Recruitment agencies can be a valuable resource for job seekers and employers alike, but not all agencies are created equal. Before engaging with a recruitment agency, it is important to understand the different types of recruiters and what they can offer you.
Methodology: First, there are tactical recruiters and strategic recruiters. Tactical recruiters focus on filling specific job openings as quickly as possible, while strategic recruiters take a more long-term approach, working with clients to identify and address their overall talent needs.
Integrity: Learn the distinction between ethical and unethical recruiters. Ethical recruiters will always act in the best interests of both the job seeker and the employer, while unethical recruiters may prioritise their own financial gain over the needs of others. A recruiter with integrity will be honest and transparent in their dealings, while an unethical recruiter may be more likely to cut corners or bend the truth.
Commitment: Tenacity is another key trait to look for in a recruiter. A tenacious recruiter will work tirelessly to find the right candidate for a job, while a less committed recruiter may give up too easily.
Track Record: A high fill rate is also an important consideration. A recruiter with a high fill rate is likely to have a good track record of successfully placing candidates in jobs, while an opportunist recruiter may be more focused on making a quick profit.
Motivation: Another consideration is whether the agency is service delivery or sales focussed. Service delivery focussed agencies will work to deliver the best service possible, while sales focussed agencies will be more focused on making a sale.
Philosophy: Are you about to engage a consultant and a job filler? A consultant will work with clients to understand their unique needs and develop a tailored solution, while a job filler will simply try to fill any job that comes their way. They tend to take on every job and then hope to fill a small percentage of them through luck.
Specialisation: Finally, it's important to consider whether a recruiter is a niche or generalist. A niche recruiter will have specialised knowledge and experience in a particular field, while a generalist will have a broader range of experience across different industries and job types.
When engaging with a recruitment agency, it is important to ask the right questions to ensure that they are the right fit for your needs. Some key questions to ask include:
By understanding the different types of recruiters and asking the right questions, you can increase your chances of finding an agency that is the right fit for your needs.
You've decided on a career move, and made it all the way to a job offer. You're excited about the new opportunity, but when you go to resign, your manager begs you to stay, offering a sweetener to encourage you to do so.
Accepting a counter offer from your current employer after you've already accepted a job offer from another company may seem like the best of both worlds, but in reality, it's a decision that can lead to many negative consequences. Here are a few reasons why you should think twice before accepting a counter offer:
Accepting a counter offer can have negative consequences that far outweigh any short-term gains. If you're truly unhappy in your current job, it's best to take the leap and explore new opportunities.
If you're unsure about your decision, it's important to weigh the pros and cons and consider the potential long-term effects on your career and your relationships.
With over 870 million users worldwide, LinkedIn is hard to ignore, yet job seekers neglect their profiles. If you are considering a career move, it is essential to ensure your LinkedIn profile is as strong as possible.
Recently we ran an informal survey on LinkedIn to find out what hiring managers rely on most when deciding which candidates to shortlist.
The results are illuminating. While resumes still carry more weight, nearly 30% of respondents say they would rather look at your LinkedIn profile first. This number was even higher for professional recruiters and talent acquisition professionals while hiring managers still favour the resume.
Right or wrong, it is hard to ignore the fact that a solid LinkedIn profile is an important part of your application toolkit when it comes to job hunting.
With that in mind, here are eight tips to help you improve your LinkedIn profile:
Remember, the more effort you put into your profile, the better your chances of being contacted for new career opportunities.
If you have aspirations to become a successful entrepreneur, or to work for a start-up, some personal qualities are non-negotiable. If you read this list and think to yourself, 'perhaps that is not me,' you really need to have a long hard think about whether this is going to be the right career choice for you.
Equally, if are a candidate applying to work in a start-up environment, then you should articulate these qualities in your professional profile and can back them up with examples from your life experiences. Your future employer will want to know that you have what it takes.
The old year is done and the new one just begun. You're relaxed and focussed after the holidays and raring to go with your strategic plan for the year. But, day one back at your desk and... so many priorities! Here's why recruitment should be at the top of the list.
Whatever plans you have to grow your team there is really no time to waste. Do the math - on average it takes about 4 to 8 weeks to hire, so if you start today (let's assume it's mid-January) then you are looking at late February to mid-March before anyone signs on - at best.
Then there's the notice period - call it a month by the time your new hire has decided to take a short break between jobs. Optimistically, you are looking at an April start and, chances are, it will be after Easter. That's a quarter of the way through the year already!
Secondly - think about the candidate supply. January is a window of opportunity to pick up candidates that may not be nearly as receptive later in the year. Put yourself in their shoes. Those that love their job aren't looking. But if they're not so sure and they didn't quit before Christmas, then there is nothing more depressing than coming back to your desk after the holidays.
The reality is that many have either resolved to look for new work in the new year or become open to the idea as soon as they come back to work. By February, they are often too busy to think about it or back into the swing of things. Worse still, a competitor hired them out from under you while you were working out your priorities.
Don't miss the January window to hire good people. It won't come around again for another year.