I applied to many Recruitment Agencies and never heard back.

There are few reasons for this.  In the recruitment world, there are staffing agencies who have temporary, contract and direct hire openings, recruitment firms who only work direct hire and Executive Search Firms who typically work the upper end of the spectrum and are very focussed in a particular recruitment process designed specifically for their client.

When you apply to various recruitment firms and agencies, first ask what their policy is around sending your resume out into the marketplace.  You probably don’t want your resume going all over the place without your knowledge.  After all, it does contain some very personal information on it.  If a recruitment agency/firm, is as member of a Professional Association, they must abide by a strict code of ethics.  For example, in Canada, we have the Association of Canadian Search, Employment and Staffing Services ( ACSESS) and all of its members have committed to adhering to a code of ethics.

You may want to follow up with a telephone call once you send your resume in.  Don’t worry if you don’t get a “live” person on the phone, you simply want to leave a message to ensure that your resume didn’t get caught up in a spam filter.  Many staffing firms keep a very large data base so they can search it when they get new “job orders” in from their clients.  It never hurts to apply because something might come down the pipeline later when you least expect it.

What is the advantage of working with a Professional Recruiter when I am looking for a new job?

The advantages are many but let’s start with the first reason!  It won’t cost you a dime!   It does, however require an investment in your time and your commitment to be completely open and honest when you are working with a recruiter.  Typically, the recruiter works for the client company or organization from whom they receive compensation.  The fact of the matter is, they won’t be successful unless they can find qualified candidates for the role who actually accept the offer and become a productive member of their client’s team.  This is why it is so critical that you are honest as you work through the recruitment process with a recruiter.

You may send you resume into a recruitment firm and never hear back.  Although unfortunate, the fact of the matter is, you will hear if you are qualified for the particular role you applied to.  Typically, recruiters are busy filling search mandates from their clients and will not reach back out to you if you do not fit the current requirement.  Many, however will keep your resume in their data base until a suitable role becomes available.

You should think of a recruiter as another tool in your job search tool box.  They often have the inside story about roles that are not advertised and if you work with a reputable one, they will contact you when the right “fit” for you comes along.

When you are working with that special recruiter who really understands their client’s needs and has identified you as someone who might fit, it is a distinct advantage to trust them to present you … more than just a resume, they are able to “tell your story” to their client and perhaps give you the “edge” over other candidates who might just apply on their own to a posting they see on a job site.

Brian Small Appointed to Lead Manufacturing Recruiters

GRAND RAPIDS, MICHIGAN, USA – August 17, 2015 – Dave Nerz, president of NPAworldwide recently announced that Brian Small, of Prime Management Group (Kitchener, Ontario), has been appointed to lead the Manufacturing / Mining / Construction / Supply Chain trading group within NPAworldwide. NPAworldwide is a member-owned, global recruiting network that brings independent recruiting firms together to facilitate cooperative, split-fee placements. The trading groups offer split placement opportunities for member recruiters who focus in the same occupational or industrial niches.

 As a trading group leader, Mr. Small will help members in manufacturing and related specialties find trading partners, lead conference calls and live events, and assist in enrolling new members. Each trading group leader is a member of NPAworldwide. The trading group structure allows specialist recruiters to connect more easily to their most likely trading partners.

 

“NPAworldwide is a member-owned network and volunteer leadership is a key part of our success as an organization,” said president Dave Nerz. He added, “Over the years, our member volunteers have provided us with outstanding direction, passion, support, insight, industry knowledge, and business expertise. We are extremely pleased to have Brian Small serving as a trading group leader.”

Mr. Small has been recruiting for more than 20 years and was previously drafted to the NHL with the Edmonton Oilers. Prime Management Group Inc. (www.pmg.on.ca) is an executive search and recruitment firm specializing in the placement of professionals for both management and non-management positions in many fields including: technology, alternative energy, consumer products, manufacturing, municipal/public sector, health care, sales, human resources, accounting and finance, and engineering.

About NPAworldwide. NPAworldwide is a recruitment network facilitating placements between its members. The network has nearly 500 member offices across 6 continents. For more information, please visit www.npaworldwide.com or www.npaworldwideworks.com.

Help! Is my co-worker helping or hindering?

What do you do when a co-worker keeps sending you postings for potential “next career moves?”  The answer to this is really based on a couple of things.  Do you trust your co-worker to have YOUR best interest at heart?  Do they know you well enough to point out career options for you?   What is the risk if you do apply for another role while still employed?  Can your co-worker offer any insight into the new potential role?  Do you know yourself well enough to be clear on what you are looking for when an “unsuspecting” opportunity presents itself?  It is always better to be “moving towards” your next career option rather than “running away” from a situation where you are unhappy.

Can you help my Son/Daughter?

HelpMany times, we are approached by the parents of recent grads and asked if we can assist them.  Too often we have found that the parents really want us to re-affirm what they have been telling their son or daughter all along.  While that type of career coaching might seem the right thing to do in the parent’s eyes, it can be very destructive for the young person who is already feeling the pinch of real life hitting them square in the eyes!

The best approach for a parent to take is to simply “open doors” for networking purposes and trust the relationship that will build (or not) with the recruiter who is looking at things from a neutral, third party.  All conversations (usually done out of courtesy since it is rare that Executive Recruiters would ever be retained to help find a new grad) must remain confidential – between the young person and the recruitment professional.  Parents are best to “cut the apron strings” and let things unfold the way they should when young people launch into their careers.

We are thinking about using a professional recruitment firm… what questions should I be asking?

There are so many options when it comes to recruiting.  Many organizations are really good at utilizing on line resources to attract qualified candidates.  They are particularly good at crafting awesome postings which appear to drive traffic to their website.  The only problem is… they are still not finding the “right” candidate for their openings.

When organizations have called me to discuss potential requirements, they often ask some standard questions about timing, cost and previous experience.  What they don’t ask is about our process.  Think for a moment how easy it would be if you really could put a posting up and voila.. all sorts of qualified candidates apply and you actually are lucky enough to get one of them to accept your job offer?  It isn’t that easy… why?  Mostly because we are dealing with Human Beings!  People have reasons for moving along in their career and it is not always about money.  In fact, it is very seldom about money.  It is about the entire experience of work.

In any event, if you are thinking about engaging the services of a Professional Recruiter here are some things you may want to ask:

1.  What do they need to know from you in order to be successful in attracting the “right” candidate?

2.  What is their “track record” in terms of completing assignments and candidates staying in the job?

3.  Have them explain “their recruitment process”.  If they can’t articulate it, chances are they don’t have a well defined process – they may just want to send resumes to you and ask you “what do you think”?  Be careful about a recruitment firm where the consultants ask you what you think.  You should ask them what they think and why they sent the candidate to you!

4.  Ask what resources they will engage in order to fulfill your requirement.  Are they a “one person” show or do they have other resources in order to attract key talent for you.

5.  Ask them if they only work with “active” candidates or do they have a strategy to attract “passive” candidates.

6.  Ask them if they have any experience in recruiting similar types of roles ( it doesn’t have to be exact but you need to be comfortable that they have the capabilities to be able to represent your organization in the marketplace)

7.  Ask yourself… do I see this firm as an extension of our organization?  Would I be proud to announce that I have engaged the services of this particular recruiter?

8.  Ask about their fees… not just their recruitment fees but about the entire invoice that you might receive at the end of the search.  What are the “hidden” or “surprise”costs which might come out at the end.  Make sure they let you know what to expect around the total cost of the recruitment initiative…

 

It is difficult to ask questions when you don’t know what to ask.  If you find yourself needing some assistance, don’t hesitate to get in touch with us!

Help… I just received a counter-offer!

This happens all too often to candidates who are moving to a new career opportunity.  Here’s why it happens.  First of all, employers are not good at keeping the lines of communication open with their existing employees.  Without specific conversations concerning an employee’s career options, people are left to tell the story on their own.  This is where misunderstandings can occur and leave employees feeling like it is time to look around for new and better career options.  During the process of researching, applying, interviewing and getting job offers, an employee goes through a myriad of emotions.  They can be so disappointed with their current employer that any new opportunity seems like the best option.  However, without being “intentional” about their desire to move along in their career, an employee can be left to the whims of anxious recruiters trying to talk them into something or a company who seems too good to be true!.  Now… when the employee decides to make a move, they have to go to their employer and tell them that they are leaving… That’s when the counter-offer happens!  If only employers would be saavy enough to speak openly with their staff ( and in particular their high performers) to give them a good idea of what is coming down the pipe-line. If an employee is good enough for a counter offer, why wait until they come back to you to say they are considering leaving your organization.  Deal with it up front and have them stay – not have them go through the roller coaster of searching out career options.

Now, if you are the employee that just received a counter-offer, you have to stop and ask yourself..”why me and why now???”  Sometimes a counter-offer can simply mean that the organization doesn’t want you to leave because it is not convenient for them at this time.. .afterall, they have to replace you and that will take time.  Think about all the reasons you even went on the journey of searching out new career options.  Take your existing employer out of the equation as you look forward in your career.  If what you are looking at looks different, it is because IT IS!! You might be afraid of something new because you don’t feel comfortable with change… This is normal but should not be the reason you use to deter you from accepting a favourable offer from a new employer who will be providing you a whole new experience in your career.  Speak to people you trust, including your professional recruiter, who will walk you through the process of leaving one career to embark on another…

 

I wasn’t looking for a career change but got a call from a recruiter…

If you are good at what you do… expect to get calls from recruiters.  When you do get calls, here’s what you should expect.

The recruiter should be very professional and identify themselves as a recruiter.  They should not be on the phone “selling you” anything.  However, they should be taking the time to find out about you and your career and what is working and what isn’t working.  They need to get to know you “as a person” before you can be a “candidate” for anything.  Find out about their process…. If they are only looking for your resume to “flog it” out there, then chances are you will not be represented in the right light.  Expect that they will ask in depth, thorough questions… for everything including preferred work environment, to leadership questions to compensation and benefits questions.  Do they let you know where your resume is going and ask for your permission to send it or do they take that upon themselves.  Remember, your resume is your private information and YOU should be aware of where it is being sent ( unless of course, you choose to put it on a job board).  Working with a professional recruiter can be an excellent way to get the “inside scoop” on some companies you only dreamed of working for but first you need to be discerning of which recruiter(s) you want to give your resume to…

Should we hire internally or recruit externally?

Many of our clients have been asking this question. Let’s examine the benefits of either option.
First of all, if you are hiring from within, it sends a message to your employees that your organization is serious about career planning and succession. It shows you value the investment the employee has made in their career with you. One question you may want to ask is… does this person bring with them some external experiences that they can blend with their current insight regarding your organization. If they have only ever worked for your company then perhaps they are lacking perspective. Progressive organizations look for people who are innovative, team players with great insight and LEADERSHIP skills. Generally, these companies value folks who are not afraid to take risks and stretch outside of their own comfort zone. If you have that person in line for their next promotion and have no doubt they can do it then go ahead and PROMOTE them!
On the other hand, many organizations are seeing the benefit of going to an external third party recruitment professional who can assess – not only external candidates by your own internal ones as well. If you have established a good working relationship with a qualified recruitment expert, you would have no reason to conduct an external search. This ensure equity when considering internal candidates. The feedback we have received over the years indicates there is much value in running a tandem search externally as well as internally. Often, the right person is “sitting right under your nose”
Other times, it gives you the assurance that you have done your due diligence in recruiting the RIGHT person for the role- whether they are from external resources or from within.

You are going to be interviewed for a leadership position?

Here are some quick tips…

Do your homework…what do you know about the company you are being interviewed by?
Remember as a leader you need to use “we” more than you do “I” especially if you are being considered for a leadership role! No one person can make changes – you need to be able to engage a team to make changes – be specific about HOW you did this.
Be prepared to give examples of your work.
People like to hear stories… true stories about you and what you have done in your career.
There are lots of things to consider but just thought I’d share a quick tip.