Posts Tagged ‘jobs boards’
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.
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!
During every interview process, a moment arrives when decisions have to be made. For the interviewer, this is usually down to who gets the job offer, and the decision is usually based on a simple set of pre-defined criteria.
For the interviewee, this is often a more difficult decision to make, because the criteria is not always clearly set out and people are often involved in more than one recruitement process at the same time.
These processes don’t always run at the same pace, and it may be neccessary for you to make some important decisions when you are not actually quite ready yet. I have seen candidates make some really large errors in judgement when this happens, and then unfortunately doors close which cannot always be opened again. How do you make sure the decision you take is going to be the best one?
1. Take time
It is common practice for recruiters and organisations to place you under pressure for a snap decision. The jobs market is competitive, and they want you signed up before someone else grabs you. Don’t dawdle, because you want to make sure you maintain the positive impression. But if you need more time, then say so.
2. If you are not sure, don’t say yes
Accepting a job offer, even verbally, means entering into a legal contract. If you accept an offer because you are being pressurised, or simply because you are desperate, be very careful. Trust your gut instinct and consider all the pros and cons. Saying yes for the wrong reasons is far worse than saying no for the right reasons. You might end up regretting a decision made in haste, and for the wrong reasons.
3. Be pragmatic
Recently, I had a candidate at third and final interview with a very major player, and he was the forerunner between 2 candidates. He had been out of work for a while, and I’m sure was feeling the strain financially. He received an unexpected offer for slightly less money, but to start immediately. Instead of buying time to give himself the opportunity to go to the other interview, he accepted and withdrew from the process. Had he played for time, he could give himself the opportunity of having an offer on the table whilst also seeing the other process through to finality. As it happens, he is now in a role that is not very comfortable and he is back on the market. The dream job was offered to the candidate left in the process: That door is now shut. A bird in the hand is not always better than two in the bush!
4. Respect others in the process
Withdrawing with grace is an art. Saying no is not easy, and often I find that candidates will “Play along” because they are too embarrassed to say they are not interested, instead of just saving everyone’s time and being honest. If you didn’t enjoy the interview, say so. If you don’t like the role that is being presented, then be honest about it. Nobody will take offence: Recruitment is a 2-way process that allows selection by the interviewer and interviewee alike. If you do just tag along, you may be robbing someone else from an opportunity that will suit him / her better, you will be wasting the interviewer’s time and the recruiter’s resources. Don’t wait for the last minute before announcing you don’t want to continue, or that you feel uncomfortable. Be mindful and considerate, it will pay off for you in the end!
5. Don’t burn your bridges
Saying no respectfully can gain you a lot of respect. Saying no in a way that can be seen as rude, ignorant, disrespectful or selfish will gain you exactly the opposite! It is entirely your right to refuse an interview or turn down a job offer, as long as you do it with grace. Of course not everyone will be happy with your decision, because you would not have got this far in the process if you were not an attractive prospect. They will be feeling disappointed and perhaps even let down. However, if you manage your refusal gracefully, by being clear about your motives and constructive in your communications, you stand to gain a lot more. I am often surprised by how candidates are willing to waste these opportunities, especially if they think there is something better on the horizon. You never know when life might play a trick and you might need that recruiter’s services again, or that interviewer you turned down might end up being a client. Your personal brand will be damaged if you manage this inappropriately.
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 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 firstname.lastname@example.org, 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
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