The Secret to Recruiting in a Candidate-Driven Market

The Secret to Recruiting in a Candidate-Driven Market I want to share a story with you. Its about a particular pain in the backside who has caused me no end of problems lately.  Here goes. As you might have guessed, this story is about a candidate. Id been working with X  for several weeks; wed covered what salary he was on; what he was looking for;  his ideal role and overall motivations. His type of profile is extremely sought after  in my industry, so naturally hed won numerous interviews, one being with my best client. Hed made it right to the final stage, and when offered the role, decided he wanted more money than wed discussed. Why?  Hed cottoned onto the fact its a candidate-driven market, and thought hed milk it for more money, and vie for an unrealistic pay rise. Needless to say, placement lost. Dealing with divas Many recruiters operate in an  entirely candidate-driven market like I do; a market where a shortage of quality people means, instead of dealing with Fred the mild-mannered Sprocket Noodler from Garstang, you find yourself dealing with Maria Carey-inspired candidates, demanding  every outrageous thing on the  rider (white linen overalls and a fur-lined tool bag, please). Candidate-lead markets can be great  to work in (find someone remotely competent and it’s a probable placement). They can also be a complete nightmare, as salary expectations hit the roof and demands for bigger and better packages spiral out of control. Supply and demand is a phrase used in many circles, yet itll never be  more apt than when talking about recruitment markets. Clients will be desperate for Fred  to join them, either because a genuine need for his services, or  the knowledge that quality candidates are hard to come-by, so better get in early. When clients  go above and beyond to secure candidates, it can have a knock-on effect to the existing candidate-market  (the thought process: well if Fred is worth that much, so am I). This trend can even force clients to re-think their recruitment strategies and possibly suspend recruitment to look at other options, such as graduates or even training school leavers. Its this we want to avoid we want our clients to hire, not be burned by candidates who think they can call all the shots. So then, whats the secret to recruiting in a candidate-driven market? Managing salary expectations Being able to manage a candidates salary expectations is one of the harder aspects of recruiting. Let’s face it; the better the package they get, the bigger your fee will be. Knowing your clients limitations (salary, vehicle package) is paramount in finding a solution that satisfies both parties. Asking the right questions to both client and candidate is an absolute must-do.  Armed with the right information allows you to temper old Fred’s expectations (no, Fred, gold-plated spanners arent on offer), yet still sell the job to him (guess what Fred, you’ll still be working in Garstang and the salary is £3k higher than what you are on now). Your client will be happy in the knowledge they are getting the guy they want, at a salary they can afford, thanks to you having  already schooled Fred about salaries and other opportunities i his new role; i.e. hell finally get that Widget training his current firm has been promising for two years, as well as  being sent on a course to learn the fine art of fettling. Everybodys  happy. In short, although dealing with divas can be stressful, if you can manage the expectations from the start,   it will make your job a hell of a lot easier. Youll also make your  clients love you even more than they do already (if that’s possible). *Sprocket Noodles should be real but are not *Widgets are a thing, usually in the bottom of a can of Guinness or some such *Fettling is a dying art still practiced in the Lancashire and Yorkshire Countryside *Garstang is a place in Lancashire I  once walked into a pub there;  the  music stopped and everyone stared at me like they do in the Old West About the author: Paul Murphy has been working for SER Limited in Engineering Recruitment for over 11 years specialising in the intelligent buildings sector â€" especially BMS (Building Management Systems). He is also it seems a part time keyboard warrior on behalf of recruiters everywhere.

How To Find The Best Resume Services For Your Job Search

How To Find The Best Resume Services For Your Job SearchResume services can be very useful in your employment search. You might even find that using this tool will help you find a better job for yourself. However, before you use resume services to help you get your foot in the door, it's important to make sure that you are getting what you pay for.There are many companies offering resume services. But not all of them are created equal. Some offer cheap services but in turn, you are left without value for your money. Many of these cheap services do not offer the service that you need or even to provide the service at all.One of the first things that you should look for when you are looking for resume services is professionalism. You want to ensure that you will get the service that you pay for and that the service is what you have been looking for. A professional resume service can show you how to write a great cover letter and can also send you samples of other types of resumes that they have completed.Many people who are seeking resume services find that they are spending too much time on their cover letters. This is a good sign. They will be spending more time on the cover letter that will go a long way towards determining if they will hire them.Before hiring resume services, it's important to find out what they can do for you. Although you may not be able to afford an extensive resume writing service, it's still a good idea to get a small resume service that can handle your tasks for you. They can help you organize your resume and can send them out as quickly as possible. All of this will go a long way to making sure that you get your application to the front of the line.If you need resume services, remember that you can find them by looking online. Many of these companies have websites where you can browse and get quotes from them. Even if you are not interested in these services, you can still get your job interview completed. Some of these services can al so offer on-site services.It's not uncommon for companies to offer employment services to their employees. Resume services can help you take care of yourself when it comes to finding a job. Most companies will do everything in their power to make sure that their employees find a job that is best for them.In the end, you have to decide whether you want to pay for resume services or do it yourself. If you feel like you need the professional assistance, you can find some companies that offer a free service. If you feel like you can get the job done, you can consider using your own skills to write a great cover letter.

5 Tips to Recruiting for Niche Positions

5 Tips to Recruiting for Niche Positions Sometimes to find the perfect candidate for your open position you have to think small. That’s what niche recruiting is all about. As job boards boom, recruiters are starting to realize that specialization is actually saving time and money. With current unemployment hovering around 8% in the U.S. according to the Bureau of Labor Statistics, any open position is going to garner a good number of resumes. This avalanche of resumes could range the spectrum from qualified to woefully wrong for the position. Niche recruiting can help to cut down on the pre-screening process, since the target is to get more qualified resumes right from the start. You’ll be focusing on candidates that are both the most qualified and the most passionate about their career field. The following are some niche recruiting tips that will help you sort the best from the rest. 1. Specificity in the job description Recruiting for a niche position starts with the recruiter, after all. Make sure that you’re being very specific about the job description at hand. List out the qualifications necessary and whatever skills and experience the candidate should possess. Be concise and to-the-point because your niche candidates aren’t just looking for any job that comes along. You’re recruiting people already interested in your career field, so feel free to use specific language and jargon. If they don’t get it, they’re probably not right for the position. 2. Know your job seeker Recruiting for a niche position means that job seekers will often share attributes. Are they more technically minded or more creative? Knowing information about the typical job seeker in your niche will allow you to tailor the outlets you use to advertise your position. It will also allow you to seek out your ideal candidate in the places they most often visit, both online and off. 3. Get specialized If you post your job listing on one of the huge job boards, you’re going to get a lot of responses. Some of them will be from great, talented candidates uniquely qualified for the position. However, more will be from candidates with no relevant experience at all. Sorting through these resumes will take a good chunk of time, even if you only spend about 6 seconds apprising a resume. So what’s a better way to let qualified job seekers know about your position? Getting specialized could be the answer. Take that job listing and share it with a community or network of individuals looking for opportunities in your career field. After all, that’s what networking is for! Sharing your job posting within your networks will help you to find the most qualified candidates. It’s likely you’re not the only one who knows about these communities; motivated, career-minded job hunters have surely already found them. This will help to significantly cut down on the initial weeding out process. 4. Get social Social media is a great way to connect with niche job seekers. With 66 percent of online adults on one or more social networks, there’s a good chance that great candidates have found their way to social media. Social media also allows for greater self-selection based on interest and career aspirations. Candidates interested in your niche will most likely be following a lot of the same companies and people. They’ll also be reading a lot of the same blogs and attending the same events. Tools like Twitter chats are invaluable resources for finding the plugged-in job seeker. You know the individuals putting time and effort into growing their niche networks will put the same time and effort into your position. 5. Prize creativity The best job candidates are the ones who can think outside the resume. Job seekers who expand their job hunts in new and creative ways will similarly be able to expand the business of their companies. These professionals are motivated and not hemmed in by rigid thought patterns. Job seekers are finding tons of creative ways to apply for jobs, from infographics to video resumes. For instance, a candidate that sends in a video resume is more likely to be a creative problem solver in the office. Candidates who find ways to work their career niche into innovative applications are showing their passion. What are your best niche recruiting tips? Share them! RELATED:  How Disney and 5 other Top Employers Use Twitter to Recruit. Josh Tolan is the CEO of  Spark Hire, which combines a video job board and online interviewing platform to enrich interaction between job seekers and employers.

Myth #12 Nobody would want to hire me. University of Manchester Careers Blog

Myth #12 Nobody would want to hire me. University of Manchester Careers Blog Ask any student or recent graduate you know and all will agree that there seems to be more pressure on graduates to succeed than ever before, with recruitment processes seemingly becoming increasingly daunting. Faced with the prospect of psychometric testing, assessment centres and interviews, it’s understandable if you’re worried that you have little to offer a potential employer. Think instead about what being a student gives you. Your degree will have armed you with transferable skills that you can talk about in your applications and interviews. (If you’re unsure about these, you can ask your lecturers or a Careers Consultant for guidance.) Consider all the things you’ve been involved in outside of the classroom â€" from sports, music and societies to part-time work and volunteering. You will have also gained skills and experience from these activities that you can talk about in applications and interviews to show employers what you have to offer them. And don’t forget, your time at university is only three years of your life. You don’t have to have your entire future sorted out by the date of your graduation. My friend Phil graduated from a History degree in 2010 with no idea what came next, and after a year of “uninspiring” retail work and “waiting for the right job to come along”, he decided to pack his bags and see what else was out there â€" and hasn’t looked back since: “After seeing much of Europe and South East Asia, I found myself working in Australia and got a great (and well paid!) job in Melbourne as an event manager, a field I had never even considered working within when I was a student. Travelling not only opened up so many opportunities for me, but it also gave me the confidence to spread my wings and give anything a go, regardless of how relevant it was to my time at uni. “When I returned to the UK, doors were open to me that had very much been closed before, not because of my degree but from my experiences during the last eighteen months of travelling. The people I’d met, places I’d seen and opportunities I’d been given all played a huge part in finding a career path that I truly enjoyed and felt optimistic about. “Now I work at STA Travel, mostly helping other graduates explore the world around them. I get a real buzz from it every day and definitely didn’t see myself in this position five years ago, but I wouldn’t change it for one second.” All Careers advice Graduate Postgraduate Undergraduate Undergraduate-highlighted Applications and interviews careers employability Graduates guest post jobs

An Overview on Writing a Wayne State University Resume

An Overview on Writing a Wayne State University ResumeA Wayne State University resumes writing job is available if you are an undergraduate, graduate or professional student. It is also available to working professionals and companies who hire them for various jobs. It is very important that you carefully read all the instructions that are given in order to get the proper one.When you are looking for a job, you will be required to have your own office space. This means that you will have to pay for this. In order to take up such a job, you need to have an email address and your own computer, a printer and fax. However, the internet can be used as a substitute.You can submit your resume through an online form that is provided by the school. You will also be required to provide all the necessary information about yourself. This includes your academic and professional qualifications.After submitting your resume, the company should reply to you within 24 hours. The basic requirements are that you have an active job and a valid driver's license. After a short waiting period, you will be contacted by the employer and they will verify your credentials. They will then give you the approval or the rejection of your application.You will be required to present your resume at the Human Resources department of the Wayne State University. This means that you will be called upon to appear before the HR department for a face-to-face interview. You will also be required to be present at the time of the interview. After this, you will be hired.An applicant who has received a job application from Wayne State University will not be considered if he or she has already found employment elsewhere. It is possible that the employer might ask you to apply again if you have already found employment. You might be required to reapply for a position. This is one of the basic requirements of the job.The responsibilities of the Human Resources department include interviewing prospective emplo yees, dealing with complaints and making sure that all rules and regulations are being followed. When the employee completes his task, the HR department forwards the information to the appropriate department.In case you become unemployed, you will have to submit your resume for the next vacancy. If you have found a job, you will be hired as soon as possible.

Whos Drinking the Cool-Aide

Whos Drinking the Cool-Aide I had a manager years ago who would tell our team, Dont waste your energy on those who dont want to come along, focus on those who are buying in. Trying to get everyone to move can be very draining. This was hard to swallow, but very wise advice. I say this because every week I come across job seekers who dont want to drink the Cool-Aide of todays job search. They refuse to accept advice, become defensive about what they are doing and/or argue that it wont workfor them. Jeez, were just trying to help, I think to myself. Here are some of theanti Cool-Aide drinking statements Ive heard: I dont need to assess myself. It is a waste of time. I cant network, I dont know anyone. It is going to take too much time to change my resume for every job I apply to. Im naturally a good interviewer. I dont need to practice. I made over $100K, what help can you offer me? LinkedIn is a waste of time. So is Twitter. I tell them all that in my cover letter, why would I put it in my resume? I dont want to memorize my Elevator Speech, I dont want it to sound canned. What good is networking with a bunch of unemployed people. There arent any jobs out there for my profession right now. My wish for everyone is to be open to ideas, some may be new to you, others may not have worked in the past, but might be worth trying again. Dont knock it until youve tried it. I wont be able to drag you all along, but for those who are drinking the Cool- Aide, CHEERS.

Is Caring Too Much Sabotaging Your Career

Is Caring Too Much Sabotaging Your Career Moods are contagious. I’ve seen apathy and indifference ruin careers and drag down entire teams.  And when an entire team or business unit doesn’t care, it’s a recipe for failure in a business. But what about the opposite end of the spectrum? In my experience, caring too much about a result can be as detrimental to progress as not caring at all. You can easily go from taking positive action to obsessively fixating on a specific outcome that you don’t control, which leads to overdoing it. High achievers are especially at risk of sliding down this slippery slope. Here are three ways that caring too much can show up as a liability, and what you can do about it. Caring too much about the result Of course results matter at work. But problems arise when you get fixated on the result itself â€" so much so that the outcome becomes the sole definition of success. If you’re a basketball coach or player, that could be focusing solely on winning the game above all else. At the office it might be focusing on hitting a sales target. Focusing only on the end result can lead to failure because it’s binary â€" you either win or you don’t. You either hit your numbers or you don’t. And this can put so much pressure on you or your team that you end up underperforming your potential as a unit. What you can do about this is get invested in the process â€" i.e. the things in your control â€" while remaining conscious of the desired result. You’re more likely to get the results you wanted in the first place when you focus on the preparation and taking all the steps to put yourself in a position to succeed. Get the results you want by taking all the steps to put yourself in a position to succeed. And even if you don’t, you can still be successful based on the process-oriented metrics you’ve put in place. It is possible to do everything “right” and still not get the outcome you were aiming for. In the end, it’s about peace of mind. When you’ve taken all the steps you possibly can, then it’s easier to let the chips fall where they may and still count your wins and learning along the way. Being too emotionally involved People who are too emotionally invested will tend to overreact or cling on to things for too long instead of being calm and objective. This version of caring too much is dangerous because it clouds your judgement. Maybe it’s a pet project that you refuse to kill even though the results have been disappointing. Or a prospective client that you keep pouring resources into, waiting for the big payoff. When you find yourself being overly emotional or attached at work, I recommend you get someone impartial involved to advise you so you don’t get blindsided by possible pitfalls. Having an objective “thinking partner” to talk through the issues with can keep you from making decisions that could hurt your reputation. Caring too much about what people think To some extent, what other people think matters in your career. After all, people promote people and the quality of our relationships often drive the opportunities to learn, grow and excel. But when you care too much, it becomes a drag on your performance. You start to play smaller and become more cautious. Maybe you stop speaking up when you disagree or hold back from making a point. Perhaps you won’t push for what you think is right for fear it might offend someone important. The reality is that this is a terrible burden. It keeps you from living up to your full potential, and it sets you up for regret about the things you wanted to do or say but didn’t. Instead, start to recognize when you’re making assumptions about what others are thinking. Notice when you’re jumping to conclusions or fearing the worst. This is the first step to shifting your mindset to a more productive one. For me, it helps to write down all the “what if” scenarios that I worry about, look at the worst thing that could happen for each, and assess how likely any of it will happen. Then, I remind myself of two things. First, that history has shown that what I imagine is always worse than reality. And second, no matter what happens, I’ll still have my family, friends, and the trust of those I care about. Finally, I tell myself to go for it, otherwise I’ll have regrets. And regrets are a heavy weight to carry for the rest of your life. So, where are you most at risk of caring too much and what will you do about it? Leave a comment and let me know.

Job Trends For 2012

Job Trends For 2012 The year 2012 will have a diverse mix of jobs available as the year progresses. Of course, things dont always go according to plan. However, there should be something for every one on the job market this year. The top three industries are Health Care, Technology and Science. Health care will always be top because we need health care no matter what, and it doesnt matter if you have insurance. Everyone has to go to the doctor some time or another. Information technology is growing by leaps and bounds, partly due to the internet. Degreed positions in this field are commanding a higher starting wage than some of the other fields. Everything from computers, cell phones to data storage require more and more positions. Science is growing as they are building on the molecular level creating robots, micro-organisms and other areas. At the same time, blue collar jobs will have a lot of openings as baby boomers begin to retire. Machinists, welders, truck drivers, construction workers are still needed in spite of the technology that abounds. A good thing about blue collar positions is that many of those do not require a college degree. They may need a certificate or license, but it is still easy to get into a good paying job in these fields. Now is a good time to dust off your resume and update it with all new information. Make sure that all information is current and that you have a good list of job skills listed. There are many job search resources available on the internet so that you can decide which area of expertise you wish to pursue.