It is a tough job market!

I know people who are contemplating a career change and appreciate this is not for the faint hearted, in fact it is much harder than anyone who is thinking about making a change can imagine.

I want to share 30 things with you I recommend you do when taking that leap of faith.

1) Stay employed! It is always easier to find a job when you are employed than unemployed.  Give your current employer 100%.  Making a career change takes a lot longer than you think it will.

2) Be Frugal. Cut costs where you can in your personal life. Save money. You will need it if you lose your job or if you will be taking a pay cut when you make the career change.

3) Have an open mind. Start talking to everyone. Talk to every colleague or anyone who will talk to you. Take them to lunch and interview them about what they do for a living. Find out if it is something you would like to do.

4) Try to find a career that complements your skill set.  Understand there are huge challenges if you don’t go after a career path that doesn’t match or use the skills that you have today. Disqualify the people and industries that do not interest you.

5) Once you identify potential career paths, ask specific questions about how they got started and get a clear understanding of what it will take to make the change.

6) Ask questions about what additional skills, knowledge, certifications you are going to have to obtain to get to where you want to be.

7) Discuss the options with your spouse, significant other, parents, mentor, or someone you trust.

8) Start enrolling in classes that you may need to help your career. These may take years so a career change may not be imminent.

9) Once you decide which career/ direction you want to take, talk more. Talk to everyone in the industry

10) Research every company and make a top 10 list of the companies you would like to work for. Go after the companies you are interested in with a vengeance. You need to network with key people who work there.

11) Find out the salary range at the companies you are targeting.

12) Find out at what level you would need to start. It is almost guaranteed you will need to take a step back before you take a step forward.

13) Work your network! See who knows people at these specific places. Ask for additional introductions. Go beyond just a LinkedIn invitation. Once you are connected meet them and talk to them.

14) See if you can find the “hidden job market”. Try to find jobs that aren’t posted. Try to interview with people that know you and will hire you based upon their knowledge.

15) Search all of the job boards and see who is hiring.

16) Use your connections you have made and if the “hidden market” isn’t hiring, see if someone can connect you to someone who is hiring.  Don’t apply without some sort of introduction.

17) Brush up your CV.  You should focus on the skills you have used at your prior jobs and how they could help in the role you are seeking.

18) Hire a coach if needed. Develop a 3, 5, 20 year plan. If you don’t hire a coach make sure you have a mentor.

19)) Get involved in support groups. You aren’t the first one to do this and won’t be the last. Have things to do to take your mind off a career change. Why not play golf, go for a jog, go to the cinema etc. You do need a relief, this is stressful time!

20) Present yourself well, get a haircut, have a shave or at least trim that beard. Put yourself out there. Treat every interview as a learning experience. You will find out that brushing up on your formal interviewing skills is imperative to success and there is tons of material on the internet you can read up on.

21) Have skin as tough as leather. Don’t take anything personally.

22) Check your emotions at the door.  Do not get too high and do not get too low.  There are times when you feel you have done really well on an interview when you don’t get it.   It is easy to get depressed.  Sometimes, the decision on a candidate has been made long before you walked in the door.

23) Do not take the first offer. There are people who will try to get you cheap. Be realistic, your research will have told you the salary you are worth-stick to it.

24) Once again, talk to your spouse, significant other, mentor or colleague and discuss all offers you have received.

25) Ensure you are financially ready to make a commitment to make the career change. Make sure you have the time that you can devote to making the change.

26) Sign the offer that makes the most sense for you today, and for your future. It must make sense financially and match your passion. Make sure it is something you are genuinely interested in doing.

27) Take some time off if you are still employed. When you make a commitment like this you want to give 100% to your new adventure in life.

28) Let others know about your decision.

29) Give 100% every day. Come in early, stay late and fully commit yourself to the role &

30) Celebrate! You have done it. Congratulations!

 

 

Getting the job requires a good attitude at interview…  

Use eye contact. Right or wrong, lack of eye contact communicates lack of interest, and lack of confidence.  Make sure that you’re engaged in the interview process by maintaining eye contact.

 

Communicate with energy. During my years of recruiting I have occasionally come across candidates who appeared like they had one foot in the grave and didn’t care much about anything.  Guess what? These candidates did not get the job. Be enthusiastic but do not overdo it!

 

Express interest in the position. If you want the job, tell the interviewer that you’re interested?  People, who don’t ask, frequently don’t get.

 

Treat the interviewer with respect and act like he/she is the only person in the world. Focus your attention completely on the interviewer and your chances improve. Look away, or slouch, and your job chances will slide away.  These actions indicate lack of respect and remember-you’re not having a casual chat with your friends-this is serious and potentially life changing.  I’ve heard about many candidates who lost job opportunities because they used slang or swore during their interviews so take heed.

 

Finally, after you have been offered maintain a professional demeanour at all times as job offers can be retracted if the hirer witnesses a change in character.

7 things you should never do at interview

With the job market extremely tight, even the small stuff counts, especially when you’re on a job interview. That’s why it’s so important not to say or do the wrong things, since that first impression could end up being the last one.

With that in mind, here are seven deadly sins of job interviewing.

  1. Don’t be late.

Even if your car broke down or the train derailed, do everything you can to get to that job interview on time. Why not consider travelling the day before? You do when you MUST catch that flight to your holiday destination, if the job is important to you then make sure you’re there.

On the flip side, you don’t want to arrive too early and risk appearing desperate, but you do want to be there at least five minutes early or at the very least on time.

  1. Don’t be unprepared.

It seems simple, but countless people go on job interviews knowing very little about the company they are interviewing with when all it would take is a simple Google search to find out. As a result, they end up asking obvious questions, which signal to the interviewer that they are too lazy to prepare. Do some research on the interviewer too, you cannot be over prepared. “Google” yourself and prepare for surprises. If you learn interesting things about the interviewer, perhaps you both like dogs, then drop it in at the small talk stage. This would be a clear signal you are prepared and informed.

“Sharpen your pencil before you go to school.”

  1. Don’t ask about salary, benefits, perks etc.

Your initial interview with a company shouldn’t be about what the company can do for you, but what you can do for the company. Which means the interview isn’t the time to ask about the severance package, number of weeks holiday or health plan. Instead you should be selling yourself as to why the company will benefit by employing you.

  1. Don’t focus on future roles instead of the job at hand.

The job interview is not the time or place to ask about advancement opportunities or how to become the MD. You need to be interested in the job you are actually interviewing for and not exaggerating your career aspirations. A company wants to see that you are ambitious, but they also want assurances you are committed to the job you’re being interviewed for.

  1. Don’t turn the weakness question into a positive.

To put it bluntly, interviewers are not idiots. So when they ask you about a weakness and you say you work too hard or you are too much of a perfectionist, chances are they are more apt to roll their eyes than be blown away. Instead, be honest and come up with a weakness that can be improved on and won’t ruin your chances of getting a job.

For instance, if you are interviewing for a project management position, it wouldn’t be wise to say you have poor organizational skills, but it’s ok to say you want to learn more shortcuts in Excel. Talk about the skills you don’t have that will add value, but aren’t required for the job.

  1. Don’t Lie

Many people think its ok to exaggerate their experience or fib about a firing on a job interview, but lying can be a sure-fire way not to get hired. Even if you get through the interview process with your half-truths, chances are you won’t be equipped to handle the job you were hired to do. Not to mention the more you lie the more likely you are to slip up.

Don’t exaggerate, don’t make things bigger than they are and don’t claim credit for accomplishments you didn’t do.

  1. Don’t ask if there’s any reason you shouldn’t be hired

Well-meaning career experts will tell you to close your interview by asking if there is any reason you wouldn’t be hired. While that question can give you an idea of where you stand and afford you the opportunity to address any concerns, there’s no guarantee the interviewer is going to be truthful with you or has even processed your information enough to even think about that. All you are doing is prompting them to think about what’s wrong with you.

Another big “no no” is asking “when do I start”.

Be yourself and good luck at the interview!

You do want recruiters to find you, don’t you?

Here are some tips to help you be found…

 

Fully complete your LinkedIn Profile

LinkedIn clearly states that users with completed profiles are “40 times more likely” to receive opportunities through LinkedIn. It’s easy to see whether your LinkedIn profile needs more work as LinkedIn displays a percentage score, indicating level of completeness. So, before you do anything else like installing apps, joining groups, commenting on discussions, check your score and if it’s way below 100%, you should do some work to update your profile. LinkedIn’s idea of a completed profile means that you have included the following information:

 

Your industry and location, an up-to-date current position (with a description), two past positions, your education, your skills (minimum of 3), a profile photo and at least 50 connections

 

Edit your profile URL to make it more user and SEO friendly

 

Your public profile is the public version of your LinkedIn profile and it is this page which appears in search engines, like Google. The standard URL which LinkedIn gives you contains your name and a lot of numbers which are not reader friendly and according to experts, not SEO friendly. So, adjust your public profile URL so it is as close to your name as possible, e.g. www.linkedin.com/in/firstnamelastname to make it more reader and SEO friendly.

 

Summary; adopting an inverted pyramid information structure

 

The LinkedIn summary has more prominence than the profession profile that you might prepare in a resume. Typically, the LinkedIn summary is longer; maybe two or three times the length and is a more fully fledged personal branding statement than the resume profile. Because the LinkedIn summary is longer and contains two or three paragraphs, it needs more structure than the shorter resume profile to create a similar positive effect. Many experts recommend that you adopt the Inverted Pyramid Approach to present your information which is an approach used in journalism to convey information in the most effective way.

 

In short this means that the most newsworthy info should come in the first paragraph, which is the: Who? What? When? Where? Why? How? This is followed by the important details in the second paragraph, and other general info and background info in the third paragraph. The idea of this is that the reader gets a summary in the first paragraph and can leave the summary at that point and still get a good feel for what you are about.

 

Register a Company Profile

 

One thing that I always look for when assessing a candidate’s LinkedIn profile is a completed company profile, (which is signified by a file icon next to the employer name), as it provides enriching information about the calibre and nature of the employer and their business. Unfortunately, many companies don’t yet have a company profile and current or former employees of those businesses do not therefore have helpful company profile icons, describing the employer, which I think lessens the impact of their profile. So, if your employer hasn’t created a profile, either ask them to create one or simply create one yourself.

 

Attention Grabbing Headline

 

The LinkedIn profiles places a lot of emphasis on the ‘Professional Headline’ that appears at the top of the profile just below your name. This ‘headline’ is displayed prominently at the top of the page and also appears in the listings of search results, which means it will be very influential in determining whether a recruiter clicks on your profile or not. So ensure to prepare an accurate but attention grabbing headline to draw in the reader.

 

Install Apps

 

Used well, LinkedIn apps enrich your profile. Current apps include a WordPress app or Bloglink app which allows you to present your blog on your LinkedIn profile. Only use this if your blog relates to your business and industry. This is not for personal musings!

 

The Slideshare app is great for showcasing personal presentations, which you have given, on your LinkedIn profile. There’s also the Creative Portfolio app for showcasing creative work in unlimited multimedia formats. They also have a GitHub App so developers can show their headline activity on GitHub. So, I strongly recommend that where appropriate you install apps and enrich your profile

 

I hope you have found these LinkedIn profile optimization tips useful and I hope to find you soon.

 

 

This has been adapted from the original article by Kazim Ladimeji. Thanks to him for the great tips.

Want your CV to look good?

So you want your CV to look good?

You may want your resume to look pretty but is your pretty format preventing your resume from functioning as well as it should?

Many employment agencies use recruitment software systems and a “pretty” CV with borders, shading and nice pictures really isn’t easy for most systems to import. Recruiters will remove your contact details before forwarding your CV to their clients and having to remove unnecessary “fluff” from your CV too is time consuming and you might be overlooked in favour of a candidate that has a clear fuss free CV that is quick and easy to get out to the clients. Also consider the preview or cached version of your resume, which many recruiters and hiring managers will view to save time or to keep from having to open an application to view your document. Fancy formatting doesn’t translate in this instance either, in fact it often looks like gobbledegook.

Your best bet is to use the 97-2003 version MS Word without tables and graphics. A Rich Text Format version works well too. Here is a test; Take your resume, select all, copy, and then paste it into a blank Word doc. How does it look? The information in the resume is far more important than a flashy style. If the info is presented in a professional, straight forward way, you are ultimately better off and will have a portable resume that can be effective in multiple instances.

One of the main considerations when compiling your resume should be Search Engine Optimization (SEO). Each company you apply to will store your resume in a database of some kind.  The way your resume is retrieved, when someone is searching this database for viable candidates, is by keyword and/or Boolean search. So make sure your document contains the proper keywords that are specific to your skill set. Also make sure your contact info is not embedded in a header, this also doesn’t translate well in some systems and footers are equally bad. Make your CV is an easy and pleasant task to deal with.

Job seekers should have their resume on sector relevant job boards and social media Websites, especially LinkedIn. Be specific, not “Manager”, but “Six Sigma Program Manager “or “Gold mine” AND “General Manager” etc. Use words that will set you apart in a keyword specific search, repeat these keywords where they apply in each job description so that the reader will have some context as to where and when you used these skills. If you don’t know anything about Boolean search then look it up and incorporate phrases that reflect your skills and the job you are after.

I don’t know a single HR Manager who has asked for a colourful CV, it is not required or wanted.

Many systems still don’t translate PDF resumes well or at all. Some systems will but require a costly add-on.  If a recruiter has to convert your resume to a different format then, at the very least, you will not be the first candidate dealt with-sorry but it is true.

Some candidates will complain that they don’t want their resume altered in any way. All I can say to that is that these candidates are not helping themselves at all!

 

Nothing wrong with humour, but…

Maybe not use any of these on your CV…

 

ACHIEVEMENTS – “I came first in the school long distance race”

HOBBIES – “Horse rideing,like going pub when havent got my kids.looking after kids and doing stuff with them when they anit at school.”

EMAIL ADDRESS – Lazysod@……

ACHIEVEMENTS – “Being sober”

ABOUT ME – “My favourite colour is Toupe, cos it rhymes with Dope”

REASON FOR LEAVING – “It was hard work”

PERSONAL PROFILE – “I be no stranger to double-entry. I loves numbers, and my wife and I loves journals and ledgers! Can also do tricky sums when I puts my mind to it. Computor litrate.”

COVERING LETTER – “This is my CV I am intrested in any job opening use have avaiable if u could please send a vercation that you reciceved the email”

PERSONAL PROFILE – “I do have convictions (drug offences) which are spent some 30 years ago for when I was 16-18 and have a caution for 4 years ago for criminal damage”

HOBBIES – “Marital Arts” (Possibly meant martial arts?)

KEY SKILLS – “Perfectionist with a keen I for details.”

HOBBIES – “Space Travel”

EMAIL ADDRESS – Batfacedgirl@………..

EMPLOYMENT HISTORY –  “Whilst working in this role, I had intercourse with a variety of people”

HOBBIES – “i like playing sport, which i fined gives me a winning appitite for life’”

KEY SKILLS: “I would like to assure you that I am a hardly working person.”

HOBBIES –  “enjoy cooking Chinese and Italians”

JOB HISTORY – “Career break in 1999 to renovate my horse”

SKILLS – “Fantastic ability in multi-tasting.”

SIZE OF EMPLOYER: “Very tall, probably over 6’5″.”

SKILLS – “Speak English and Spinach.”

STRENGTHS – “Ability to meet deadlines while maintaining composer.”

SKILLS – “I have technical skills that will simply take your breath away.”

MARITAL STATUS:- “Celibate”

SKILLS – From an IT Engineer, “Have you tried turning it off and on again?”

EMAIL ADDRESS – hotsexyluv@…….

KEYS SKILLS – keeping family home clean, tidy and hygienaic undertaking basic DIY.operating domestic taskslike cleaning,washing,cooking.dealing with emerengencies smoothly.dealing with health issues,superivsing,supporting,guiding and organising children.

CV GAP – Candidate explained his gap in employment by saying it was because he was getting over the death of his cat for 3 months!

KEY SKILLS – “But wait…there’s more. You get all this business knowledge plus a grasp of marketing that is second nature.”

PRINTED CV – Candidate sent over their CV printed on the back of their current employers headed company paper

SKILLS – “I can type without looking at thekeyboard.”

JOB HISTORY – “Left last four jobs only because the managers were completely unreasonable”

SKILLS – “I am a rabid typist”

HOBBIES – “My interests include cooking dogs and interesting people”

COVERING LETTER – “I am extremely loyal to my current employer….Feel free to ring my office if you are interested in my CV”

KEY ACHIEVEMENTS – “Received a plague for Salesperson of the Year.”

EDUCATION – “I am about to enrol on a Business and Finance Degree with the Open University. I feel that this qualification will prove detrimental to me for future success.”

HOBBIES: “donating blood – 12 litres so far.”

KEY SKILLS: “Assisted with filing, billing, printing and coping”

KEY ACHIEVEMENTS – “Oversight of entire department.”

EDUCATION –  “University: August 1890 to May 1993″

WORK EXPERIENCE –“ I’m working today in a furniture factory as a drawer”

EMAIL ADDRESS – homeboy@……

KEY SKILLS – “I have extensive experience with foreign accents.”

QUALIFICATIONS – “Here are my qualifications for you to overlook.”

COVER LETTER – “Please disregard the attached CV; it’s totally outdated”

REASON FOR LEAVING – “After receiving advice from several different angels, I have decided to pursue a new line of work.”

KEY SKILLS – “Am a perfectionist and rarely if if ever forget details.”

WORK EXPERIENCE – “Night stalker in Tesco”

HOBBIES – “painting my toenails in varying colours”

JOB HISTORY – “Promoted to area manger to oversee 37 storefronts.”

KEY SKILLS – “I am relatively intelligent, obedient and loyal as a puppy.”

COVER LETTER – “I have guts, drive, ambition and heart, which is probably more than a lot of the drones that you have working for you.”

EMAIL ADDRESS – dumbblonde@…….

AWARDS – “National record for eating 23 pancakes in 2 minutes”

WORK EXPERIENCE – “Child care provider, organised activities; prepared lunches and snakes”

KEY SKILLS – “Good people skills, except when people get on my nerves.  Which is hardly ever, no more often than once every ten minutes. ”

COVER LETTER – “I’m submitting the attached copy of my CV for your consumption.”

ACHIEVEMENTS – “Planned building of new building  at £2.5 million over budget.”

KEY SKILLS – “I am very used to working with thigh schedules.”

COVERING LETTER – “looking for a party-time position.”

KEY SKILLS – “I am quick at typing, about 30 word pers minute, 45 with strong coffee.”

WORK EXPERIENCE – “Dealing with customers’ conflicts that arouse.”

KEY SKILLS – “I am a tiger when needed, but otherwise a pussycat.”

NUMBER OF DEPENDENTS –  “40″

REASON FOR LEAVING – “I din’t give the company my full effort and received no chance of carer advancement in return.”

COVER LETTER –  “I host a superlative proficiency for resolving complex systematic problems. I have pedagogic expertise conducting sales, and I can be quickly utilized as an assiduous, visceral and proactive problem solver.”

REFERENCES – “Clare” (We might need a little more info)

KEY SKILLS – “Very experienced with out-house computers.”

WORK EXPERIENCE – “Responsibilities included recruiting, interviewing and executing final candidates.”

CURRENT SALARY – “£28,000. Salary desired: £170,000.”

KEY SKILLS – “I am a great team player I am”

PERSONAL PROFILE – “I’m a lean, mean, marketing machine”

REASON FOR LEAVING – “Company insisted that all employees get to work by 8:45 every morning. Couldn’t work under those conditions.”

HOBBIES – “Running, editing video, cooking, writing and wondering”

COVER LETTER – “I would be prepared to meet with you at your earliest convenience to discuss what I can do to your company.”

WORK EXPERIENCE – “Dispensed medication and passed out.”

JOB TITLE – “Ass. Manager.” (Possibly meant assistant manager?  At least I hope so.)

KEY SKILLS – “Being bilingual in 3 languages.”

COVER LETTER – “Dear Sir/Modem.”

KEY SKILLS – “My qulifications include close atention to detail.”

WORK EXPERIENCE – “Worked in a office where I carried out my own accountant.”

COVER LETTER – “Sorry for any incontinence.”

GAP IN CV – “Any interruption in employment is due to being unemployed.”

DESIRED POSITION – “Profreader.”

KEY SKILLS – “Grate communication skills.”

COVER LETTER – “Please don’t misconstrue my 14 jobs as ‘job-hopping’. I have never quit a job.”

KEY SKILLS – “I supervise employees with the iron fist!”

COVER SKILLS –  “Thank you for your consideration. Hope to hear from you shorty!”

WORK EXPERIENCE – “Please note from my CV I have 6 years buying, negotiating and sock-control experience”

COVER LETTER -”I’m submitting my CV to spite my lack of C++ and HTML experience”

KEY SKILLS – “Excellent memory; strong math aptitude; excellent memory.”

HOBBIES – “Relaxing with family and friends watching action movies”

PERSONAL PROFILE – “I wasn’t born – my mother simply chose ‘eject child’ from the special menu.”

REASON FOR LEAVING – “Responsibility makes me nervous”

WORK EXPERIENCE – “Whilst working in the hairdressers I had to deal with a lot of old biddies”

SKILLS – “I have a lot of integrity so I promise not to steal office supplies and take them home.”

EDUCATION – “Have repeated courses repeatedly.”

COVER LETTER – Why should you employ me?  I bring doughnuts on Friday.”

WORK EXPERIENCE – ““Filing, billing, printing and coping.”

 

 

 

How clients find the right recruiter…

A good recruiter/head-hunter can be an invaluable asset to any HR Manager or Hiring Manager. If you have not yet experienced success with a recruiter then perhaps you dealing with their approaches in the wrong way?

Here are 5 tips for a successful business relationship with a recruitment consultant:

  1. Choosing the right recruiter. Don’t just settle for the first one that calls you and promises the world instead, choose a niche recruiter. You need to feel comfortable with his or her approach and not feel at all pressured, pick a consultant who specialises in your sector and check out their profile on the social networks. Most good recruiters will check you out before deciding to call so they already feel you would be a suitable client for them! There are niche recruiters available for every sector e.g. mining, careers in power, technical and senior appointments etc. Use one who is connected with your industry and can recruit for the country where you need staff. You could be an Australian mining company with operations in Asia and Africa or an American owned company needing German speaking staff. You need an international recruiter with an appropriate database, language skills, track record and network of candidates.

  2. Be honest and comprehensive with your answers when asked questions.
    It should go without saying that the most important part of a recruiter client relationship is open and frank communication. If you have specific requirements, tell them straight away and if you have concerns about how they are proposing to recruit for you then say so. For example, you may know that in certain countries where you hire, particular nationalities work well together and others do not so tell your recruiter exactly who you want. Tell them your interview procedure; visa process, normal timescales, rotation, shift pattern, salary range, required skill-sets etc. An experienced recruiter relishes a challenge and prefers to be prepared prior to negotiations with candidates rather than being given new information at offer stage. Whatever you do, do not withhold information and if you do not know the answer then get it as soon as you can!

  3. Request and reward.
    Offer your recruiter exclusivity and do not try and negotiate the fee to rock bottom as it will have a negative effect. Recruiters are human, have bills to pay and choose their clients carefully. If you want a mediocre service then refusing to pay more than 50% of the recruiter’s suggested fee may get you exactly that or a straight refusal. Often recruiters will ask how many others are engaged, good consultants will not be interested in working with clients who use multiple recruiters because the only thing they are doing is complicating matters. You will be able to get the attention of a seasoned, effective recruiter by responding promptly to their calls, emails and requests for feedback. Loyalty ensues and you will be able to cultivate a bond with a recruiter who knows you are counting on them to fill that important vacancy!

  4. Listen and inform.
    Engaging the help of a recruiter will help you fill existing vacancies and those that come up in the future. Once a recruiter learns about your particular needs they will always be on the lookout for candidates you may want to hire. They read hundreds of CVs, register candidates daily, expand their candidate pool through social networks, offer referral fees to senior candidates and work hard attracting passive job seekers. Respond to your recruiter’s enquiries well then the CV’s will arrive in your inbox and the quality of the candidates will be excellent.

Investing the time talking to a “compatible” recruiter will really help you fill your vacancies quickly and cost-effectively.

 

Why hate head-hunters?

Ask anyone what a head-hunter does and they’ll probably say something like “aren’t they the ones who steal people?”

Ask  highly trained executives and they will say something like “aren’t they the pushy types that call you out of the blue trying to get you to leave your job for some other job they’re pushing-so they can make a killing?

Ask employers and they will say something like “they’re always trying to get us to hire someone that we don’t need or offering to help us fill a job that we don’t need any help in filling-just so that they can make a killing!

 

The things said about head-hunters above are from the small picture perspective, but if you look at the big picture-it’s a totally different story.

My point is they play a very important role in an industry, be it mining, power generation or any other technical job yet very rarely is the profession of head-hunter viewed in a positive light. This is because the role of a head-hunter is misunderstood.

The fact is head-hunters play a very important role in any industry.  They are the enforcers of competition and ensure competition is balanced among competing firms within that industry. In addition, headhunting is a business strategy that provides a fantastic return on investment. If, as a client, you employ those earning over £50K in sectors such as mining, power generation or any other senior appointment then engaging a head-hunter will provide a good return on your investment. If you are a senior executive with niche skills then, again you can only benefit by developing a relationship with a head-hunter whose daily tasks include approaching clients you would like to work for.

Balancing Competition

 

An example of balancing competition is recruiting some of the top talent away from the larger firms and placing that talent in a smaller firm that has been wise enough to devise a package that will attract them.  High performing talent will allow that small local firm to compete on a level-playing-field with the larger companies.  As a result the smaller firm will end up capturing more customers from the weaker firms.

Collapsing under its-own Weight

 

Without balanced competition the bigger firms will become even bigger; simply by acquiring the smaller firms and with more consolidation in an industry, there will be less competition.  With less competing firms, there will be fewer jobs.

The role of head-hunters is to prevent job losses by balancing competition in the industry they serve.

 

Return-on Investment

 

Employed as a strategy, headhunting will save employers a fortune in working capital and saving money is crucial, especially in a recession.  By working capital, I’m referring to salaries that are paid to employees while they are being trained. One view is that money spent on training of employees is like pouring money down the drain. In my opinion headhunting should form part of a company’s strategy for building the best team possible along with the careful selection of candidates to be trained who will stay with the company. If you think about it a recruiter/head-hunter can help you source reliable, trainable talent AND fully trained high-flyers.

 

Why should I utilise head-hunters and train some employees?

Because a lot of trainees won’t return to the employers the investment that they have made in their training.  At the end of the day a number of trainees will end up as just average performers, others will leave the industry and superstars will probably be recruited away to a competitor at some point.  Then the training process starts all over again with the same results.

 

Payroll v. Placement Fees

 

That is why a strategy for success is not to spend ££££££’s on training alone.  A good head-hunter will recruit talent away from your competitors after they are trained, remain loyal to the client that engaged them and produce the best talent.   It’s a smart decision on the part of an employer because good head-hunters place talent that returns immediate profits!  Profits to their clients, generated from the investments made by others, most likely their competitor. It may not be fair but it happens-daily!

 

Final Thoughts

 

Headhunting is a respected and commonly employed strategy for professional career advancement and a tool that produces a super ROI for employers.

Senior executives can only benefit by staying in touch with the head-hunters they know

Savvy clients employ head-hunters…

When is the recruiter going to call me back?

I know it is frustrating when you don’t get the call you have been waiting for but here is what may be going on…

Recruiters call back when they have something to tell you.  We have other projects, deadlines and other candidates waiting which means we will call back when we have time and something to tell you.  Recruiters get paid for getting you a job so they definitely do want to call you. Recruiters are filling a number of other positions and have other clients pressing them to find that elusive ideal candidate.  It is not uncommon for a recruiter to have 20+ open positions and the idea is to fill them all and then retire to the boat in the Mediterranean.

Most recruiters are at the mercy of the hiring manager who will also have meetings, deadlines, and projects.  I have often been asked if the candidate would be available for interview the day after the CV was submitted because of hiring manager availability, not only do you want to meet them, you also want to catch them when they ask for you.  Sometimes it seems like all of the stars and the moons need to line up for the miracle of a meeting to take place.  Don’t worry, it isn’t you but it is the process and in a larger company, there is a lot of process!

My advice:  Be patient and keep an eye on your recruiter’s social media, it is much easier for recruiters and head-hunters to post updates once rather than make hundreds of calls. Look out for email updates, you will know if you have been shortlisted and I can assure you recruiters chase their clients for answers. Finally, please do not think there is anything wrong with you, if you are getting calls from recruiters then that is a very good sign; it is just unfortunate the process can take such a long time.

Do you ever wonder why you never hear back after applying for a job?

Jobseekers often wonder why they never hear anything back after they hit ‘send’ on the email with a resume attached or on the on-line job application. If you’re very lucky, you might have a preliminary email exchange or telephone call with a recruiter but then never hear from them again.

It’s a depressing experience and probably one which, in your opinion, also casts a shadow on the recruiters’ reputation. So why does it happen? Is it you, is it them, or is it just something every candidate must prepare for in the hiring process?

Job seekers face an uphill struggle, especially in these tough economic times. High unemployment globally means more competition for every vacancy and that means the employers and their recruiters have “the pick of the bunch”

Recruiters complain that as many as 50 percent of people applying for a job they are working on simply aren’t qualified and even if you are the right candidate you have to get yourself to the “top of the pile”. So how do you break through?

Here are my top 5 reasons you’re not hearing back after applying for a job with five suggestions for ways to avoid your CV disappearing into the abyss:

 

You really aren’t qualified. If a job description specifies a Master Black Belt, Six Sigma qualified engineer with over 7 years of experience and you’re a recent graduate looking for your first proper job, it’s unlikely you’ll get a call! Avoid disappointment – don’t apply for jobs for which you are not qualified. Most job descriptions are written with very specific requirements and often list essential criteria. The recruitment consultant is trying to find the most qualified candidate and yes, they are trying to weed people out. It’s not personal but it is business and it is recruitment.

 

You haven’t keyword-optimized your resume or application. Job descriptions contain keywords specific to the skills or attributes the recruiter seeks in applicants. A close read of the job description is a necessity, as is keyword-optimizing your resume and cover letter, should you choose to use one. Use keywords at the bottom of your CV and ensure the summary at the top of your CV succinctly describes your talents. Examples of keywords could be: “gold mine” and “general manager” and diamonds and coal and copper. Recruiters use Boolean search to find you so use the right keywords.

 

Your CV isn’t formatted properly. There is a raft of free information available on the Internet on how to present your CV. Whatever you do don’t post a photocopy of your CV or use borders, shading, fancy graphics or animation-all of these make it impossible for some recruitment software programs to import your CV. Recruiters in general are not lazy but why make it hard for them? And finally, make sure you send your CV as a plain word document and not a pdf! Recruiters will remove your name and contact details before sending your CV to their clients and this is tough to do if you send a pdf.

 

Your resume is substantially different from your online profile. Sites such as LinkedIn and other social networking sites can be useful tools and it‘s important to make sure what you put on them matches what’s on your resume. So if you are looking for work as a technical sales engineer then make sure your online profiles back that up.

 

The company received 500 resumes for one job posting, and yours was #499. Every morning (early) scour the job postings and jump on anything for which you’re qualified and that interest you. Keep a list of all your applications and never apply for the same job more than once.

How to get noticed:

 

Research interesting companies on social media. Find out who the recruiters are and interact with them. Many will tweet new postings, post LinkedIn updates and advertise jobs on Facebook pages. You need to watch their streams and jump on jobs you are qualified for.

 

Consider starting a blog in your area of interest or expertise. Social media is big and used by recruiters extensively so you need to advertise your digital persona. Include your blog link and links to your digital presence in your emails to the recruiters you’re working with.

 

Consider getting professional help with your resume. If you really are uncomfortable producing your CV then there are people out there who can help. Either a resume writer or an SEO expert can help you increase your odds of getting through the talent management software or the recruiter’s critical eye. If you can’t afford this step then use Google to find free templates and advice online.

 

If at all possible, don’t wait until you’re out of work to find your next job. I realize for many people this isn’t possible or might even be offensive or unethical, but your chances of finding the next job are best when you’re still employed. I strongly recommend you create the best LinkedIn profile you can, this strikes me as a good way of getting yourself out there without making your current employer feel uncomfortable. Check online, there is a good chance your boss has posted a profile!

 

Network. You will hear this often with good reason. You need to be visible, be upbeat, and be informed about industry trends and news in your area of expertise. Use the social networks; Facebook is not just for family pics and talking about that fantastic party.

Finding a job can be a tough and emotional experience. I would say that only 10% of the CVs I read lead me to pick up the phone and conduct an interview.  Don’t take it personally and don’t give up – it’s not a rejection of you, it’s a reflection of the times. If you don’t hear back then double check what you have applied for and read these tips again.

 

How to get a great job…

 

 

Imagine the scene…you are online and you see a job that you really like the look of, then what? Do you send your CV? Do you attach a covering letter? Do you think about it for a while? Do nothing?

What goes on behind the scenes at recruitment agencies seems to be a hot topic on the blogs at the moment. All sorts of things are being quoted about the percentages of CVs rejected because of spelling errors, how many covering letters are read, what gets read in the first 30 seconds, should I summarize my skills at the top of my CV etc.

If you are serious about making a move in the job market then you need to know exactly where you are and what you want. You also need to understand the marketplace you are looking in and you need a good and trustworthy guide. There is no magic formula but there a lot of simple things that you can do to make things happen the way you want them to.

So here are some of my top tips for chasing the job you really want.

  1. Find an appropriate consultant.

 

Good recruitment consultants are worth their weight in gold and there are good ones out there that can really help you land that dream job. It is important you choose someone who you trust and can work with, someone who knows your sector.

A good consultant will not work with you unless your skills match the sector(s) they recruit for and they feel you are a strong candidate. I look for candidates who work in the technical, mining and senior appointment sectors so if you have no experience in these areas then it is unlikely we will work together. Recruiters want to understand you, your motivations, your ambitions and what problems you can solve for their clients. They will want to understand your career expectations so that they can help you plan your career moves correctly.

  1. Network

 

It’s not what you know, and it never has been. You need to build a strong and sensible network. You know a lot of people, but who do they know, and who can introduce you to whom? I use online social networks and so do most good recruiters but don’t forget good old-fashioned meeting people-you know-shaking hands and looking them in the eye. This method is not dead and do not think all your prayers will be answered by sitting in front of your computer all day long, firing out emails. You should pick up the phone and speak to people, if that leads to a meeting then great!

  1. Be realistic

 

The real reason CVs get rejected by recruiters is that the CV doesn’t fit the role. Examples might include the butcher applying for electrical project engineer or mine manager job. Seasoned recruiters go out of their way to comprehensively understand the needs of their clients and only they know all the details of their client’s job description. I am 100% certain you have more chance of getting the job when applying through a recruiter. If you have niche skills in sectors such as mining or power generation then it is unlikely the local Jobcentre plus will be useful.

Calling or emailing a consultant who has rejected your application is fine if you are ringing to understand what you need to do next time or what experience you should get to increase your marketability. Phoning to complain, or in an attempt to convince them that they are wrong is not, and it does nothing to improve your chances of success next time.

If you apply for everything that is remotely interesting to you, the truth is that you are wasting your time. Please only apply for roles that you have the skills, experience and desire to do. Recruiters can see if you are desperate and firing out your CV everywhere. Carefully consider what you want to do and only apply for jobs where you are certain you will solve the problems the client has.

There are lot of people who apply to dozens of jobs a day and often to everything that is posted by a particular consultant. What this does is clog up that consultant’s inbox. Do they read every application you make? No, of course they don’t. Have you heard the story of the boy who cried wolf? The principle here is the same.

  1. Write a great CV

 

You need to ensure everything seen on the Internet about you is favourable and writing a great CV is the first part of this. A CV is a marketing/sales document and nothing more. The better is it written, the better it sells your experience specific to each role you apply for. Incidentally I do not rate these companies who approach you offering to write “a dream job winning CV”. All the information you need to write a great resume is available on the web for FREE!

  1. Make it happen

 

No one is going to do it all for you. A good consultant will certainly help but they need to be recruiting for a client that is looking for your specific skill set. So; network, apply to adverts and online posts. Work hard at finding that great job and keep a record of your applications because it really looks bad if you apply for the same job twice or even more often! Choose the right recruiter; be organised, targeted, smart and determined.

Good luck!

 

Humour for a Friday

Please check and ensure none of the following appears on your CV;

 

ACHIEVEMENTS  – “I came first in the school long distance race”

HOBBIES – “Horse rideing,like going pub when havent got my kids.looking after kids and doing stuff with them when they anit at school.”

EMAIL ADDRESS – Lazysod@……

ACHIEVEMENTS – “Being sober”

ABOUT ME – “My favourite colour is Toupe, cos it rhymes with Dope”

REASON FOR LEAVING – “It was hard work”

PERSONAL PROFILE – “I be no stranger to double-entry. I loves numbers, and my wife and I loves journals and ledgers! Can also do tricky sums when I puts my mind to it. Computor litrate.”

COVERING LETTER – “This is my CV I am intrested in any job opening use have avaiable if u could please send a vercation that you reciceved the email”

PERSONAL PROFILE – “I do have convictions (drug offences) which are spent some 30 years ago for when I was 16-18 and have a caution for 4 years ago for criminal damage”

HOBBIES – “Marital Arts” (Possibly meant martial arts?)

KEY SKILLS – “Perfectionist with a keen I for details.”

HOBBIES – “Space Travel”

EMAIL ADDRESS – Batfacedgirl@………..

EMPLOYMENT HISTORY –  “Whilst working in this role, I had intercourse with a variety of people”

HOBBIES – “i like playing sport, which i fined gives me a winning appitite for life’”

KEY SKILLS: “I would like to assure you that I am a hardly working person.”

HOBBIES –  “enjoy cooking Chinese and Italians”

JOB HISTORY – “Career break in 1999 to renovate my horse”

SKILLS – “Fantastic ability in multi-tasting.”

SIZE OF EMPLOYER: “Very tall, probably over 6’5″.”

SKILLS – “Speak English and Spinach.”

STRENGTHS – “Ability to meet deadlines while maintaining composer.”

SKILLS – “I have technical skills that will simply take your breath away.”

MARITAL STATUS:- “Celibate”

SKILLS – From an IT Engineer, “Have you tried turning it off and on again?”

EMAIL ADDRESS – hotsexyluv@…….

KEYS SKILLS – keeping family home clean, tidy and hygienaic undertaking basic DIY.operating domestic taskslike cleaning,washing,cooking.dealing with emerengencies smoothly.dealing with health issues,superivsing,supporting,guiding and organising children.

CV GAP – Candidate explained his gap in employment by saying it was because he was getting over the death of his cat for 3 months!

KEY SKILLS – “But wait…there’s more. You get all this business knowledge plus a grasp of marketing that is second nature.”

PRINTED CV – Candidate sent over their CV printed on the back of their current employers headed company paper

SKILLS – “I can type without looking at thekeyboard.”

JOB HISTORY – “Left last four jobs only because the managers were completely unreasonable”

SKILLS – “I am a rabid typist”

HOBBIES – “My interests include cooking dogs and interesting people”

COVERING LETTER – “I am extremely loyal to my current employer….Feel free to ring my office if you are interested in my CV”

KEY ACHIEVEMENTS – “Received a plague for Salesperson of the Year.”

EDUCATION – “I am about to enrol on a Business and Finance Degree with the Open University. I feel that this qualification will prove detrimental to me for future success.”

HOBBIES: “donating blood – 12 litres so far.”

KEY SKILLS: “Assisted with filing, billing, printing and coping”

KEY ACHIEVEMENTS – “Oversight of entire department.”

EDUCATION –  “University: August 1890 to May 1993″

WORK EXPERIENCE –“ I’m working today in a furniture factory as a drawer”

EMAIL ADDRESS – homeboy@……

KEY SKILLS – “I have extensive experience with foreign accents.”

QUALIFICATIONS – “Here are my qualifications for you to overlook.”

COVER LETTER – “Please disregard the attached CV; it’s totally outdated”

REASON FOR LEAVING – “After receiving advice from several different angels, I have decided to pursue a new line of work.”

KEY SKILLS – “Am a perfectionist and rarely if if ever forget details.”

WORK EXPERIENCE – “Night stalker in Tesco”

HOBBIES – “painting my toenails in varying colours”

JOB HISTORY – “Promoted to area manger to oversee 37 storefronts.”

KEY SKILLS – “I am relatively intelligent, obedient and loyal as a puppy.”

COVER LETTER – “I have guts, drive, ambition and heart, which is probably more than a lot of the drones that you have working for you.”

EMAIL ADDRESS – dumbblonde@…….

AWARDS – “National record for eating 23 pancakes in 2 minutes”

WORK EXPERIENCE – “Child care provider, organised activities; prepared lunches and snakes”

KEY SKILLS – “Good people skills, except when people get on my nerves.  Which is hardly ever, no more often than once every ten minutes. ”

COVER LETTER – “I’m submitting the attached copy of my CV for your consumption.”

ACHIEVEMENTS – “Planned building of new building  at £2.5 million over budget.”

KEY SKILLS – “I am very used to working with thigh schedules.”

COVERING LETTER – “looking for a party-time position.”

KEY SKILLS – “I am quick at typing, about 30 word pers minute, 45 with strong coffee.”

WORK EXPERIENCE – “Dealing with customers’ conflicts that arouse.”

KEY SKILLS – “I am a tiger when needed, but otherwise a pussycat.”

NUMBER OF DEPENDENTS –  “40″

REASON FOR LEAVING – “I din’t give the company my full effort and received no chance of carer advancement in return.”

COVER LETTER –  “I host a superlative proficiency for resolving complex systematic problems. I have pedagogic expertise conducting sales, and I can be quickly utilized as an assiduous, visceral and proactive problem solver.”

REFERENCES – “Clare” (We might need a little more info)

KEY SKILLS – “Very experienced with out-house computers.”

WORK EXPERIENCE – “Responsibilities included recruiting, interviewing and executing final candidates.”

CURRENT SALARY – “£28,000. Salary desired: £170,000.”

KEY SKILLS – “I am a great team player I am”

PERSONAL PROFILE – “I’m a lean, mean, marketing machine”

REASON FOR LEAVING – “Company insisted that all employees get to work by 8:45 every morning. Couldn’t work under those conditions.”

HOBBIES – “Running, editing video, cooking, writing and wondering”

COVER LETTER – “I would be prepared to meet with you at your earliest convenience to discuss what I can do to your company.”

WORK EXPERIENCE – “Dispensed medication and passed out.”

JOB TITLE – “Ass. Manager.” (Possibly meant assistant manager?  At least I hope so.)

KEY SKILLS – “Being bilingual in 3 languages.”

COVER LETTER – “Dear Sir/Modem.”

KEY SKILLS – “My qulifications include close atention to detail.”

WORK EXPERIENCE – “Worked in a office where I carried out my own accountant.”

COVER LETTER – “Sorry for any incontinence.”

GAP IN CV – “Any interruption in employment is due to being unemployed.”

DESIRED POSITION – “Profreader.”

KEY SKILLS – “Grate communication skills.”

COVER LETTER – “Please don’t misconstrue my 14 jobs as ‘job-hopping’. I have never quit a job.”

KEY SKILLS – “I supervise employees with the iron fist!”

COVER SKILLS –  “Thank you for your consideration. Hope to hear from you shorty!”

WORK EXPERIENCE – “Please note from my CV I have 6 years buying, negotiating and sock-control experience”

COVER LETTER -”I’m submitting my CV to spite my lack of C++ and HTML experience”

KEY SKILLS – “Excellent memory; strong math aptitude; excellent memory.”

HOBBIES – “Relaxing with family and friends watching action movies”

PERSONAL PROFILE – “I wasn’t born – my mother simply chose ‘eject child’ from the special menu.”

REASON FOR LEAVING – “Responsibility makes me nervous”

WORK EXPERIENCE – “Whilst working in the hairdressers I had to deal with a lot of old biddies”

SKILLS – “I have a lot of integrity so I promise not to steal office supplies and take them home.”

EDUCATION – “Have repeated courses repeatedly.”

COVER LETTER – Why should you employ me?  I bring doughnuts on Friday.”

WORK EXPERIENCE – ““Filing, billing, printing and coping.”

 

 

 

How clients find the right recruiter…

A good recruiter/head-hunter can be an invaluable asset to any HR Manager or Hiring Manager. If you have not yet experienced success with a recruiter then perhaps you dealing with their approaches in the wrong way?

Here are 5 tips for a successful business relationship with a recruitment consultant:

  1. Choosing the right recruiter. Don’t just settle for the first one that calls you and promises the world instead, choose a niche recruiter. You need to feel comfortable with his or her approach and not feel at all pressured, pick a consultant who specialises in your sector and check out their profile on the social networks. Most good recruiters will check you out before deciding to call so they already feel you would be a suitable client for them! There are niche recruiters available for every sector e.g. mining, careers in power, technical and senior appointments etc. Use one who is connected with your industry and can recruit for the country where you need staff. You could be an Australian mining company with operations in Asia and Africa or an American owned company needing German speaking staff. You need an international recruiter with an appropriate database, language skills, track record and network of candidates.

  2. Be honest and comprehensive with your answers when asked questions.
    It should go without saying that the most important part of a recruiter client relationship is open and frank communication. If you have specific requirements, tell them straight away and if you have concerns about how they are proposing to recruit for you then say so. For example, you may know that in certain countries where you hire, particular nationalities work well together and others do not so tell your recruiter exactly who you want. Tell them your interview procedure; visa process, normal timescales, rotation, shift pattern, salary range, required skill-sets etc. An experienced recruiter relishes a challenge and prefers to be prepared prior to negotiations with candidates rather than being given new information at offer stage. Whatever you do, do not withhold information and if you do not know the answer then get it as soon as you can!

  3. Request and reward.
    Offer your recruiter exclusivity and do not try and negotiate the fee to rock bottom as it will have a negative effect. Recruiters are human, have bills to pay and choose their clients carefully. If you want a mediocre service then refusing to pay more than 50% of the recruiter’s suggested fee may get you exactly that or a straight refusal. Often recruiters will ask how many others are engaged, good consultants will not be interested in working with clients who use multiple recruiters because the only thing they are doing is complicating matters. You will be able to get the attention of a seasoned, effective recruiter by responding promptly to their calls, emails and requests for feedback. Loyalty ensues and you will be able to cultivate a bond with a recruiter who knows you are counting on them to fill that important vacancy!

  4. Listen and inform.
    Engaging the help of a recruiter will help you fill existing vacancies and those that come up in the future. Once a recruiter learns about your particular needs they will always be on the lookout for candidates you may want to hire. They read hundreds of CVs, register candidates daily, expand their candidate pool through social networks, offer referral fees to senior candidates and work hard attracting passive job seekers. Respond to your recruiter’s enquiries well then the CV’s will arrive in your inbox and the quality of the candidates will be excellent.

Investing the time talking to a “compatible” recruiter will really help you fill your vacancies quickly and cost-effectively.

 

Why hate head-hunters?

Ask anyone what a head-hunter does and they’ll probably say something like “aren’t they the ones who steal people?”

Ask  highly trained executives and they will say something like “aren’t they the pushy types that call you out of the blue trying to get you to leave your job for some other job they’re pushing-so they can make a killing?

Ask employers and they will say something like “they’re always trying to get us to hire someone that we don’t need or offering to help us fill a job that we don’t need any help in filling-just so that they can make a killing!

 

The things said about head-hunters above are from the small picture perspective, but if you look at the big picture-it’s a totally different story.

My point is they play a very important role in an industry, be it mining, power generation or any other technical job yet very rarely is the profession of head-hunter viewed in a positive light. This is because the role of a head-hunter is misunderstood.

The fact is head-hunters play a very important role in any industry.  They are the enforcers of competition and ensure competition is balanced among competing firms within that industry. In addition, headhunting is a business strategy that provides a fantastic return on investment. If, as a client, you employ those earning over £50K in sectors such as mining, power generation or any other senior appointment then engaging a head-hunter will provide a good return on your investment. If you are a senior executive with niche skills then, again you can only benefit by developing a relationship with a head-hunter whose daily tasks include approaching clients you would like to work for.

Balancing Competition

 

An example of balancing competition is recruiting some of the top talent away from the larger firms and placing that talent in a smaller firm that has been wise enough to devise a package that will attract them.  High performing talent will allow that small local firm to compete on a level-playing-field with the larger companies.  As a result the smaller firm will end up capturing more customers from the weaker firms.

Collapsing under its-own Weight

 

Without balanced competition the bigger firms will become even bigger; simply by acquiring the smaller firms and with more consolidation in an industry, there will be less competition.  With less competing firms, there will be fewer jobs.

The role of head-hunters is to prevent job losses by balancing competition in the industry they serve.

 

Return-on Investment

 

Employed as a strategy, headhunting will save employers a fortune in working capital and saving money is crucial, especially in a recession.  By working capital, I’m referring to salaries that are paid to employees while they are being trained. One view is that money spent on training of employees is like pouring money down the drain. In my opinion headhunting should form part of a company’s strategy for building the best team possible along with the careful selection of candidates to be trained who will stay with the company. If you think about it a recruiter/head-hunter can help you source reliable, trainable talent AND fully trained high-flyers.

 

Why should I utilise head-hunters and train some employees?

Because a lot of trainees won’t return to the employers the investment that they have made in their training.  At the end of the day a number of trainees will end up as just average performers, others will leave the industry and superstars will probably be recruited away to a competitor at some point.  Then the training process starts all over again with the same results.

 

Payroll v. Placement Fees

 

That is why a strategy for success is not to spend ££££££’s on training alone.  A good head-hunter will recruit talent away from your competitors after they are trained, remain loyal to the client that engaged them and produce the best talent.   It’s a smart decision on the part of an employer because good head-hunters place talent that returns immediate profits!  Profits to their clients, generated from the investments made by others, most likely their competitor. It may not be fair but it happens-daily!

 

Final Thoughts

 

Headhunting is a respected and commonly employed strategy for professional career advancement and a tool that produces a super ROI for employers.

Senior executives can only benefit by staying in touch with the head-hunters they know

Savvy clients employ head-hunters…

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