Tag Archives: Recruiter

Not Only Do You Need to Have the Ability to Sell and Market Your Own Expertise … You Need to Do That for the Department That is Going to Hire You Too.

 

This interview is with Darron Chapman, who has been a recruiter for over 20 years. He is the managing director of TFPL, which is:

a global market leader in recruitment, training and consulting for the knowledge, information and data industries. We work right across the private, public, and third sectors.

Mr. Chapman is also the 2012 president of SLA Europe. You can follow him on Twitter at @DPCHA

Questions about Recruitment:

Can you give us a brief run-down of how a recruitment firm works?

All recruitment firms operate slightly differently but essentially a recruitment firm’s purpose is to find and qualify new employees for their client’s organisations.
TFPL provides the following services: Rapid Response – Temporary and Contract, Interim, Programme, Project and Change Management Professions, Managed Services, Contingent Permanent Recruitment Solutions Search, Selection & Talent Management, Benchmarking, Research, Metrics & Surveys, Advisory Services, Partnerships and acquisitions, and Communities of Practice.
Recruitment firms are only paid a fee on a successful placement of a candidate introduced to the client company.  A good recruiter however, acts in the interest of both parties as an intermediary between the client company and the client candidate.  The recruiter ensures that the individual looking for work finds a suitable opportunity that helps them grow and develop and builds on the person’s expertise and experience.  They also commit to find the best talent that meets the needs of the client organisation.

What types of vacancies are you most frequently placing candidates in?  In what types of organizations?

TFPL recruits a broad range of information related specialisms, including Knowledge and information management, insight and intelligence, records management and publishing and content. Our clients range from professional services firms, financial institutions, central government and charitable organisations  to large publishing companies.  We are noticing a lot of activity in the legal sector, strategy consultancies, information publishers and not for profit sectors.

What should candidates do differently when applying to a recruitment firm?  Is there anything they should be sure to include with you that they wouldn’t tell a direct-hire job, etc.?

With a recruitment firm you are more likely to have a general conversation about the job market and discuss a broad range of opportunities.  You may also discuss how to position yourself for various job roles and what you can do with your current skill set and identify skill gaps to develop.
You will need a general CV no longer than two pages with relevant key words so you are identified in any database searches, proof of identification and names and addresses of two good referees.  If you want to work in some public sector roles, you will also need to have a security or CRB (Criminal Records Bureau) check.
When applying directly to an organisation your CV needs to reflect the skills that the role requires.  Your covering letter needs to highlight why you are right for the role and why you are applying for the job.  Other than that honesty is always the best policy!

Are there particular qualities or experiences that will give a candidate an edge in being considered for positions you are trying to fill?

On many occasions I have seen less experienced candidates get selected over and above better skilled candidates purely down to having the right attitude.  Clients are more willing to train and grow less experienced candidates if they fit the culture of the organisation over a skilled person that doesn’t.
Communication skills, a can-do attitude, creativity,  enthusiasm, passion, resilience, flexibility, being able to adapt to changes and challenges are at the forefront of a hirers thinking.  Not only do you need to have the ability to sell and market your own expertise but to survive these days, you need to do that for the department that is going to hire you too.

Once an initial placement has been made, what should a candidate do to keep on good terms with your agency (in order to ensure future placements)?

In the information sector there are many networks and events to attend and more often than not you will bump into a recruiter.  The market will continue to develop which will impact the types of role that emerge and your recruiter will be a great source of information on these emerging roles and skill sets.   They will also be able to help you benchmark your salary if you are up for a review.   TFPL runs networks and training course both free and paid for so you can always keep abreast of what is hot in the market place.   We would also love to help hire new staff when required so keeping a good relationship is vital.


Is there anything else you’d like my readers to know about recruitment agencies or TFPL?

Do not underestimate the value of the time spent with your recruitment consultant because the more care spent on that relationship the more likely you are to find an opportunity that is suitable for you.  Also, impressions formed by a recruitment consultant will naturally influence their assessment of you and vice versa.

Questions from the survey:

What are the top three things you look for in a candidate?

  • Communications skills
  • Marketability – can we promote you with confidence
  • Good at dealing with stakeholders

Do you have any instant dealbreakers, either in the application packet or the interview process?

Dishonesty, not answering questions properly, question avoidance and poor eye contact. As a service industry we do get our share of folk who think it is OK to abuse their relationship with staff. It isn’t, no matter what the problem is to be solved together.

What are you tired of seeing on resumes/in cover letters?

Typos!

CVs that are not outcome or evidence based

Profiles that cannot be backed up- subjective comments

Is there anything that people don’t put on their resumes that you wish they did?

More outcomes rather than a list of duties.  How they made a difference to their organisation.

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ Two is ok, but no more

Do you have a preferred format for application documents?

√  No preference, as long as I can open it

Should a resume/CV have an Objective statement?

√ Yes

If applications are emailed, how should the cover letter be submitted?

√  In the body of the email only

What’s the best way to win you over in an interview?

Smile!  Be informed, be prepared and be interested! Demonstrate that you want to work for that employer and why.

What are some of the most common mistakes people make in an interview?

Lack of homework and preparation

How has hiring changed at your organization since you’ve been in on the process?

Selection has moved from chronological analysis, to competency based analysis to evidence based recruitment

Anything else you’d like to let job-seekers know?

Don’t come with a list of stuff you don’t want – think about what contribution you can bring to an organisation and where you could apply it.  Before you embark on a job search, take some time to prepare what you want to say about your competencies and what you are good at, and would like to do more of. Thinking about this in advance, makes the consulting part of recruitment much quicker, and helps us sell your attributes better. Don’t wait until we meet you to start to thinking about it.

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Filed under Non-Anonymous, Original Survey, Other Organization or Library Type, Recruiters

If an Agency Sends You a Role You Aren’t Interested in It is Better to Reply and Explain the Reasons Why Not, So the Agency Can Get a Closer Match Next Time

This interview is with independent recruiter Nicola Franklin. Her firm, The Library Career Centre, provides recruitment services for employers as well as for-pay candidate services such as CV / resume writing and interview coaching. Ms. Franklin has been in the library recruitment field for 20 years.  Prior to striking out on her own, she worked with Manpower pls, Sue Hill Recruitment, and then the international firm, Fabric.  She is a fellow of the Recruitment & Employment Confederation and member of the Special Libraries Association.

Questions about Recruitment:

Can you give us a brief run-down of how a recruitment firm works? 

When you send your CV or resume to register with a recruitment firm, they will generally invite you for an interview (phone/skype or in person depending on distance, etc) and your CV/resume will be added to a database.  Your file on the database will usually also have notes of your interview and some codes or classification tags added, covering basic categories such as locations, salary bands, qualifications, industry sectors and skills.

When a recruiter gets a new vacancy from a client, they will use the codes to search the database, to gather a ‘long list’ of potential candidates.  In most library firms, the consultant will then look through the resumes and interview notes for each of those candidates, matching more closely between the job requirements and each candidate’s’ skills and requirements.

This weeding process will create a slightly shorter long-list, and it is those people who will be contacted  (either by a mail-merge email or on the phone, depending on how many potentially suitable people make the list).  Some of those contacted will either not reply at all, or will decline to apply for the role, leaving a short-list.  It is important for candidates to realise that their response (or non response) will be recorded; if an agency sends you a role you aren’t interested in it is better to reply and explain the reasons why not, so the agency can get a closer match next time, rather than to ignore it.  On the one hand, the agency will be no wiser as to what would interest you, and on the other (after several tries at contacting you) the agency may assume you’re no longer looking and archive your file.

In some cases all of those on the short-list will be submitted to the client, in other cases the consultant will sift the list further to reduce the numbers – a consultant would generally want to send between 3 and 10 resumes to their client, depending on what’s been agreed.  In most cases, the consultant will either also submit a report on each candidate, explaining why they’re a good fit for the role, or call or visit the client to present each candidate verbally.  This is really where the value of having a recruiter work for you shows through, as you have someone rooting for you and trying to persuade the hirer to interview you!

What types of vacancies are you most frequently placing candidates in?  In what types of organizations?

I cover all part of the wider information industry, including traditional library roles in public or academic settings, information or knowledge management in government and the private sector, and records management across  all kinds of organisations.

Increasingly there has been a merger of these different disciplines, especially at more senior levels.  In the UK there has been a marked decrease in roles in the public sector over the past two or three years, while the private sector declined earlier than that and has since been recovering (albeit slowly).

The main problem caused by the recession has been a dearth of mid-level roles. There have been some entry-level roles still being recruited, and organisations have generally replaced senior or very specialist  roles, but they often seem to feel they can ‘make do’ with fewer Assistant Librarians or Information Officers.  This has made career development very difficult for many people, especially as this situation has persisted since 2008.

What should candidates do differently when applying to a recruitment firm?  Is there anything they should be sure to include with you that they wouldn’t tell a direct-hire job, etc.?

A resume or CV for a recruitment firm should be slightly longer and more detailed than when sending it direct to a hirer.  In the latter case you are tailoring it specifically for that role, while for an agency there may be several types of role you’d like to be considered for and so your resume needs to reflect a broader range of your skills and experiences.  Also remember that some agency databases can search CVs for keywords, so make sure the ‘jargon’ keywords or acronyms are included (something I’d be advising against for a CV to be sent directly to a hirer).

At the interview stage with an agency, be sure to tell your recruiter honestly about any gaps or any issues you have had (eg a personality clash with a colleague or manager).  They will be able to advise you on how to best present things at an employer interview.

Are there particular qualities or experiences that will give a candidate an edge in being considered for positions you are trying to fill?

The main quality to display is enthusiasm.  Librarianship isn’t a role most people get into for the monetary rewards, and hirers expect candidates to be passionate about what they’re doing.  Coming across as fed up, bored or even worse hostile, is a sure way to make a consultant think twice when deciding whether to put you forward to their client.  You need to make sure they will feel confident representing you.

Secondly, candidates who have a realistic appreciation of their skills and aptitudes, and clear career goals, are easier for both recruiters and hirers to assess and fit into their open vacancies.  Spending time doing an audit of your skills and reflecting on what you have to offer, and also where you want your career to go, will pay off dividends later.

Once an initial placement has been made, what should a candidate do to keep on good terms with your agency (in order to ensure future placements)?

It’s good to keep in touch with your recruitment agency, from an initial call or email to let them know how you’re settling into your new role to an update later on.  You never know when you might need their services again!  I attend many library and information sector specialist group’s networking events and seminars, and it’s always nice when candidates come up and say hi.  Recruiters are used to being discrete, so don’t be afraid one will say ‘are you looking again’ or anything embarrassing while your boss is nearby!

Is there anything else you’d like my readers to know about recruitment agencies or the Library Career Centre?

I set up The Library Career Centre so that I could offer services over and above the standard recruitment process described above.  During my 20 years in the library recruitment sector, I had noticed that candidates often needed guidance on improving their resume, or their interview technique could do with some tweaking, or they simply had difficulty articulating what skills they had to offer or what their career goals were.

During a recruitment agency registration interview there is only about half an hour to gather all the information the consultant needs on career history and future goals – which doesn’t leave much time to give advice.  The Library Career Centre therefore offers support and advice directly to candidates on all these areas, in a more relaxed atmosphere where we can take time to explore issues more carefully.  This support is offered via 1-1 coaching as well as workshops and seminars.   The 1-1 services are designed on a modular basis, so a job seeker can pick and chose to get help on just those areas they are struggling with, or can put together a programme of support to suit their own needs.

I also use social media a great deal to keep up to date with issues and in touch with people – @NicolaFranklin on Twitter or http://uk.linkedin.com/in/nicolafranklin on LinkedIn, and I make regular posts on my blog.

Questions from the survey:

What are the top three things you look for in a candidate?

Relevant experience and skills for the role in question

Open minded and keen to continue learning

Enthusiasm and energy

Do you have any instant deal breakers, either in the application packet or the interview process?

Body language or answers which contradict claims made on the resume/application form, eg; ‘great interpersonal sills’ on the resume coupled with awkward/introverted body language, or ‘excellent ICT skills’ on the resume coupled with obvious inability to use tabs or other formatting tools in Word.  Quite apart from the skills that were claimed which may be lacking, the mere fact of making exaggerated or untrue claims show either (at best) poor self awareness or (at worst) dishonesty.

What are you tired of seeing on resumes/in cover letters?

Profile statements which are clearly regurgitated cliches, and don’t show any correlation between the applicants touted attributes and those required for the job.

Is there anything that people don’t put on their resumes that you wish they did?

Achievements – most resumes recount experiences or duties, some add in skills or attributes, very few include achievements (ie, how did the organisation benefit from having hired the applicant).

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ Two is ok, but no more

Do you have a preferred format for application documents?

√ No preference, as long as I can open it

Should a resume/CV have an Objective statement?

√ Yes

If applications are emailed, how should the cover letter be submitted?

√ I don’t care

What’s the best way to win you over in an interview?

Be engaged with the role and organisation; demonstrate that you’ve done (good quality) research about the organisation, understand the role requirements and have put some thought into how your skills match up to the tasks in the job.

What are some of the most common mistakes people make in an interview?

Not having done enough preparation, even for obvious questions like ‘why would you be good for this role’ or ‘where do you want your career to be in 5 years’.

How has hiring changed at your organization since you’ve been in on the process?

Over the past 20 years library recruitment has shifted emphasis away from a need to have used all the specific databases/cataloguing standards/etc of the hiring organisation, and towards more generic aptitude and ability to learn packages and systems.

Anything else you’d like to let job-seekers know?

Make sure you have plenty of questions to ask the interviewer too!  An interview should be a two way communication, as you need to know whether you’d like to work in this place, if you are fortunate to receive an offer.  Also, having no questions to ask when invited to do so is a sure way of saying ‘I’m not really interested in this job’ to the interviewer.

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Filed under Non-Anonymous, Original Survey, Other Organization or Library Type, Recruiter Spotlight, Recruiters, Special

The More Information a Recruitment Firm Has, The More Help We Can Provide to Candidates in Searching for Jobs

I’m excited to feature our first interview with a recruitment firm this week.  Sue Hill, Director, and Donald Lickley, Consultant, from Sue Hill Recruitment (@suehillrec) were kind enough to complete the survey AND answer a few of my questions about recruitment firms.  Sue Hill Recruitment is:

a specialist employment agency to the UK information sector, and market research, insight and analysis. We deliver a friendly, people driven and professional service to both employers and jobseekers.

Questions about recruitment firms:

Can you give us a brief run-down of how a recruitment firm works?

In brief a client has a work requirement, we negotiate terms of business, then go out to look for suitable candidates to meet that requirement. Sometimes this will be done with our existing candidate database, sometimes we bring in new candidates via public advertisements.  If we are successful in making a placement with the client, i.e. once an appointment is made and the candidate starts work, only then does the recruitment agency receive a fee.

What types of vacancies are you most frequently placing candidates in?  In what types of organizations?

Currently the UK HE [Higher Education] and commercial sectors are actively recruiting with a fair representation from trade bodies and charities, and there are some interesting special projects in all areas. To our great pleasure, there is a noticeable increase in jobs requiring specific technical skills and a professional body of knowledge as opposed to junior entry level work.

What should candidates do differently when applying to a recruitment firm?  Is there anything they should be sure to include with you that they wouldn’t tell a direct-hire job, etc.?

Candidates should be absolutely frank and open with us, because the more information a recruitment firm has, the more help we can provide to candidates in searching for jobs. All information is treated in confidence and only disseminated with agreement.

Are there particular qualities or experiences that will give a candidate an edge in being considered for positions you are trying to fill?

A realistic attitude to the employment market.

An understanding of the constraints that may exist between the recruitment agency, the client’s HR department and the final decision makers

Above all, the ability to encapsulate and market the appropriate skills to the appropriate vacancies.

Once an initial placement has been made, what should a candidate do to keep on good terms with your agency (in order to ensure future placements)?

Keep in touch. Remember we are here to help with whatever arises. We always appreciate constructive feedback of the experience.

Is there anything else you’d like my readers to know about recruitment agencies or Sue Hill?

It is important to understand that the true client of the recruitment agency is the hiring organisation. However a good agency  – and we would like to think Sue Hill Recruitment (SHR) fits this category – works hard with candidates to ensure they have the right tools and attitude throughout the recruitment process.  We are fortunate that people tend to remain within the information sector for the long haul, and thus have the opportunity to harvest our knowledge throughout their careers. As the SHR team is proactive in their own CPD [Career Professional Development], they also encounter future clients and jobseekers at a variety of events and are always available to offer advice and guidance.

We actively use social media to engage in and discuss professional issues from all angles  – follow our blog at View From the Hill and our LinkedIn Group, which is heading swiftly towards its 1,000th member.

Questions from the survey:

What are the top three things you look for in a candidate?

Clarity of focus, positivity and responsiveness – both in responding in a timely manner to job postings, but also by engaging in useful dialogue about how to market themselves.

Do you have any instant deal breakers, either in the application packet or the interview process?

Evidence that you have done your homework in reading the job specification and researching the hiring organisation. Spelling and grammar.

What are you tired of seeing on resumes/in cover letters?

“Good communication skills” written by people who can’t string a sentence together.

Job processes given priority over results – i.e. dull and boring bits given priority with key features hidden almost out of sight, amongst the verbiage. Ill-considered copying and pasting from past job applications.

Is there anything that people don’t put on their resumes that you wish they did?

Sometimes the very obvious top skills or abilities are omitted.

How many pages should a cover letter be?

√  Two is ok, but no more

How many pages should a resume/CV be?

√ Two is ok, but no more

Do you have a preferred format for application documents?

√ Other: Not important so long as we can read it, but otherwise, avoid fancy formatting which may not be readable on another PC.

Should a resume/CV have an Objective statement?

√ Other: Yes, if they’ve got something genuine to say.

If applications are emailed, how should the cover letter be submitted?

√  As an attachment only

What’s the best way to win you over in an interview?

Arrive on time, look us in the eye, answer the questions asked, keep the smile on your face.

What are some of the most common mistakes people make in an interview?

Giving a stock standard answer to a question that wasn’t asked.

How has hiring changed at your organization since you’ve been in on the process?

From the UK recruitment agency point of view, it has changed dramatically as employment legislation has impacted heavily on the whole process. However we believe it is mostly for the good. It does all take longer now and thus patience is needed!

Anything else you’d like to let job-seekers know?

Recruitment agencies are not your enemies, they are your allies and can often provide you with that extra something that gets you the job.

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Filed under Non-Anonymous, Original Survey, Other Organization or Library Type, Recruiter Spotlight, Recruiters