The world and beyond – Surviving in the economic jungle

Advice, tips and tricks on how to engage with the UK jobs market and commercial environment, from a female executive's perspective

Posts Tagged ‘product manager recruitment

Definitive guide to Job Hunting: When did you last Google yourself?

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GoogleSo why didn’t you get called for that job interview you so wanted? Or why did the job offer not turn up as anticipated?
When did you last Google yourself?
The reality is that it is becoming very commonplace for job applicants to be “checked out” online before proceeding with the recruitment process. And it is absolutely crucial to make sure that what people find online supports the image you are portraying during your job search.
Google favours social networking sites so it is likely that your LinkedIn, Twitter or Facebook profile will trend highly in the search rankings. And regardless of the security protocols you set (Interestingly, many Facebook profiles are public) they will draw conclusions from what they find.

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!

Guide to #Job Hunting 15: The power of preparation for #interviews

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prepared-not-scaredIt is impossible to stress how important it is to prepare for interviews!

On 2 occasions during this past week, different clients have given me similar feedback: “If only John / Jane lived up to the expectations raised in their CV! They knew nothing of our company (In one case didn’t even realise the company had no manufacturing facility in the UK!), didn’t know what our products or markets were and gave weak examples to support the experience claimed in their CV.”

The clients were left disappointed, having had their time wasted. Sadly, this also reflected on my own service delivery, and I was disappointed too because I spend time with all my candidates before interview to give them all the information I know about the company and role. All they have to do is build on the bricks I have already given them.

However, I’ve also heard from a client how impressed they were with the depth of research an interviewee had done, being able to bring up and discuss relevant business issues outside of his CV that proved his abilities. This set him apart from being a borderline “No” based on his CV, to a resounding “Yes!” based on his research and ability to deliver it concisely.

With so much competition for jobs and the tight current employment market, it still amazes me that candidates waste the interview opportunity. The hiring client wants you to do well; he’s already bought into your CV by spending his valuable time to see you. Why not grab the opportunity to amaze him even further with your information-finding skills and interest in their organisation?

Especially in sales or commercial jobs, interview preparation is crucial. A good sales person will know his customers and competition, understand his product’s routes to market, the issues that affect pricing and the supply chain. By proving at interview that you have the ability and knowledge to find this information, and use it to position your own objectives and abilities, you show that you have the natural traits of a good sales person on top of the information you provide in the CV. Of course, not preparing sufficiently proves the opposite and you will get short shrift from line managers who have achieved their own positions through doing exactly the same thing properly.

#Recruitment and the Data Protection Act – Did you know this?

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Data safeToday, I received my renewal notice from the Information Commissioner’s Office (ICO).

Because I last paid this a year ago, it has been out of mind for a while. Best practice with candidate details mean that I naturally store everything on a secure database, and that I don’t send candidate details anywhere without their express permission. The same goes for client information: All data is stored on my database, safe from prying eyes. And I use it with great care and consideration.

I don’t really think about it – It’s an internal process that has simply become part of my daily working practices. But this renewal notification has drawn my mind to it again, and I wonder how many candidates and clients are aware of it?

To quote from the ICO’s leaflet: “The Data Protection Act 1998 places obligations on organisations that use personal information and gives individuals certain rights … every organisation (data controller) the process personal information (data) must notify the Information Commissioner’s Office …. Failure to notify is a criminal offence.”

There are 8 data protection principles embodied in the Act. Summarised, they require that data shall be:

1. fairly and lawfully processed;

2. processed for limited purposes;

3. adequate, relevant and not excessive;

4. accurate;

5. not kept longer than necessary

6. processed in accordance with the data subjects’ rights;

7. secure; and

8. not transferred to countries outside the European Economic Area without adequate protection.

Before you next engage with a recruitment agency, it may be worth asking the following questions:

  • Is your recruitment agency registered with the ICO, or are they contravening the Data Protection Act?
  • Do you know what they are doing with your personal data, how it is stored and how secure it is?
  • Do you give permission every time your CV is sent out somewhere?

If they are not registered, you are vulnerable. Food for thought, methinks!

Guide to #Job Hunting – The power of “No”

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I find it interesting how difficult it is for some people to say No.

Sometimes, saying No seems to equate with not being nice or courteous, it seems improper to just say “No thank you”. So people sometimes say yes when they shouldn’t because they try to be nice.

Not saying “No” can lead to problems and raise false expectations where honesty might have been the best policy. Being true to oneself, and standing by the decisions you make, is a skill and ability that is invaluable in business. Being decisive and firm about what you do or do not want will establish an impression of being trustworthy and consistent. This is absolutely imperative when you are looking for you next career move.

Example: I have a candidate’s CV on my database. My immediate assumption is that he is looking for another job – Otherwise how would his details get on my database? I am very selective with whose details I keep and I qualify candidates fully every time. After all, circumstances change all the time.

When I call to discuss the job with him, he expresses interest and I submit his details. I make it clear that this must be a two way process: I do this with all my candidates. They don’t have to accept every role I offer them, and I certainly don’t co-erce them into anything just for the sake of it. Experience has taught me that this style of recruitment is a recipe for disaster.

An interview is offered – He accepts but on the day of the interview asks to reschedule. That is no problem, my client is amenable so the date changes. He goes to the interview and does a really good job, so the client wants to see him again. The feedback is very positive and he appears thrilled.

On the day of the second interview, I get an email to say that he can’t get the time off work so he wants to withdraw so that he doesn’t cause any inconvenience. I hear alarm bells and call him talk through the situation. He says he will be happy to reschedule so my client, again, offers a new date, as the candidate will be on holiday. Again, I make sure that he is really up for this and give him a chance to say no. He doesn’t.

Guess what? On the day of the rearranged, second interview, I get another email to say he has been called away to India for 3 weeks so he isn’t going to the interview. My client is terribly disappointed, they wanted to offer him the job at the interview. The candidate does not answer his phone or return calls or emails. However his LinkedIn profile is active as he is shown to link up with other recruitment agents.

My final assumption is that he was just fishing, and was never serious about finding a new role.

So we are back to square 1. But this is what I don’t understand: If he said no, and he had opportunities at every stage of the process to do so, it would have saved my client a lot of money and time. It would have saved me time and aggravation. It would have saved his own reputation.

I think there is a moral in this story – Somewhere!

 

Guide to job hunting: Get your Elevator Pitch sorted out!

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Image“Tell me about yourself ….” How often is this question asked in job interviews?!

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.

Where to go with this:

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

Definitive Guide to Job Hunting 26 – Ask the Experts how to use Recruitment Agencies

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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

Exciting new job opportunity: Product Manager for a Vehicle Manufacturer’s parts distribution program

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This is a great opportunity to spearhead a new parts distribution strategy on behalf of a very well known premium Vehicle Manufacturer.

Our client is a very well known European vehicle manufacturer, with several well known premium marques in their stable. With a view to expanding and commercialising their dependent parts distribution strategy, they are looking for an experienced Marketing and Product management specialist to develop this further.

You will be responsible for managing parts product sales planning throughout product lifecycles, driving sales volume and revenue growth for every product  channel, group or program. This will also include managing product positioning, taking into consideration price, discount, stock and margins. In addition, you will work very closely with the national parts sales team to ensure adequate marketing support in terms of special deals. This will include promotional activity to the dealer network.

The ideal candidate will have excellent presentation and communication skills, with the ability to manage several diverse projects simultaneously., Your commercial and product management skills will come from a parts related background, ideally from within a motor factor, distributor or components manufacturer. You will be an experienced Product Manager, with a good level of analytical ability, but you will also be comfortable in a sales based context.

For more information, please send your CV to Cathy at recruitment@cathyrich.co.uk, or call 0845 269 9085 for an informal discussion.

CR Associates is a specialist provider of permanent recruitment service to the automotive industry and its associated distribution supply chain.

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