Companies often get hundreds or even thousands of job applications for every job vacancy they are trying to fill. Recruiters would have a very tough job to keep up with all the applications to not create any disappointing experiences throughout the process. How frustrated can job candidates really get? So, what are all Read more about What annoys job candidates the most?[…]
“What is the single most important thing for a person to know when hiring an etiquette/image coach?” was the question that Walethia Aquil, CEO at GraceandCharm, asked me in an interview in 2010. When it comes to hiring an Etiquette Consultant many people would say “An etiquette certification from a reputable institution”. However, I personally would Read more about Hiring an Etiquette Consultant: 10 Things you must consider[…]
Are you one of those companies who are looking for a Social Media Manager? Are you not sure whether this job should be done by someone in-house or whether it would be worthwhile to outsource it? Ollie Whitfield compares the advantages and disadvantages of both options when it comes to hiring a social media manager. Read more about Hiring a Social Media Manager: In-house or outsourced?[…]
Recently I asked HR Expert Bishwabandita Guru the following question “How do you spot a pro-active candidate, someone who is a self-starter and takes initiative? This is what she had to say with regard to how to spot a pr0-active candidate during a job interview. How to spot a pro-active candidate It is imperative for Read more about How to spot a pro-active candidate during an interview[…]
Think back at your own career. How did previous employers tell you “You are hired”? I personally had lots of different jobs in my career. I must say that in 70 % of cases I got the good news of “You are hired!” via letter, 10 % over the phone and 20 % straight after Read more about You are hired: 10 Creative Ideas you never thought of[…]
It’s surely not enough to just LOVE playing video games in order to work in the professional video games industry. However, being enthusiastic about video games can surely make the job in this specific industry more enjoyable.
So you want to be a Video Game Developer? There are different job roles from which you can choose. If you want to be a designer, you will decide on what a video game should look like and how it plays (by coming up with your own creative idea or work from an already existing idea). Or do you want to be the artist, who creates all the visual characters, scenery and objects of the game by producing storyboards at the planning stage? You might also consider being the animator, the person who basically brings the characters, scenery and objects to life with computer modelling and animation software. However, if you love coding then the job as a stage programmer, who is responsible for all the coding to make sure the game works, might be the most suitable option.
Have you ever been in a situation in which you had two brilliant candidates for a job but really didn’t know who to hire? Why not taking them out for lunch and see how they interact with you and other people in a different social environment? I used this strategy quite often in my recruitment career. In hindsight, I must say that applying the lunch job interview test, very often really helped me to make the right hiring decision. This experience will reveal a lot more from a candidate. You will get a much better understanding of their personality and know whether this is really the person you want to hire or recommend to a client.
This article would be basically beneficial for both parties, the recruiter and the job candidate. The recruiter will get an idea how to approach the lunch job interview test, while candidates get a better understanding of the mistakes that they should possibly avoid during this lunch job interview test.
Imagine… you are applying for a job as a Recruitment Consultant. One of the job requirements are that you are tenacious, persevere and demonstrate a positive attitude at all times. Why do you think would that be required? Well, you might face different situations – some or all of them – which might come up unexpectedly and maybe in the last minute. Let me give you a better understanding of various scenarios that you might face in your job as a
# 1 – You find a client, but no suitable candidates.
# 2 – You find an excellent candidate, but can’t find a suitable hiring company.
# 3 – You have a client and a good candidate, but the candidate doesn’t turn up for the interview.
# 4 – You have a client, but he tells you in the last minute that he already found someone else (while you were about to present him your best shortlisted candidates).
Sophie Robertson is the book author of “Secrets to running a lucrative temp desk”. She has spent 18 years working in the recruitment industry in Australia. She was promoted from Consultant to Branch Manager within 12 months. Sophie Robertson also ran the most profitable of 30 branches for a national recruitment firm for five consecutive years. She is the director of Younique Coaching for the past seven years, has delivered coaching and training sessions to recruiters and recruitment businesses. Sophie Robertson is known for her passionate and motivating common-sense approach to recruitment challenges that gets results. You can visit her website at http://youniquecoaching.com.au and follow her on Twitter @youniquesophie.
Would you like to work as a headhunter from home? There are many books out there on recruitment, but this is the only one that I came across which tells you how you can succeed as a headhunter by working from home. In this book review I would like to highlight the 6 things that I love about the book “Work from Home Recruiter” by Diane O’Brien.
Do you want to work in the recruitment industry? Not really as an in-house recruiter but as a recruiter for a recruitment agency? Then this book called “How to get a job in Recruitment Sales” by Will Duffield will really help you in your job search. You will learn how to do it in a professional, effective and successful way. Find out what the 7 things are that I love about this particular book in which an expert will share his personal experiences and give great advice!
Book Review: “How to get a job in Recruitment Sales”
# 1 – The quotes.
Throughout the book you can find several inspirational quotes which help to emphasise certain points even more.
# 2 – The questions.
The author mastered this part (which I personally consider as one of the best sections of the book) particularly well. You can find lots of highly useful questions in several different chapters. For example:
• How to find out whether the recruitment job is really what you are looking for.
• What to focus on when dealing with recruitment to recruitment agencies (it can be used as a checklist to assess an agency).
• 20 sample interview questions which they might ask you in an interview. I found question 18, 19 and 20 highly interesting! These questions are crucial and no job candidate should go to an interview without having thought about all of them! What makes this section particularly valuable are the author’s suggestions as to how to answer them. He also gives you an idea about the intention for asking the question in the first place.
• Questions to find out how determined you are in earning a considerable amount of money.
Bishwabandita Guru works with companies to help them improve their recruitment and retention strategies. She has an MBA (HR), is currently a Business Partner with WebHr and is also pursuing a Ph.D. She considers herself as a die-hard social media enthusiast, you can follow Bishwabandita Guru on Twitter (@GetBandita).
Bishwabandita Guru has learned a lot working earlier as a newbie Recruiter in the Infrastructure sector at Bhubaneswar (India) and as a Recruitment Specialist in the Manufacturing sector in Bangalore and Chennai (India). Mentioned below are 10 specific lessons that she learnt which she would like to share which can be put to good use if followed.
In December 2014 I discovered (via Twitter) a reality Show called “Top Recruiter” which is filmed in Miami, Florida (USA). I used to watch THE APPRENTICE (the American and British series) but was grateful having found another business-related competitive show. Check it out for more info at: www.TopRecruiter.tv. I would like to summarise in this blog post the lessons from Top Recruiter TV Show that we can learn from these 6 episodes (you can find all of them embedded at the end of the post).
40 Lessons from Top Recruiter TV Show
# 2 – Don’t take comments personal, don’t get emotional.
# 3 – Keep eye contact and give a firm handshake to make a good initial first impression.
# 4 – Be passionate.
# 5 – When engaging with other people be conversational and build relationships.
# 6 – Be a good “people person”. Understand the culture, the environment, the needs of individuals/departments and companies. Only by doing this you will be able to find the perfect match between job candidates and companies.
# 7 – When meeting lots of new people, step forward and introduce yourself. Don’t wait until other people approach you. Take the initiative!
# 8 – Don’t consider parties as “parties”. Don’t be flirtatious, stay professional at all times. Go there to network and not exchange your phone numbers with professionals of opposite sex.
# 9 – Work with your team. Do your research, share articles with other team members.
# 10 – Understand technologies and strategies. Stay up-to-date in what is going on, figure out what works and what doesn’t.
# 11 – Don’t be overbearing.
# 12 – Just because you are considerably older than another contestant it doesn’t mean that you have to give advice to a younger contestant. You are in a competition and not in a coaching session (unless you want to intimidate that person).
# 13 – It gives you an edge if you can show your expertise and recruitment experience in various industry sectors and not just in one specifically.
# 14 – If you are a defendant champion it doesn’t mean you have a secured position from the beginning. You would have to work even harder to proof one more time that you are really that good! So don’t take anything for granted and make assumptions that you could be exempt from being voted out just because of past performances.
# 15 – If you have been given instructions to pack your suitcase so that you are ready to leave – should it be really your turn to do so – follow the instructions! Comments like (I don’t remember the exact wording but it was something like this) “If I pack my suitcase and I’m not leaving who is going to unpack/iron my clothes? is simply unacceptable and highly ignorant. Was is just a coincidence that the defendant winner (of the previous series) then really had to leave ???
# 16 – Listen when you need to listen! If it’s only you talking, you will not find out anything about other people.
# 17 – Be engaged with the job candidate you are talking to. Try to make a connection straight from the beginning.
# 18 – Ask the right questions. Don’t hesitate to be quite direct. For example: Are you on LinkedIn? Facebook?
# 19 – You need to listen to the client as well as the candidate in order to find out whether both match perfectly. You need to be able to read between the lines too.
# 20 – You need to consider the client’s culture when looking for the right candidate. You might have many good candidates but not everyone might fit into a particular company/industry.
# 21 – Be approachable!
# 22 – Think outside the box, be creative!
# 23 – The way you dress makes a difference. People might even spend more time with you often just based on that. They will take you more seriously. Your image and impression on others does matter.
# 24 – Be quick!
# 25 – Be factual, not personal.
# 26 – Be open to constructive feedback. Learn from it and you will get better!
# 27 – Focus on your task, don’t get distracted by anyone and anything.
# 28 – Be intrinsically motivated.
# 29 – Be authentic.
# 30 – You don’t get a second chance to make a first (great) impression.
# 31 – When you meet candidates at job fairs ask them “What do you want to get out of this event today?” and see what the candidate answers. See how goal oriented s/he is and what expectations the person has.
# 32 – If attending a job fair introduce yourself first as a Recruiter. Don’t just ask jobseekers straight away what job they are looking for.
# 33 – Look smart! Present yourself as if you would go for speed dating. Well dressed, groomed and with a positive attitude.
# 34 – Instead of asking a candidate “What is your weakness?” you could formulate this question a bit differently by asking “If there is one area you would like to improve upon what would it be and why?”.
# 35 – Advise candidates to go for an “informational interview”. Meeting a Hiring Manager in a less formal situation (rather than an interview) will help you to build a relationship and position yourself differently. Your chances for a job later on in that particular company might be higher.
# 36 – Asking candidates questions such as “What keeps you up at night?” or “If you were a street sign what would you be and why?” can give you a quite revealing insight into the personality of the candidate.
Life Lessons from Top Recruiter TV Show
One more thing …
I was surprised to see that every contestant in this reality show also shared some personal (sad) experiences from their lives. I consider also those lessons as important and would like to also include those lessons from Top Recruiter TV Show in this article.
# 37 – If you are a parent, always make sure you attend your kids’ school performances. Your absence will be noticed and remembered for a long time. Your career sometimes need to be your second priority. (Bloggers own comment: Once you are old it will not be your career that will look after you but your kids – hopefully 🙂 !)
# 38 – Don’t focus too much on what other people think about you, if you feel more attracted to people of the same sex. Convince also your parents! (Bloggers own comment: If you put more emphasis on other people’s opinions you unconsciously admit that what they think is more important than what you think of yourself (or your parents think). Stay as you are and care less about what others think.).
# 39 – The way you raise your kids will have a deep impact on their own personality later on in life. Kids will always remember how it is and feels like of having a violent, alcoholic father. Kids will never forget violent episodes in their family. (Bloggers own comment: If you had a traumatic childhood it doesn’t mean that you can’t make it big in life and be successful. Be strong and try to give your best to turn your life around and make it better than what you had to experience yourself. Even in the negative experience try to find something positive. See it as a lesson to make sure your own kids once will not experience the same.)
# 40 – Always fight for what you believe in and love. Be prepared to fight. (Bloggers own comment: If you don’t fight you will not be able to make any changes in your life. If it turns out to be a bad decision at least you tried it and you don’t have to question yourself for the rest of you life…. I wished I would have done something about it !!!!!)
These episodes made me one more time aware of the fact that we are all just human beings. No matter how successful, wealthy, happy and confident people look like, sound and act. Until you don’t know the person a bit better you don’t know what experiences (often tragic) the person went through. Some people are good in hiding their problems, some are not. One thing is for sure, everyone has to some extent some problems. It’s in our hands to master our life the best we can and try to overcome any obstacles! There is always a solution to any problem, we just need to find it!
Now go and enjoy watching this show! It’s the 3rd series and if you want to watch older episodes you can watch them on Vimeo and YouTube. If you are not working in the HR sector maybe you get inspired by it.
A WELL DONE also to all those people who produced and supported this show. It’s great to know that the show can be watched online from any part of the world. I just wished many other countries would take the same initiative and show how recruitment works in their own country. There would be some interesting (cultural) differences to learn about. THANK YOU.