Posts Tagged ‘automotive jobs’
It appears in most of the “Worst interview questions” lists. But simplistic, general and non-specific as it is, its is also a clever question used by the astute interviewer to assess a myriad of selection criteria. Especially when attention to detail, getting to the point quickly and focussing on what is important, appear high on the selection agenda.
This question is usually asked at the start of the interview. With this in mind, there are ways to prepare for it properly, so that you can get into the more detailed parts of the interview. Answering it well will make a good impression early on, but waffling and getting it wrong might shoot you in the foot totally, or set you back apace.
Getting an Elevator Pitch is a good way to approach this. Wikipedia defines an elevator pitch as a short summary used to quickly and simply define a product, service, or organization and its value proposition. The name “elevator pitch” reflects the idea that it should be possible to deliver the summary in the time span of an elevator ride, or approximately thirty seconds to two minutes. So you have now become your own product, with features and benefits relevant to the job specification!
There is also a strong likelihood that the follow-on questions will be based on the way you answer this question. So delivering a strong answer through your Elevator Pitch will certainly assist you in directing part of the interview, or at least give you a chance to introduce yourself fully and mention some working strengths early on in the interview.
1. DO start with you:
Obviously! But keep it short. Don’t start way back when, just give very broad brush strokes about the personal stuff because this is a job interview, so you should focus on your working background. But it is good to give a warm introduction to yourself, to personalise the meeting and to display your well-rounded background.
2. Do talk about your education:
Where you studied, what, and why you chose those subjects in particular. Especially if you are an Engineer or if you are being interviewed for a technical job, this is highly relevant. Again, broad strokes are better than finite detail, just give them a flavour so that they can probe it later on.
3. Do mention your experience:
This is where you can direct the interview, to a point. This is really the detail that the interviewer is after and they might interject with questions. Invite questions by talking about your relevant skills or experience. Allow the first question to develop into the rest of the interview as it follow a natural conversational course.
What not to do:
1. Don’t talk about salary at this point. Wait for the question to be asked.
2. Don’t go into unnecessary detail. Value your interviewer’s time.
3. Don’t waffle on. Use your elevator pitch and allow the interviewer to drive the conversation
This has been a year of change and challenge in more areas than one. Everyone seems tired, slilghtly worn out and certainly ready for the Christmas break, when no doubt we will all recharge our batteries with festive fare and a lovely rest before starting back in 2013 with a newly refreshed drive and attitude.
Thankfully, the economy seems to be settling at last and hopefully, that will signal positive things for the job market. Lets hope the candidate shortage doesn’t continue to bite!
I would like to wish all my current and past clients, candidates, business contacts and friends a restful and plentiful Christmas, and a 2013 that defies all expectations for success and positivity.
Wishing you fun, frolic with fanciful festivities and a truly memorable end to 2012.
For our lovely festive e-card, please click here and enjoy!
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!
My last blog post said Goodbye and Thank You – I felt that the time had come for me to make some changes in order to continue growing and developing. The world was my oyster (It still is! Life is great) and I didn’t have a clue about what life held in store for me next.
But there is only so much holiday one woman can enjoy before the need to engage with people and to be commercially active becomes overwhelming. A fabulous yoga holiday in Italy had sorted out all my stress issues and I felt re-energised and ready to get back on the band wagon. It was time to act before boredom set in!
However, choosing the right band wagon was a complex affair for me. I am quite outspoken about the recruitment industry in general, and finding the right company with aligned ethics and the same outlook was very important to me. It would be a bit silly for me to dive back into the deep murky pool that is the recruitment industry, and end up having to eat all the words that I so generously extolled about it over the years!
I decided to hitch my wagon to Resourcing Solutions , a privately owned specialist engineering recruitment business based in the South East, but with a presence in the Midlands and the UAE. I liked their ethics, I liked the success they enjoyed with some very large employers in challenging niche markets, I liked their ambitious growth plans, and it appeared that they liked me too! Most of all, I liked the challenge set before me, something to really get my teeth into after 3 years of working on my own in a relative comfort zone.
For more years than I care to remember, I have had my professional home in the Automotive industry. Through its ups and downs, peaks and troughs, manufacturing and aftermarket, this is where I have truly established my personal brand. And it fits perfectly alongside the niche markets where Resourcing Solutions (RSL) already enjoy a strong and respected presence. My challenge will be to grow and develop RSL’s offering into the Automotive industry, whilst also engaging with clients in other aligned markets that might benefit from our offering.
Yes, it is a bit like Groundhog Day for me, being back in Automotive. But it has been a while since I engaged with this market so I am looking forward to learning about the changes and new technologies. I am working on some very exciting propositions that will be fresh and rewarding for potential clients, reinforced by RSL’s candidate attraction strategies and well-developed capacity for creating talent networks and engaging with the best scarce skills candidates in the country. Candidates will continue to benefit from my own supportive style, enhanced by RSL’s ethical approach and healthy support mechanisms.
Of course, my personalised service will always remain unchanged, whether to candidate or client. That is really, in my view, what recruitment should be about!
Whether you are an employer wanting to employ a new senior manager, or an experienced senior manager looking for your next career move, how do you decide on which Recruitment Consultant will be able to deliver on your expectations?
How long have they been active in your specific business area? Do they have references from similar clients or candidates? How did they perform in the past?
This should not relate to the organisation you are dealing with, but the individual consultant. It doesn’t mean that, because the recruitment company has been recognised with accolades, the consultant you are dealing with is automatically qualified or successful. Winning business awards often depends on putting forward a business case. Getting personal recognition depends on service levels and delivery. These will only be meted out on request and is a real indication of the efficiency and ability of your consultant, and therefore their ability to provide you with a successful outcome.
Realism and objectivity are two key requirements for success in recruitment. A recruiter who makes upfront assumptions is prone not to listen and will therefore get a subjective understanding of the brief or candidate expectation. I have often seen this tendency in consultants who previously worked in industry. Sure, a past track record in a particular market gives a recruiter a real insight but it also creates a hypothetical, internal understanding that they should know all the answers. Each employer and each candidate is different, even if they work with exactly the same services or products in exact markets. A consultant who lacks objectivity, or views himself to be in the decision making position (How often have we heard about the “perfect candidate” or the “dream job”?) is unlikely to deliver efficient solutions.
A recruiter who asks questions, listens, processes information and asks again to measure his understanding will be far more likely to succeed for both employer and candidate.
3. Market knowledge – Generalist vs Specialist
This speaks for itself. A recruiter who works in a vertical market in a specific sector is most likely to have a finger on its pulse, and can therefore be more consultative. This makes for a more proactive approach. A generalist is likely to have broader knowledge and therefore able to give wider advice rather than specific factual solutions.
4. Commitment – Retained vs Contingency
There is a lot to be said for a fee paid up front. This is contentious, especially in middle management level positions where there is competition from a lot of candidates and many agencies might have potentially suitable candidates. The current employer market is highly risk averse and paying a consultancy fee in advance seems to be a very risky move. The reality is that it actually reduces risk in the recruitment process.
A consultant who is confident enough of his own abilities to take a proportion of the fee in advance in return for increased service levels and a guaranteed result is in fact sharing the risk with the client. This in turn, benefits the candidate. Consultants can only work on small number of retained assignments at once, so there is a higher degree of quality in their output. Candidates are assured of an exclusive, managed process where they are fully informed all the time, and the trust relationships developed in this business context for all 3 parties are more open and communicative.
If these 4 elements are in place, it brings the likelihood of success in any recruitment assignment because it manages risk.
Unfortunately, the UK Recruitment market operates on a predominant no win, no fee basis that totally shifts the risk onto the employer and candidate, with the consultant purely acting as a facilitator. This business model works very well in lower level positions where volumes of candidates are required in order to find the necessary combination of skills, experience and potential. In mid to senior level management recruitment, it makes for dissatisfaction amongst specialist candidates and employers expecting certain levels of service for the increased fees.
Following the unexpected passing of my father in South Africa, I would like to extend my heartfelt thank to my friends, acquaintances, clients and candidates for all the heartfelt messages of condolence and support I received.
The loss of a parent is an inevitable but heartbreaking fact of life. But when family are on the other side of the globe, it makes coping with the loss so much more difficult.
I had no choice but to get on a plane to South Africa as soon as I heard the news to be with my family. Although I did put interim measures in place I would like to apologise if calls and emails have not been answered over the past 2 weeks. Responsive service is always very important to me, but at this time my focus simply had to be elsewhere for a short time.
I have been really humbled by the generous responses I have received from most quarters, and I am truly grateful to be held in such high regard by so many people who took the time to offer their support and best wishes in such a sad time for me.
Hopefully, it will be back to business as normal from now on.
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
We are delighted to be working with eBay, the world’s largest online marketplace. They have a powerful online presence for the sale of automotive parts and accessories across Europe, managed by a passionate community of individuals and small businesses. The size of the European automotive and motorcycle replacement parts market for eBay in Europe is measured in BIllions of Euros.
In line with recent developments in the parts aftermarket, with several of the OE parts manufacturers, factors and distributors developing online parts sales strategies, eBay are now looking to maximise on this trend by developing a new vertical offering to market in Germany and the UK.
This will be focussed entirely on the automotive and motorcycle aftermarket parts channels, offering a platform for factors, distributors and sellers to utilise.
This exciting opportunity requires a sales professional with a real in-depth knowledge of the automotive aftermarket. You will understand the commercial drivers as well as the complex relationships that exist in the aftermarket. You will also have a strong sales profile, with a real drive to develop fruitful and long standing client relationships. Working form ahome based location but reporting into the head office in Berlin, you will also be able to develop commercial proposals based on client needs.
In return, they offer an outstanding opportunity to diversify your skills away from the mainstream parts aftermarket whilst still maintaining a detailed relationship with the industry. There are also excellent benefits, career prospects and a world class working culture from which to benefit.
For more information, please send your CV to firstname.lastname@example.org, or call 0845 269 9085 to discuss this exciting opportunity in more detail
We are very pleased to be partnering with DENSO Sales UK to recruit Account Managers and Applications Engineers for their Coventry site.
DENSO is a leading supplier of advanced automotive technology, systems and components for most of the world’s major automakers. Operating in 35 countries, employing approximately 123,000 employees, DENSO has a significant global presence.
DENSO Sales UK has seen rapid growth in the development and sales of DENSO products including thermal systems, powertrain control systems, electronic systems and electrical systems, to a wide range of manufacturers in the mass and luxury vehicle, off-highway and motorcycle sectors.
All employees work towards a common goal: developing innovative automotive systems. The key to this process is quality. To achieve this we believe that ongoing investment in both the quality of our products and our people is what ensures our position of leadership.
The main focus of the role is the management of the lifecycle of automotive manufacturing projects from business acquisition to phase out. You will handle issues relating to the commercial and / or technical aspects of customer projects, liaising with both our customers and DENSO internal departments, including DENSO Japan and manufacturing sites worldwide.
Key commercial aspects of the role will involve you in the development of product sales strategies, sales expansion activities and developing effective customer relationships.
Application engineering activities include, project planning, measurement/analysis of data, prototype management, design validation activities, vehicle installation checks, engineering sign-off and promotion of DENSO technologies.
The ideal candidate will preferably have a degree in electrical or mechanical engineering or similar qualifications/relevant experience and have a passion for technical products. Experience of working in the O.E. automotive sector (Tier 1 supply) in engineering or in a similar application engineering/technical sales role would be highly desirable. Past experience within automotive powertrain, thermal, HVAC, rotating electrics, or similar product areas are of particular interest, however a good depth of commercial or technical product management experience in a Tier 1 context with other products will also be considered. Strong communication and negotiation skills are essential.
There will be a requirement to travel in the UK on a frequent basis and occasionally to European and Global locations as business needs dictate.
For more information, please forward your CV to email@example.com, or call 0845 269 9085 for more information.
This link will take you to the Telegraph Online: http://bit.ly/uwZfFL where you can also apply