Posts Tagged ‘FMCG 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
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!
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
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!
With more and more jobs being advertised online, putting your CV on an online jobs board is one of the most effective ways to find a new job. In fact, its a no brainer! There is such an online explosion in the recruitment industry that NOT being on a jobs board is a bit like trying to fish in a lake without water.
But how do you get the best from the jobs boards?
1. Understand the service
A jobs board is a bit like a huge pond full of fish, where recruiters and employers try to find job seekers who have the skills and experience they need to fulfill their needs. In line with UK employment legislation, the job seekers get a free service and the searchers have to pay. On most boards, you can both register your CV and also apply to get free job alerts. This means you will get an email whenever a job that matches your criteria is posted onto the jobs board, making it easier for you to apply.
Employers and recruiters subscribe to the jobs board and pay to not only post jobs, but also the search the databases for candidates. Just like searching on Google, the results of a jobs board search appear in ranked order. The person searching for candidates will pop in some keywords and search criteria, and the search engine will deliver a list of results with those that most conform to the criteria at the top of the search. So it makes sense that if you want to be at the top of the list, you have to use the search criteria in your CV.
2. Optimise your key words
So this breaks the common rules of CV writing a bit. But after all, you can always improve the look and feel of your CV to actually send to the employer! The main purpose of this particular CV is to be found on the database and to appear as high as possible in the rankings so the recruiter can read it first.
Optimising means that you have to anticipate what the searcher is going to be looking for. It’s not that difficult: Use common keywords like the name of your industry, the job title, the systems you use, the products you sell, and so on in your CV. Its surprising, for example, how many people work in the automotive industry but never use that word in their CV, not even once!
Then extend your key words to include derivatives. For example, use both Independent Aftermarket and IAM. Or for technical terms: Include both FEAD and Front End Auxiliary Drive. This does seem like overstatement, however the anticipation is that the person inputting the search might not actually understand the meaning of the terms, or even know that there are acronyms that are industry jargon.
3. Don’t be afraid to name drop!
If you work in a specific industry or specialist area, name the brands or products. For example, a candidate who states that he has experience of “selling Bosch engine diagnostic tools and equipment to the garage / automotive trade” will have higher returns in searches than those who purely put “Sales of automotive tools”. Often, these trade names become incorporated in industry specific language (Think of Hoover!). You will know what is relevant to your industry – Use it!
4. Use the tick boxes sensibly
To make the search easier, most jobs boards ask candidates to tick boxes to show their preferences (Location, salary, industry, permanent or temporary, etc). Be careful of being too specific here, as it might discount you in searches but don’t be so broad that you appear in every single search. Just consider your true expectations and reflect these in the boxes that you tick because this will be used to filter the searches.
5. If you’ve got it, flaunt it!
Of course your CV should reflect your skills, experience, qualifications and achievements. But the language and actual words you use to describe these will make the difference between floating to the top of the database search results, or being left at the bottom of the pool. The lesson here being, if you’ve got it, flaunt it!
And don’t be afraid to state the obvious either – If you leave something for assumption, the likelihood is that the assumption will be wrong because you don’t know who is doing the search!
I am very excited about being invited by the Guardian newspaper to be part of an expert panel on their Career website on Wednesday 17th August.
The main subject of the webcast will be Recruitment Consultants, how to deal with them, what to expect from them and, ultimately, how to get the best out of them.
I often meet job applicants who are totally disillusioned by the job hunting scene. People who feel that no one cares to listen to their problems, nobody responds back to their job applications and there seems to be no interest in their plight to find a suitable job. And I am sure, regardless of how hard I try personally to deal with my own candidates, thatsome of them too might be fed up by trickling information streams and a lack of suitable positions.
I am always very upfront with candidates: I am not able to help everyone. If only I was Superwoman – I would flash my cape and jiggle mybelt and there would be jobs, feedback and opportunities for everyone. But the reality of today’s employment market and the continual commercialisation of the recruitment process means that having one brain and two hands seem to be a real limiting factor to us humans!
Listening to and participating in the Guardian Careers podcast might dispel some of the myths and give candidates real advice on how to best engage with the recruitment world.
Join us on Wednesday 17 August between 1pm and 4pm – advance questions are welcome – on http://careers.guardian.co.uk/recruitment-agencies
Yes, when DID you last update your CV?
If you are actively looking for a job, it makes sense to have your CV as current as possible. However, I often find that, when I speak to candidates, the CV’s posted online or used to apply to jobs are, in fact, sometimes well out of date! This means that, before your CV can be sent in to a job, it has to be brought up to date. Obviously, we have to supply a recruiting client with fresh information but more importantly, the information LEFT OUT of your CV might actually be the stuff that could get you the job. And wasting the time to get the updated details sorted out, might actually cost you dearly in terms of time. How disappointing if you are pipped to the post for the job of dreams because your CV was out of date ….
1. Starting and leaving dates
If you are made redundant, make sure the date when you left the last employment is on your CV. This makes it clear that you are immediately available, and also opens up opportunities for temporary or interim work. This will be overlooked by recruiters seeking people currently NOT employed; If you don’t have a leaving date on your last job, the assumption will be that you are still working.
2. Add your current activities
If you did suffer redundancy or left work for a different reason, mention this on your CV, with the dates. If it was a while ago, make it clear what you have been doing since. It is true that people who are gainfully occupied seem to do better in the recruitment stakes. If you mention nothing and your leaving date is not recent, the assumption might be that you have been twiddling your thumbs – Not a good impression to give those who are in control of selection processes! They are likely to choose people who show resilience, pro-activity and a willingness to work so mention what you have been doing and make it clear that this is just an interim solution until you find “proper” employment again.
3. Update targets, regions and figures
Any recent changes in your job should be reflected in your CV. This gives the recruiter an idea of exactly what your current skills are. This might also cast light on your reasons for looking to move on. If your role was restructured, point that out. Numbers are always a good idea in a CV anyway, so make sure they are fresh: For example, how many people you manage, how large your region is, how you are targeted, etc. This will give a clear picture of the context of your job and responsibility, as well as achievements.
4. Contact details
It seems illogical, but amazingly I often get CVs with out of date mobile numbers or email addresses. Worse are those that have no contact telephone numbers at all! There is no point in leaving your contact details off your CV, or not keeping them fresh. Under pressure, the recruiter will try once or twice and then move on to those candidates they can actually contact.
5. Courses and qualifications
Again, make sure that your CV contains all your qualifications. If you do any courses, these should be mentioned as well. It might give you an unexpected competitive advantage so add them in as soon as you have proof of obtaining the qualification. If the qualification is still in process, mention the anticipated finish date in your CV as well.
6. Update the jobs boards
When you upload a fresh CV onto an online database, it’s really important to check that the active online CV is your newest one. Delete old CVs to make sure that only your freshest information is on file. This means that only the freshest information will go out to prospective jobs, employers or recruiters.
Not actively job seeking?
Having a fresh CV is still very important. You can use it during your probationary or appraisal meetings to discuss your progress, or to apply for internal roles that will give you career progression. Or what if an unexpected headhunt call comes in offering you an opportunity that you might not have anticipated? Taking time to prepare a CV might lose you the opportunity!
The world of job hunting has totally changed in the recent past. 3 years ago, you would have bought the Thursday edition of a well-known daily newspaper to look for your next job. I bought the same paper a few weeks ago to prove this point to a recruiting client: There were less than 2 full pages of jobs! And those were mostly government contracts – A truly disappointing show, had I been desperate to find a commercial job for myself.
There is no doubt that the entire vacancy and recruitment advertising industry have made a fundamental shift to online several years ago. And the volumes of advertising response on online vacancies prove that the candidate market has twigged that fact – If you want a job, you must post your CV online. However, this market is rapidly becoming so oversubscribed that agencies and employers are now finding it difficult to deal with the sheer volume of responses and this in turn, has a knock on impact on time scales and cost. This is probably one of the reasons why job applicants become so frustrated with the lack of response from the recruitment industry. But the reality is that very few agencies have the resources to respond to every single application because the volumes are simply too large. For this reason, many online ads now carry disclaimers stating that only successful applicants will be contacted.
And as with all things online, the market is responding to these pressures by moving on!
Although the jobs boards will undoubtedly still be around for a long time, recruiters need to find a more ready resource pool of candidates – A source that is targeted, specific, cheap and easy to reach. So it makes sense that they would go to online networks like Facebook, Twitter and LinkedIn (Amongst others) to find the people they need to fulfil the jobs they have.
Finding a new job is essentially about promoting yourself, your skills and abilities. It is, fundamentally, a sales and marketing exercise. So putting yourself in places where potential employers or recruiters can find you, is a sure-fire way of increasing your visibility and therefore, your chances of getting the job you want.
This means getting a full and up to date profile on LinkedIn, and making sure that your Facebook page does not contain pictures of drunken brawls or content that might detract from your personal brand. But most importantly, it means that you have to ENGAGE, ENGAGE, ENGAGE because that is what social media is all about.
If you sit waiting for something to happen, it most likely won’t. And as with everything in life, how much you put in is what you are likely to get out. And yes, it does take some time to deliver results.
However, if you want to find a job, career or employer spend your time wisely: Invest in building up a social media profile. It will be a sound investment, if you keep working at it!
Often, telephone interviews are used at the first stage of recruitment processes – And the selection process can be ruthless! These are usually scheduled in bulk and the interviewers have to wade through many interviews to find the candidates they want to invite for a face to face meeting, so time is usually of the essence. To facilitate this, they would normally use a highly structured approach to get the particular pieces of information from a candidate required to either select or deselect.
Telephone interviews are also often used where there are large distances involved but generally, the rules of engagement are the same.
Always remember that, because there are no opportunities to include body language to build rapport or emphasise strengths, telephone communication is different to personal conversation. The importance of listening and answering concisely are magnified. So are bad communication habits like using continual filler words or veering off the subject, so be careful!
1. Conduct the call in a quiet place
Select a place where you will be uninterrupted for the duration of the call, free from kitchen noises, crying children, barking dogs or noisy televisions or radios. This will help you to hear them clearly, and for them to have a better sound from your side.
2. Preferably use a landline
Mobile service can sometimes be unreliable and you don’t want to lose the connection in mid flow! Landline reception is also generally more reliable for clarity. If you must use your mobile, make sure you are out of the wind and that you have full battery and a good signal.
3. Give your undivided attention
Tone of voice is magnified on the telephone - If you are distracted by documents or a computer screen it will translate in your voice. Also, listen very carefully so that you can give concise and targeted answers.
4. Prepare, prepare!
Review the company website, make notes as the interview continues and have questions ready. Keep your CV and the job spec at hand. Waffle, time lapses or quiet moments are magnified on the telephone so avoid them by preparing properly and maintaining your focus.
5. Sound enthusiastic and well-mannered
Without body language, facial expression or non-verbal signals to rely on, the interviewer will listen out for vocal signs indicating passion, professionalism and enthusiasm. Allow them to get a sense of your personality but never be too casual in your choice of words or tone of voice. Standing up and smiling is a telesales technique that holds true: the smile translates in your voice. On the telephone, it’s not just what you say but how you say it that is magnified, especially if you are not blessed with a melodious speaking voice, perfect diction or flawless accent. Be aware of these, speak slowly and clearly and don’t rabbit on too much once you have answered the question.
6. Closing and Follow up
The same rules count as for normal interviews: Ask about timescales and next steps, and later follow-up with a thank you message. Here, you can summarise the conversation and reinforce our best selling points.
We are currently recruiting for a number of regional sales positions across the UK.
Our customers are all well-respected, key OE brands supplying the independent automotive aftermarket. The traditional routes to market are followed, with business relationships through all the major buying groups (Parts Alliance, IFA, GA, CAARS and Rapid) as well as all the major distributors and range builders (FPS, ECP, Unipart, Firstline, ADL, etc).
All these roles offer some form of career advancement opportunity, whether in the short term due to planned growth or in the medium term due to succession planning. The product ranges are diverse, ranging from exhausts and catalytic converters to spark plugs, engine electrical parts and steering / suspension components, all targting the passenger car industry.
I would be happy to speak to anyone working in a sales role in the aftermarket to find out if these roles will tick your boxes, and whether you have the skills and experience to fulfill my clients needs. Please call me on 0845 269 9085, or send your CV to email@example.com so that we can have an informed conversation.
Or, if you are not actively job searching yourself, what about referring your friend? We offer £350-00 for quality referrals that result in placements – More information can be found in the candidate area of our website at www.cathyrich.co.uk/