will be that much more effective at selling you to the company
According to a study released this week by TheLadders, an online job-matching service, recruiters spend an average of only six seconds reviewing an individual CV before making a judgement on its suitability.
So you spend days, weeks, maybe even months working on your CV, fiddling with fonts and wording and getting it into perfect shape for your dream job. Then a recruiter looks at it for a mere 6 seconds before making a decision about it.
TheLadders used a scientific technique called “eye tracking” that analyzed how long 30 professional recruiters reviewed candidate profiles and resumes, and what those recruiters focused on.
“They’re looking for job hoppers, minimum education requirements and a candidate’s steady career progression,” says Will Evans, TheLadders’ head of user experience and the man behind the study. “It’s a snap decision.”
So if you’re a job-seeker, it’s incredibly important to make those few seconds count. Below are 5 tips from Evans for each precious second a recruiter spends with your CV.
1. Don’t be Creative
This is not the time to get fancy. You want potential employers to get the most information from your CV as quickly as possible. Your CV should follow a standard format that is simple and easy to read. “Recruiters develop this mental model that allows them to extract the most important bits,” says Evans. So make sure these six items are easily digestible: your name, your current title and company, your previous title and company, your previous position start and end dates, your current position start and end dates, and education.
2. Put Your Expertise and Skills at the Top
These are the things that you’ll ultimately be bringing to any new employer, so make sure they’re near the top where a recruiter can easily see them. Use action verbs when describing your accomplishments and back it up with quantitative data when you can. For example, say that you increased sales by 30%, or that decisions you made led to a 150% decrease in operational costs. This is the area where you should feel free to go in-depth.
3. Don’t Make it Too Long
Include as much as you can without making it seem cluttered. Telegram style and bullet points work – Focus on your most recent experience and the past 10 years, because that is most relevant. Put all the important bits on the first page. What follows later will only be read if the initial screening ticks all the boxes.
4. Ditch the Photos
“If you only have six seconds, you don’t want them distracted,” Evans says. So get rid of any photos you may have attached to your CV, and don’t try any video gimmicks. It’ll come off as, well, a gimmick. “You don’t want people focused on your face and not your skills,” he says.
5. Don’t Focus on Your Personal Achievements
It’s great that you’ve played the tuba since high school but don’t spend too much time playing up your more personal info. Unless its directly relevant to your job, it’s not important enough to be on your CV.
My own recent experience just made me realise, again, how important the personal brand of the sales person is to the customer and the buying relationship.
In this case, I was the customer who bought some advertising. The sales rep arrived in typical flush fashion, all high heels and big hair to signify her role in the media industry, and with lots to say about what would be best for me and my business. I listened, asked for advice, listened and asked for advice. This particular advertising medium was out of my frame of reference so I needed all the help I could get.
I placed the order, and in due course I had an email with my proof. I made a few little changes, assuming that what was delivered was right and appropriate given the detailed brief I gave, and also implementing the trust on my part that my request for advice was heeded.
Now I know that advertising can be hit and miss, so my expectations were pretty well-managed.
The first issue developed when the campaign started without me being advised of the date, so my back office systems were not quite ready yet. I complained, they apologised.
Off we went again, and 4 weeks into the 8 weeks campaign I had a call to see how it was going, and also to offer me some more advertising in a different medium. It wasn’t going great so I wasn’t going to buy any more advertising! But she did offer to make some changes to the current ad to hopefully improve the response rates. I emailed my new information, left messages and even emailed the rep to talk to her. I was ignored for over a week!
When she did eventually call, it was full of excuses about how her iPhone had let her down. Frankly, I didn’t want excuses. I was mortified that this sort of stuff still happens in modern-day sales! Especially when the solution she offered involved paying a lot more to keep the same ineffective ad running.
Eventually, I got to speak to the Sales Manager who was very quick to defend their business principles, but also pointed out that the ad was grossly inappropriate for the medium. I respected how well she defended both her team and her employer. But I was also surprised that, as the Sales Manager claimed to be a recruitment expert, and given my repeated requests for advice, I didn’t get to speak to her at all in the process? I felt even worse when she said another recruitment agency had taken the same package deal and had a fabulous response. Really? Why were they given different advice to me then, if we were obviously paying exactly the same price for exactly the same deal?
In the end, I am getting some of my money back. But the damage this has done to my perception of this organisation is huge. I will be very dubious to trust anything they say, ever again, regardless of the Sales Manager’s claim that they are an ethical business.
I believe that this is all down to communication within their business internally, and the lack of the Sales Rep’s ability to establish credibility after she had promised the earth but failed to deliver. As sales people, we operate hugely on a basis of trust with our clients. The client buys both the wider branding of the seller, and the personal brand of the sales rep. If the two brands do not line up, there is a real likelihood of a disgruntled result at the end. To the client, that person sitting in front of him making the promises represents the company and this is were buying decisions are made and later, regretted.
The true mettle of any sales person is tested when things go wrong. It is easy to manage affairs when it’s all hunky dory. However, a real professional sales person will put his own pride in his pocket to make sure the customer gets what he pays for. And this includes pro-actively ensuring that the customer gets the best pre-sales service as possible, to try and avoid mishaps in the first place.
Communication, at each step of the process, is vital to make sure the customer knows what the challenges are so he can make an objective decision, When things go wrong, emotions come into play and it is far harder to recover damaged relationships than to manage problems when they are still small.
But most of all, don’t ever make promises that you can’t keep. Forewarn the client of potential issues. And if you can see that they are making a mistake, compare the commission you may lose on the deal with the respect you will earn from being honest. The latter will get you referrals and probably even more business deals. Only going for the sale, at any cost, will end in tears in the long run.
Or have I missed something, somewhere, in this wonderful commercial world we live in?