Tag Archive: job offer


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By Sophie Mackenzie, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

 

For those of you who are as yet unaware of glassdoor.com, it is a US based site whose aim is to create a community providing a source of information about prospective employers, job roles and salaries based on anonymous reviews from employees. They have recently launched their UK site, glassdoor.co.uk .

The format of each review comprises Pros and Cons and Advice to Senior Management along with star ratings given for the following criteria: Compensations & Benefits, Culture & Values, Career Opportunities, Senior Leadership, Work/Life Balance and CEO Rating.

It is a simple format and undoubtedly can prove a useful resource when researching companies or preparing for interviews.

Under each company profile, it includes a Recent News section which is useful for ensuring you are up to date with latest Press Releases, results or general news.

Understandably, the large, global businesses have the most reviews (often in their thousands) with some sectors being more broadly represented than others, particularly the Management Consultancies, Technology companies and Financial Services. I would guess therefore that reviews on these businesses are a pretty accurate reflection of working life within those companies.

Within Retail, the major UK brands are represented although many have a limited numbers of reviews – I’m sure this will change as more people in the UK become aware of its existence. Until there is a significant body of material on each company, I think it will be a while before it provides enough insight to accurately reflect what it is like to work for a particular company.

In their Community Guidelines, glassdoor are clear that participants should write balanced reviews without reverting to bitter or overly personal accounts of their own experience. Reviewers must be current or former employees of that business within the past 3 years and so there is reason to assume that the integrity of the reviews is good.

As always with reviews, you must take each contribution in context and look at the overall theme which emerges from a number of reviews. Other factors to bear in mind are the level of the person reviewing (junior candidates will have a different perspective than senior managers although their opinion is no less insightful or valid). Equally with the Interview section, where people provide sample interview questions and insight into their application process, it is wise to be cautious. Interview processes can change and your preparation still needs to be thorough enough to deal with any unforeseen eventualities.

We are all becoming increasingly reliant on reviews whether that is before booking a holiday or buying something and they can be an incredibly powerful tool. Recently, before leaving on holiday, I accidentally stumbled upon some Tripadvisor reviews on my destination. They were so bad that I was tempted to cancel, however I kept an open mind and sure enough, I had a lovely time albeit with my eyes wide open and expecting the worst! With something as important as your career, the more research you can do the better, and as long as you keep an open mind, glassdoor.co.uk should prove to be a useful addition to your ‘career toolbox’.

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By Russell Adams, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

In a market where organisations are increasing their proportion of direct hires, do you still need to be talking to recruiters and what are they actually doing for you?  Are they really adding any value and what are they doing that you couldn’t do yourself? Indeed with LinkedIn it is now easier than ever before to be found by organisations looking to hire. So are recruiters really adding any value? The answer to that question will definitely depend on who you are talking to. Sadly the industry is lightly regulated and with no formal qualifications it is very easy for poorly trained individuals to operate without much scrutiny or redress. As we are all aware, the market is still tight. With strong competition for most roles it is likely that you will need to engage the services of recruiters in order to try and access the best opportunities in the market.

So what should a good recruiter be doing for you?

Career Advice

A specialist recruiter should be able to give expert career advice and both challenge and assist you in your career goals and objectives. They should be highly knowledgeable in your field and very well connected.  Your recruiter should be a career partner and not just an agent that will place you in a role.

Recruiters can and should provide impartial career advice. When paid commission you need to appreciate that some may have a short term attitude and advise what is best for them and not for you as the candidate. However, the best recruiters will take a look term approach, appreciate that people will remember great advice and certainly never forget bad advice. Although in the short term they may lose out on a fee, longer term if they do the right thing then you are much more likely to engage them when you are looking to recruit. So look out for the signs that they are thinking long term.

Recruiters can if they are willing provide advice across a range of areas including advice on CV’s and Interviewing. They typically do not change for these services but do it as a way of adding more value to the candidates. Again they are likely to only provide in depth advice to those individuals who they have built a relationship with.

Job Search

In addition to some of the added value areas, fundamentally you want your recruiter to give you access to the best jobs in the market. So, do plenty of research and ask plenty of questions; what roles are they recruiting? Who are their key clients? Are they recruiting the types of roles you are interested in? The competition out there is fierce and through building a strong relationship with key recruiters in your sector you can try and ensure you gain access to these roles. A good recruiter should always call you back. In the current market, recruiters are incredibly busy, there are large number of candidates on the market chasing relatively fewer roles, however if you agree up front how to communicate and how frequently then you should be able to find a way that works for both parties.

 Process Management

A good recruiter should “coach” you through the recruitment process.  They should be using their in depth knowledge of the client and the individuals within it to guide and advise you on how to position yourself. They should be able to give you a strong insight into the culture and how you will fit.  The are also likely to get in depth feedback from the client after each stage so make sure they are sharing this information with you, so you can understand what you may need to do more or less of.  In fact a really good recruiter will always think long term. The better ones will coach you through a process even when they aren’t representing you but it is with a client they know. They will appreciate the long term benefits of doing this and the potential for the future.

 Offer Negotiation

Whilst there are a multitude of reasons for moving jobs, increasing your salary and benefits is often an important aspect.  Your recruiter should be instrumental in negotiating the right salary for you.  They should know the client well and will have a real feel for what the client may be willing to pay for someone with your skill set.  But make sure they are clear about your parameters because as much as you want to receive the best offer you also don’t want to put yourself in a situation where you are jeopardising a potential offer because the recruiter is demanding an unachievable  salary on your behalf. Also make sure you understand the full package. The benefits on offer may vary considerably from your current role and other roles you are considering and it is wise to look at the package as a whole. This will both influence your thoughts around basic salary but also may give you some leverage. Make sure you have this information early in the process. Like any negotiation the Recruiter will be aiming to find middle ground that is acceptable to both you and the client. It is ok to push but get a feel for where those boundaries lie.

Post Placement

A good recruiter won’t just place you and collect their fee, they will support you through your notice period and then though your induction into the business. They should provide you with an insight into the key players in the business you are joining, the culture and advice on how to integrate into the business. They should keep in touch and ensure that your induction runs smoothly, feeding back to the client where appropriate.

Conclusion 

Identifying and then building a relationship with the right recruiters will be critical if you are determined to make the best career move possible.

So how can you ensure your recruiter is doing all these things for you? Firstly please choose wisely. It is best to get recommendations and check their credentials.

Secondly to gain this level of advice, support and opportunity you need to invest time in building a relationship with the recruiter. This is easier said than done when working in a demanding and consuming role, so select a small number of well connected recruiters. For some additional advice on job hunting please read our recent blogs Looking for a job in 2013and How to avoid joining the wrong business.

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You are out of work, made redundant after spending the best years of your life working your way up the career ladder. The pay out is good, but won’t last forever. You have taken some time-out to ‘re-charge the batteries,’ the summer of sport is over  and the September transfer window has been and gone. Time to get out there and find that dream job. But hold on, the phone isn’t ringing. The jobs don’t seem to be out there, only those that don’t really appeal.  However,  you need to get back into work. Better to be in work than out of it, right?

This is a dilemma we discuss a great deal in the office, both  with clients or candidates and it is a very tough call. As the market picks up, it is a problem that more and more people will face. So, do you stick or twist?

Unfortunately, there is no right answer; it will depend on your personal circumstances. However, there are some factors to take into account. As you become a little more flexible in what you are looking for, you will get interviews. You interview well, and the process moves forwards, but there is a nagging doubt in the back of your mind. Is this the role you see yourself doing?

Firstly, as a candidate you are in control of the process as much as the client. When the offer comes, don’t feel bullied into accepting. Take your time; if you have other options consider them. A good hiring manager/recruiter will be fully aware of your situation and will not put undue pressure on you. If it is the right business they will understand it has to be the right move for you. If you do feel you are being boxed into a corner, ask why?  Why do they need a decision today? Why do they need you to start Monday? There maybe a valid reason which, again, a hiring manager would explain. However, if the pressure is coming to accept within a short time frame then question if you are the best hire or are you just a ‘filling a gap’.

Secondly, how will the move look on your CV? Consider how the role will be perceived by future employers. If you take a drop from say, Regional Manager to Area Manager, it could well pigeon hole you for future roles. Take a look at our blog is the recession creating a lost generation of middle management in retail for more detail on this. If the role can offer you progression and stretch then it must be considered as an option. Client side, we hear a great deal of feedback stating that the candidate was ‘too senior’ or ‘would leave when the market picks up.’ Personally, I would prefer a Premiership- standard right back playing for my team rather than a Conference League one! Let’s not underestimate how difficult it is to find employment. It is a process that most people don’t enjoy! If the business is the right one and they delivered on all they spoke about while courting you, then you would have no reason to look elsewhere, would you?

Do your research. Can the company back up what is says?  A quick check on Linkedin will give you an idea of how many present employees are at your level (and also tell you how many are looking for ‘opportunities!’)

What if you do accept the offer and it doesn’t work out? Do you really want to be going through the recruitment process again? Contacting recruitment agencies, picking up with your Linkedin contacts, sifting through the job boards? No, you don’t. It’s a pain, and one that not many people enjoy. After all, who wants to be talking to recruitment consultants all day?!  Do consider the impact this could have on your CV. One or two short term career moves are acceptable, any more than that can put off potential employers.

Finally, and most importantly, you may just need to be back earning a salary. Do your sums, work out when you need to be back in employment. A recruitment process can typically take anywhere from 3 weeks to 4 months! If you do turn down the first offer, make sure you have weighed up all the options. The market is not as bad as you think. Good clients are still hiring good people. The first offer you get maybe your dream job, but if it isn’t, don’t accept what could potentially be a damaging move.

Shane Horn

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