There is no doubt, many people simply do not understand what a recruiter does, or what their priorities are day to day. This article shines some light on how to work with a recruiter, not just when you need them but also when they need you.
Building a relationship with recruiters should be a long term goal. They have access to roles at various points of time that do not get advertised. They are busy working on assignments that are tough to fill in many cases, and any insight you can give to potential candidates or industry knowledge will not be forgotten.
Take the call, take some time to understand their work and above all have the manners to return their calls. What goes around comes around, connect with the specialist recruiters in your area and in the long run you will find they can become a valued partner as your career progresses.
Also remember to ensure your online profile is as current as your CV / resume, time can kill all deals. Your ability to present yourself in a motivational, professional and consistent manner are going to be paramount in you making the most of opportunities that come your way.
Monday, January 28, 2008
10 Great Tips for Using LinkedIn to Find the Best Passive Candidates on the Planet : Articles & Resources : The Adler Group
Take a look at this link written by Lou Adler on his site targetted at recruiters (Performance Based Hiring). Lou is an individual that is passionate about helping recruiters find the top talent for an organisation. The top 20% that is more than likely responsible for 80% of the companies results in any area.
As you will see from the article having your professional profile complete and up to date will allow you access to opportunities that may have been passing you by. It is also very clear from this that you need to treat your online profile as you do your CV / resume. Remember, first impressions last, and as you do start to go through the process of exploring an opportunity you need to make sure the information about you is consistent and factual.
LinkedIn are not the only sites that are used by recruiters. Others such as ZoomInfo, Xing, Plaxo are all used. Get to use one well and then adopt others as you see fit. The key is to ensure there is consistency between them all, and build time into your week to manage and create new links within your network.
As you will see from the article having your professional profile complete and up to date will allow you access to opportunities that may have been passing you by. It is also very clear from this that you need to treat your online profile as you do your CV / resume. Remember, first impressions last, and as you do start to go through the process of exploring an opportunity you need to make sure the information about you is consistent and factual.
LinkedIn are not the only sites that are used by recruiters. Others such as ZoomInfo, Xing, Plaxo are all used. Get to use one well and then adopt others as you see fit. The key is to ensure there is consistency between them all, and build time into your week to manage and create new links within your network.
Friday, October 19, 2007
Changes at the top for Zubka
After only having had David Sheildhouse talking so passionately about his service (Zubka) a couple of weeks ago it appears he is now "looking at other opportunities".
In their words;
The article then goes on to describe the backgrounds of the rest of the management team. So I did what everyone can do these days and looked them up on LinkedIn. A quick search under people for the company Zubka and I have my suspicions confirmed. What a great research tool.
My concern here is that there have been many technology based products that aim to dis-intermediate recruiters from the recruitment process. The aim to bring passive candidates (someone who is not actively looking) to the attention of hiring authorities. The issue is and from painful experience getting the name is only a small part of the battle. If I am a talented individual in my vertical, am I going to be motivated to enter into discussions about a future career move on the basis of a job posting, and probably a poorly written one at that.
The management team at Zubka have great, solid experience in some great companies, I dread to think what their payroll is each month! The gap, I feel, is that their does not appear to be any recruitment experience, David had been involved in executive search, I saw that as a huge positive. He says he will still be involved, I hope that is the case.
Third party recruiters have been alienated before by web based plays in the recruitment market, you ignore them at your peril. They simply cannot make this work for them unless they outsource or unbundle part of the process and say get a team of researchers in India trying to make residual income from their recruitment databases. The model is not clear but I will start to take a closer look.
For the general day to day individual, you may find a role that suits you, get a friend to refer you and then hopefully split the fee (a pseudo signing bonus). But, I would hardly call that attracting a passive candidate!
In their words;
Zubka's management team has evolved. Armando Ruffini, Zubka's Co-founder and
previously COO, has moved into the role of CEO as David Shieldhouse, Zubka's
Co-founder and incumbent CEO, refocuses his energies on new entrepreneurial
ventures. David tells us: "From developing the original idea, through to
launching the business, securing VC backing from Balderton (previously
Benchmark) and building a solid foundation of users, we have been on an
incredible journey. We are all justly proud of what Zubka has achieved so far
and I look forward to seeing the business realise its full potential as a global
player in the recruitment industry."
The article then goes on to describe the backgrounds of the rest of the management team. So I did what everyone can do these days and looked them up on LinkedIn. A quick search under people for the company Zubka and I have my suspicions confirmed. What a great research tool.
My concern here is that there have been many technology based products that aim to dis-intermediate recruiters from the recruitment process. The aim to bring passive candidates (someone who is not actively looking) to the attention of hiring authorities. The issue is and from painful experience getting the name is only a small part of the battle. If I am a talented individual in my vertical, am I going to be motivated to enter into discussions about a future career move on the basis of a job posting, and probably a poorly written one at that.
The management team at Zubka have great, solid experience in some great companies, I dread to think what their payroll is each month! The gap, I feel, is that their does not appear to be any recruitment experience, David had been involved in executive search, I saw that as a huge positive. He says he will still be involved, I hope that is the case.
Third party recruiters have been alienated before by web based plays in the recruitment market, you ignore them at your peril. They simply cannot make this work for them unless they outsource or unbundle part of the process and say get a team of researchers in India trying to make residual income from their recruitment databases. The model is not clear but I will start to take a closer look.
For the general day to day individual, you may find a role that suits you, get a friend to refer you and then hopefully split the fee (a pseudo signing bonus). But, I would hardly call that attracting a passive candidate!
Tuesday, October 16, 2007
Recruitment hits Second Life
An article that really starts the head spinning from VNUnet.com, I am not unaware of Second Life, and I am more than aware of the growth and hype surrounding it's online community. But the blending of your real life (first life) and the escapism of your virtual life (second life) feels like a stretch, if not defeatist. With a globally aging demographic it is getting harder and harder to attract, hire and retain the talented people that will help companies achieve their goals. On that basis I have to applaud the creativity of taking the career fair concept to the virtual world.
The Career fair is being run by TMP and those interested in attending need to pre-register at the following site http://www.i-jobsforreal.co.uk/. By this point I was turned off already, but I am going to persist and see if I can report on the event and give you my feedback.
Year in and year out, I have read about the mythical passive candidate that job boards are supposedly bringing to the attention of recruiters! I am sorry, but I have yet to see someone passively, accidentally, as if by magic, end up on a job board and apply for a job! A career fair in a virtual world is going to be attracting the same kind of people that would be looking for work in a real world career fair in their real life. The hype and PR that goes with this is one thing, what I want to hear about is the time to hire, quality of hire and cost per hire from such activity before we give it too much credence.
For the majority of us the fact remains whether we are interacting in the real world or in a virtual world, we leave a trail of activity that creates a perception of who we are. Educate yourself on the best way to promote and represent your personal brand online and ensure your information is consistent. No matter where you decide to work or play online, your business partners, colleagues and potential future employer or clients are online too.
The Career fair is being run by TMP and those interested in attending need to pre-register at the following site http://www.i-jobsforreal.co.uk/. By this point I was turned off already, but I am going to persist and see if I can report on the event and give you my feedback.
Year in and year out, I have read about the mythical passive candidate that job boards are supposedly bringing to the attention of recruiters! I am sorry, but I have yet to see someone passively, accidentally, as if by magic, end up on a job board and apply for a job! A career fair in a virtual world is going to be attracting the same kind of people that would be looking for work in a real world career fair in their real life. The hype and PR that goes with this is one thing, what I want to hear about is the time to hire, quality of hire and cost per hire from such activity before we give it too much credence.
For the majority of us the fact remains whether we are interacting in the real world or in a virtual world, we leave a trail of activity that creates a perception of who we are. Educate yourself on the best way to promote and represent your personal brand online and ensure your information is consistent. No matter where you decide to work or play online, your business partners, colleagues and potential future employer or clients are online too.
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