Posts Tagged ‘automotive jobs’
Whether you are an employer wanting to employ a new staff member, 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? Shop around before making a decision about who is best set to represent you:
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 his/her ability to assist you in finding a successful outcome.
Membership of a professional body like the REC or IRP, or qualifications gained through a professional institution like the IRP, is a good measure of a consultant’s credibility and professionalism.
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. Sure, a past track record in a particular market gives a recruiter 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 hiring position (How often have we heard about the “perfect candidate”?) 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
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 a contentious issue, 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.
A contingency based process (Where the fee is only paid to the recruiter who delivers a solution) is likely to be a lot more competitive, with several agencies involved. the volumes of CV in the candidate pool is usually a lot higher. This does not neccessarily mean that there is a wider choice for the hirer, as the quality of the candidate pool might overall be weak. That said, the majority of permanent agency placements are made on a contingency basis and there is a large number of highly competenent, capable consultants in the market who are committed to deliver a high quality of service.
If these 4 elements are in place, it brings the likelihood of success in any recruitment assignment because it manages risk for both client and candidate. By carefully selecting the most competent, qualified consultant(s) to represent your individual needs will bring a higher likelihood of success.
Help for ex-#Unipart #Automotive staff. Definitive Guide to #Job Hunting: Understanding social media
Just about everyone is using Facebook, LinkedIn, and Twitter to network – both for personal and professional reasons. Are you ready for companies and recruiters to find you on all these social media sites? If not, you should be.
Companies and recruitment agencies are increasingly using social recruiting to source candidates for employment, as well as to investigate applicants they are considering hiring. It’s important to be aware of how companies are using social media to recruit, so you can use employers’ recruiting tactics to your advantage and position yourself to be discovered by companies seeking candidates.
Romany Thresher is the MD of Direct Assist, a company that provides Social Media assistance for business owners and busy consultants who need help increasing their online visibility. She says:
“I believe social media is creating an equal opportunities and business without borders market. We are no longer limited to the confines of our cities and countries. If you are struggling to find work because of your location, background, or lack of job opportunities you can find work online using social media. The top 10 demand jobs in 2014 did not exist in 2004. Early adopters of the new communications medium will stand out from the crowd of people who are still looking for jobs using old methods.
Living in a virtual world almost 24/7 I see a trend taking place where the best positions, business and career opportunities are being taken by those who are connected and building their network. Invariably, someone will know someone who needs what you have to offer.”
But remember, even if you’re only using these sites for personal networking, it doesn’t prevent your employer or prospective employers from checking out what you post.
An inappropriate post on a networking site could knock you out of contention for a new job, or even cost you the job you already have. Every single tweet you post can be found on Google and they can come back to haunt you.
What Not to Do When Using Social Media
- Don’t embarrass yourself.
- Be aware that people are reading everything you post.
- Don’t say anything about your boss online that you wouldn’t say to him or her in person.
- Don’t take a chance of hurting your career.
- Don’t do it on your bosses time if you are lucky enough to be in employment
Positioning Yourself for Social Media Success
So what can you do to use social media to boost your career and enhance your prospects of finding a job? How can job seekers capitalize on what companies are doing?
Social recruiting is a new endeavor for many companies and they are still experimenting with what works from a recruiting perspective, and what doesn’t. That means there are no hard and fast rules on how to connect and position yourself to be found, but there are tactics you can use to make the right connections with people in your industry and career field.
It’s important to communicate with connections in your industry, even when you don’t need them. Starting when you already need a job is really too late. Take some time, every day, to connect with who you know and who you don’t know – yet. However, don’t just connect with random people. Identify those with whom you have something in common: education, industry, experience, professional associations, etc.
Networking Before You Need To
Build your network well in advance of when you need it. Talk to your connections on Twitter or the other networking sites. Join Groups on LinkedIn and Facebook, post and join discussions. Be engaged and proactive in your communications. By building a network in advance, you won’t have to scramble if you unexpectedly lose your job or decide it’s time to move on.
The contacts you make online will help you transition from technology to person-to-person communications. For example, a relevant tweet can lead to an @reply (a reply in response to your post) or a DM (direct message) from a hiring manager.
Use your online connections to connect with ‘real people’ online. These human connections will serve you well in the long run and help you get a foot in the door at companies of interest.
Growing Your Network
Are you active on LinkedIn, Twitter, and Facebook? How broad is the base of contacts you’ve made? All those contacts ) are there if I need them, and you can help them, as well.
Take it one step at a time – and one contact at a time – and you’ll be able to build your own career network. It won’t happen overnight, but it doesn’t have to. Work on your network when time permits, remembering that your network might be key to getting your next job.
Then be sure to use your network wisely and carefully, thinking carefully about what you post, so you’re using it to help, not hinder, your job search.
Where I grew up in South Africa, Easter falls in the early autumn. It starts getting cooler, the nights draw in and mothers start cooking vegetable soup. It’s a time for slowing down, for taking respite and for re-calibrating.
Here in the UK, Easter is a time of re-awakening. It’s early spring, the daffodils and crocuses bloom and everything is springing back to life after the winter. We all rejoice in British Summer Time!
Of course, we all know that Easter is not really about hopping bunnies and chocolate, Easter bonnets and chocolate, and more chocolate on top of the chocolate we already ate.
Easter has it’s own meaning for everyone. For me, it’s about being grateful and taking time to contemplate how generous life is with it’s gifts. I seem to be getting a lot more philosophic as I get older. And I like it that way! It has improved my quality of life immensely.
So my Easter wish for you and yours is that you may have the luxury of making space for a bit of gratitude. (And of course, chocolate!)
I am grateful for so many good things – Physical, professional, emotional, spiritual, both business-wise and personal. The list will go on forever! So instead of boring you witless, I would simply like to wish everyone a truly blessed Easter.
I have organised thousands of job interviews for candidates during my career. If only I had a penny for each time a good candidate ruined a job interview by asking the wrong questions – or worse, not even asking any at all!
The problem is that most candidates don’t seem to prepare for the inevitable interview question: “Do you have anything to ask us?”
Great candidates ask questions because they’re evaluating the interviewer and the company– and whether they really want the job. How you ask these questions may make or break the outcome of your interview.
Here are five questions great candidates ask:
1. What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don’t want to spend weeks or months “getting to know the organization.” They want to make a difference–right away. And they want to show the interviewer that they have thought about how they will achieve this.
2. What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations. Maybe top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it’s a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates ask this because they want to know if they fit, and if they do fit, what will make them a top performer.
3. What are a few things that really drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?) In every job some activities make a bigger difference than others. Great candidates want to know what truly makes a difference. They know that by helping the company succeed, they succeed as well.
4. What do employees do in their spare time?
Happy employees like what they do, and they like the people they work with. This is a difficult question for an interviewer to answer. Unless the company is really small, all any interviewer can do is speak in generalities. But this candidate wants to make sure they have a reasonable chance of fitting in, and that is a very important quality.
5. How do you plan to deal with…?
Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends, etc. And well-informed candidates will be aware of all the risk factors. They hope for growth and advancement. If they do eventually leave, they want it to be on their terms and not because the company was forced out of business.
For example: I’m interviewing for a position at your bike shop. Another shop is opening less than a mile away: How do you plan to deal with the new competitor? Or you run a poultry farm: What will you do to deal with rising feed costs?
A great candidate doesn’t just want to know what the prospective employer thinks; they want to know what the prospective employer plans to do – and how they will fit into those plans.
Asking questions like these will help you stand out from the crowd, proving your real interest in the job and the company. Hopefully, the answers will also give you a pretty good idea of whether the role and company is right for you or not.
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!
Recently, I have followed a lengthy discussion on LinkedIn about whether it is really worthwhile entrusting your livelihood to a Recruitment Consultant when you are looking for a new job. Dare I say, the overall consensus was rather negative. The overriding opinion is that Recruiters are sales people first, and this means that job applicants are simply a means to an end. There is a lot of disgruntlement about service levels, and how applicants are treated.
Of course, this perspective might be different from the recruiting client’s side. They pay the bill so naturally, that is where the recruiter’s affinities will lie. But no doubt, even here it is not that difficult to uncover a real dissatisfaction in service levels, delivery of expectations and value for money.
There is a real drive for volume in the recruitment industry – KPI’s relate to sales calls, number of new vacancies, number of CV submissions, etc. This relates directly to turnover through the traditional sales funnel effect: High numbers put in at the top result in more results coming out at the bottom. The larger the business, the higher the overheads, leading to needing even more CV’s and vacancies to keep the funnel sufficiently full.
The economics that apply are no different to a manufacturing company selling boxes for example. The more turnover they need, the more units have to be produced, the more raw material is required, the higher the production costs, the more units must be sold. It’s an ongoing cycle. The difference is that boxes don’t have feelings, families, and futures like human job seekers.
The credit crunch of 2009 has dramatically changed the face of recruitment in the UK, with the high levels of unemployment and fewer jobs available protracting the industry and creating more competition. That has not really changed now, in 2014. In addition, an approach in larger corporates to drive costs down by commoditising recruitment through purchasing has somewhat removed the human aspect from the their recruitment processes. At the same time, many recruitment SME’s have established themselves in the market, with experienced consultants either being made redundant due to the downturn, or simply getting fed up of the treadmill and seeking a better work / life balance.
I think (hope!) that this will have a knock on effect on service levels. Independent recruiters work for themselves, so ownership of service delivery and relationships will be crucial to their success. This is in stark contrast to commoditised, dehumanised recruitment processes.
There will be, by default, a far more personalised approach in the business relationship, the fees are likely to be a lot more flexible and delivery probably of a higher standard. Of course there will still be the ones who sell very hard to simply get “bums on seats” in return for fees. But in my experience, there is a far higher degree of business consultancy and commitment in an SME because to the self-employed recruiter, every opportunity is a luxury not to be wasted.
There is still the perception, especially in larger corporate companies, that the larger recruitment brands represent stability and best practice. I would challenge this paradigm.
Giving a recruitment SME an opportunity to prove it’s worth keeps the economy moving and creates diversity in a market that is in danger of getting bogged down by corporate giants. The potential benefits to gain totally exceed the risk factors.
And it will find more spaces on shelves for “boxes” at better fees!
At Christmas, I sometimes get a bit philosophical. Maybe it has to do with most of my family spending their Christmas on a hot beach in South Africa. Maybe it has to do with my own children growing up. This means that our Christmas is changing to accommodate different geographic locations, evolving relationships and generally, life and its changes. Maybe it has to do with all the yoga I do so regularly – Perhaps I am turning into a philosopher through head stands! All that blood in one’s head must have some eventual impact!
Whatever the reason for my philosophical turn: This year, I feel immensely grateful about Christmas. I am grateful for health, for people who love and care for me, and for finding out that life can be totally brilliant when you least expect it. I am grateful for so much that listing them here will be impossible.
Sometimes, we forget about the little things. Christmas can be so “BIG” that we overlook the really important little things while we try to live up to expectations. Those expectations are totally imposed on ourselves by ourselves. And then, when everything is over and the wrapping paper disposed of, we are left empty and disappointed because nothing can ever live up to those unrealistic expectations.
This year, I am taking Christmas easily. I am enjoying the twinkling of lights and the off-key sound of the choir at the carol concert. I am loving my Christmas jumper. I am enjoying the reactions of my loved ones to gifts that are, for a change, thougthful and useful, rather than expensive and impressive. I am taking time to taste the mulled wine, to feel “Jingle Bell Rock” tickling my toes, to enjoy every bite of rich celebration food. I will worry about the thousands of extra calories next year!
For this, I am most deeply grateful: Discovering that being mindful of the little things, make the big things so much easier.
And this is my Christmas wish for everyone I know: That you may be blessed with the time to enjoy, to be jolly, and to make the best of this festive season without judging or false expectations. Just have a simply wonderful, blessed and joyful Christmas!
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!