Tag Archive: Recruitment Consultants


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

The most challenging, and by it’s very virtue interesting recruitment is often when you are resourcing for an employer whose brand does not quite match up with candidate perceptions. This can work two ways. A business may have a great employer brand but in truth be a difficult to place to work and develop a career. Conversely, there are many businesses that have a poor employer brand but are actually a great place to work. This mismatch often arises for two key reasons; firstly businesses change – a company may have had a high staff turnover previously but due to a change of CEO/HRD the underlying problems have been removed. The second reason is that many people confuse the customer brand with the employer brand. Yum! Brands (The parent company of KFC) are a great case in point. Potential employees think ‘fried chicken?’ but do not necessarily know the fantastic, employee- focused career opportunities they offer.

So, what can you do to educate candidates?

I was recently invited to a Retail networking event at Harrods. I’ll declare my hand early; I used to work in Harrods. It was an amazing experience and I can honestly say that it was the most theatrical and exciting place to ‘retail.’ However, it would seem that many candidates do not see Harrods as being an employer of choice. Following a period of change at Harrods (click here for more information) the Resourcing team have decided that now is the time to win hearts and minds.

The event was by invitation only (thanks to Linda Treen for the invitation!) and was aimed at attracting the top talent from retail that had thus far declined to attend a formal interview. It was typically Harrods – held in the Georgian restaurant where we were offered some beautifully crafted bacon rolls served with coffee and tea. The Retail Director, Paul Thomas, kicked off the day with introductions. This was perhaps the most powerful part of the day. There were 8 Harrods employees present; they came from Asda, Zara, Tesco and a collection of large and small retailers. Not the typical luxury backgrounds one might expect. They also had interesting career paths; it would seem that the path from Operations to the Support functions was well travelled. I guess that is the benefit of having the core of your business and its supporting Head office within a few miles of each other.

Following the introductions, a chap by the name of George Hammer talked about his own experience of setting up the Urban Retreat salon concession in Harrods. George is a classic entrepreneur and was quick to cut to the chase. Harrods is not an easy place to work quite simply because the standards and expectations are so high. As he put it, if you want to work somewhere spectacular you will have to take a risk. This is an interesting point, as this is absolutely about confidence. If you are confident in your ability then why would you not be successful? His most memorable quote being; “be exceptional, do not be average.” George is clearly an extremely successful entrepreneur, he was the founder of Aveda amongst many other concerns, however he seemed to connect with the audience and many of the candidates present were clearly impressed by his honesty and his passion for Harrods.

Paul Thomas went on to talk about his own career path (Asda – Saturday boy to Store Manager, Sainsburys, Harrods Food Hall) and then fielded some questions. Paul was candid about his own decision to join Harrods with the admission of a wobble during his notice period prior to joining – had he made the right decision?  He was keen to tackle the negative perceptions within the room. A few candidates opened up and to Paul’s credit he dealt with these in a way that encouraged others to raise their own concerns.  He talked about the operational roles being narrower, yet deeper, than normal. He discussed perceptions around a more mature workforce and the ‘stuffy’ stereotypes. He noted that in the four years since they have started measuring employee engagement, they have seen a marked improvement in scores. This willingness to meet these questions head on certainly engaged the audience.

I noted with interest the number of candidates that were keen to formally register their interest in Harrods following some further informal conversations. I suspect that the Resourcing team were slightly surprised to get such an immediate result. Jenny Parry, Head of Resourcing, told me that she was primarily hoping to get the message out there that Harrods is evolving.  Judging by the reaction from the candidates attending, I think they certainly achieved this. It would be interesting to know what other retailers are doing to actively manage their employer brand in what is proving to be a period of intense change in the retail industry, comments below please!

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

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Giles Gallimore – Director, AdMore Recruitment

January done. How was it? How many interviews were cancelled because of the snow? How many sledging days were taken advantage of? How many client meetings were cancelled because of the inclement weather?

February is now here, phew,  I hear you say. The mornings are getting a bit brighter – with a hint of day light appearing through the window as you down the first cup of rocket fuel of the day.

Now February, the shortest month of the year. Not good news for those of us that could always do with a few days added onto the end of the month to get those last fees in….anyway, what do we think the key foci this month should be?

Firstly, do everything you can to complete your current assignments before the end of the quarter. Do you have the right candidates in the right processes and enough of them? Have you checked everyone’s holiday dates – client and candidate? Holidays, whether they are winter skiing, sun or half term with the kids, can be a real pain when you are trying to manage a smooth process.

Candidate applications will start to become more specific and the volume will recede slightly. January and February are key bonus times of the year, either with payments being made or visibility of what the bonus is likely to be. As such candidates will now be thinking more lucidly about whether they are going to change jobs or not. They will have clarity over what bonus they will receive and when it will be paid, giving them the incentive or encouragement to accelerate their search. Incidentally – it is VITAL that you are asking when their bonus is to be paid, how much it will be and what happens if they resign before payment. I have seen many offers turned down and many a process go awry, due to these criteria not being understood, and openly acknowledged early in the process by all parties concerned.

We all know that as people do resign and move that the opportunities then become vacancies. Are you ready to replace those candidates? Do you know who is leaving where and do you have the contacts details of the client to be quick off the mark and put yourself in contention for filling the role when it goes ‘live’?

Clients will generally be more receptive this month to meeting and to explaining their longer term plans (weather permitting…). April will still represent a key cut off for financial budgets and as such the planning starts now about how and where this is going to be spent. Which key positions are they looking to strengthen in their team? What new roles are being implemented?  Where do they foresee challenges in particular ie. skill-set wise or geographically? Most candidates at senior level will be on four week to twelve week notice periods and then you need to factor in an eight to twelve week interview process so the process for that key appointment for the new structure needs to start fairly soon.

This is a good month to be really adding value to your key clients: educating them on the market, understanding their challenges over the next six to nine months and trying to get ahead of the curve. What market research have you got that would be useful to them? How did their competitors fare over Christmas? What businesses are likely to be losing talent this year and why?

The knowledge and experience that recruitment consultants have is so often under utilised, being taken for granted by the consultant themselves or not leveraged properly by the clients. Set yourself apart and actively organise meetings with key clients to show them what extra value you can add to their business. Package this information in a manner that ‘gives’ the client something they are not getting anywhere else. If you are an expert, then show people and back it up with tangibles. If you are not, then think very carefully about what they are actually buying from you and why they should continue to do so?

February is also a good month to meet candidates. Either to update since the last time you met or to assess candidates who are new to you and the market. They have more time in February and more flexible diaries and so this will be easier to organise.  At the very least you should be continuing January’s push on updating your key candidates to see what is on their agenda this year, how you can assist them with their move and give any career advice they require.

Business Development. Who else is in your sector have you not made any contact with? What is your methodology to get yourself known to them and to make them aware of your ability, knowledge and expertise in your sector?  The pointers suggest that we will have a slow economic start to 2013 with the ‘triple dip’ tag hovering over us at the moment. All the people we have been speaking to in the industry expect a steady first half of the year to be followed by a much more buoyant back half of the year. Businesses will be looking to hire as we move into a brighter economic climate throughout 2013 and now is the time to be making these ‘cold’ clients aware of your services. Well-timed introductions at this time of year may create plenty of opportunities later on. Are you devoting the time now to broadening your sector and reach and are you setting yourself up for success in the back half of the year?

February is a short month, so no more rambling. Time to get on the phone and arrange those meetings. Now where is my Business Development Diary?  I am sure there are some PSL renewal discussions coming up…

Far from being a passive way of looking for a new job, getting the most out of working with a recruitment agency requires input from the candidate’s side too. Agencies will give you access to industry knowledge, market information and jobs that aren’t advertised directly, as well as support and advice with your general career management. We have included some generic advice here in relation to what to do and what not to do to enable a recruitment agency to assist you in the most effective and efficient way.

  • Send an email and ideally include the reference number of the role that you are applying for.
  • Keep your CV format simple, ideally using ‘Word’, so that the recruitment agency can upload it into their system easily. If suggestions are made around improving your CV then take the feedback on board and make the amendments.
  • Have a short summary of what skills you have that make you marketable, what achievements you have that make you stand out from your peer group and be very clear about what type of role you want.
  • You should also be flexible. A good recruiter will suggest roles that you hadn’t thought about and that could be ideal for you, while remaining in the parameters that you have originally stipulated.
  • Rapport with a recruitment agency is paramount and requires effort and input from both parties. Be honest at all times in terms of your background and your activity levels when looking for a new role.
  • Keep your key contacts updated on your progress in the market but don’t be overly persistent in terms of frequency of contact. Good recruiters repay loyalty with loyalty and will put you forward for their best opportunities. Look on your consultant as a career partner, not just an agent.
  • How you handle your job search is a key indicator of your organisational skills and your planning ability. It is absolutely critical that you keep control of your CV at all times. You must keep a record of which companies you have applied to directly or through an agency and when that application was made to ensure that no duplicate applications are made
  • Never let an agency send your CV to a company without them telling you who that company is or without signing a Non Disclosure Agreement first.
  • No matter how keen you are to move on in your career, try not to register with multiple agencies that you do not know or trust at once. Most big employers are currently placing vacancies with more than one agency, as they feel that creating competition between agencies in the same sector will give them a better result. This creates the opportunity for you to be put forward for the same jobs by several recruiters if you are not controlling your CV. Employers will be concerned if they receive your details from multiple agencies.
  • Respond promptly to any communications and check your email as well as your phone. This can sometimes be tricky if you’re still employed elsewhere but let the agency know the best times to contact you and always be available then. Unfortunately the right career move can be like waiting for buses – nothing for ages and then several roles come along at once. It is then often a case of the client being under pressure to fill the vacancy quickly, meaning you need to be in a position to respond when needed.
  • Research thoroughly before any interviews, the company, the role and the type of person that they are looking for. Remember that you are not only representing you but the agency as well and that what you do and say is a direct reflection of both.
  • Call the recruiter after any interviews to give feedback on how you view the opportunity. Remember, the more specific the feedback then the easier it is for the agency to represent you and your interests.
  • Keep in contact if things change on your side and let the agency know straight away. For example, you have an offer or employment or you’ve decided to change your search parameters for example by moving house or area.
  • In summary, show that you value the service that your recruitment consultant is giving you and be a good ambassador for them whenever they introduce you to one of their clients. If recruitment agencies have doubts about how well you will perform in an interview, they will be reluctant to introduce you to their client
  • Remember that a recruiter needs to place the right people in the right roles to get paid, so it’s in their interests to overcome any objections the employer may have. For this reason, don’t try to disguise or cover up your situation if there are historical work issues that may cause problems with a new employer. Good recruitment consultants will have a number of years experience in the market and will know when things are not quite right. Your best hope is to be scrupulously honest, no matter how difficult, and let the agent handle things with the employer.
  • Most importantly, if there is anything else that you obviously should be telling the recruiter, don’t wait to be asked. Never leave the recruiter in the position of having to say: ‘I don’t know’ to their client.

It does take time to build up trust with a recruiter and it is a two way relationship. Pay attention to your instincts. If you feel that a recruitment agency is not putting you forward for enough vacancies, or is putting you forward for jobs that don’t seem to match your criteria, question them. Let them see that you are fully engaged and that you expect them to live up to your standard.

For more detailed information please visit our career centre

Good luck with your career move.

Russell Adams

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