{"id":1899,"date":"2021-01-16T20:19:40","date_gmt":"2021-01-16T19:19:40","guid":{"rendered":"https:\/\/hjinterim.wordpress.com\/?p=1899"},"modified":"2021-01-16T20:19:40","modified_gmt":"2021-01-16T19:19:40","slug":"hiring-mangers","status":"publish","type":"post","link":"https:\/\/hjinterim.tech\/index.php\/2021\/01\/16\/hiring-mangers\/","title":{"rendered":"Hiring Mangers"},"content":{"rendered":"\n
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In these hard times, during this pandemic, I discovered that getting or even finding a great new job is a big challenge, did you ever wonder why this is\u2026<\/p>\n\n\n\n

\u201cI think that the hardest problem recruiters face is dealing with clients who don’t understand that search is a collaborative process\u2026 Especially in very technical fields, some hiring managers tend to have the opinion that it isn’t worth their time to share information or feedback with recruiters (\u2018because they won’t understand\u2019). This is a major problem, because without that feedback, results will necessarily be nil.\u201d<\/p>\n\n\n\n

The problem, <\/em><\/strong><\/strong><\/p>\n\n\n\n

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Allow me to offer a somewhat different opinion. I think that the hardest problem recruiters face is dealing with clients who don’t understand that search is a collaborative process. There are many searches where it is simply extraordinarily difficult to find the right qualified people (who also want to make a career move at the time). Any client I am working with (not the candidate) needs to understand this and be able to give me constructive feedback on why or why not a particular resume I submit will be a good candidate.<\/p>\n\n\n\n

Especially in very technical fields, some hiring managers tend to have the opinion that it isn’t worth their time to share information or feedback with recruiters (“because they won’t understand”). This is a major problem, because without that feedback results will necessarily be nil. I have an engineering degree, and vast experience recruiting top-level technical people. I know for an absolute fact that if a hiring manager gives me an accurate job description, and correct information, I can (and will) go and find that person. Nothing is more frustrating than a ‘dead-beat’ client who will not respond to repeated queries about candidates submitted (i.e. why or why not they are rejected, etc.). It’s possible that the client needs to be cautious about revealing proprietary data, but telling me to “go find me somebody” without telling me what to find is obviously futile.<\/p>\n\n\n\n

I\u2019m partly right that any determined recruiter can put together a list of pretty much the entire pool of candidates, given time and tools to do so. However, that doesn’t mean that clients will be interested in those candidates if they do not understand the reality that there are no others at the time of the search… Continuing to search for something that simply isn’t there is always a losing strategy.<\/p>\n\n\n\n

Given the right description, proper cooperation from the hiring manager, diligent research, and a genuine opportunity (a good position to recruit for), they can fill pretty much any position. I\u2019m totally correct about cutting through the ‘noise’ (‘noise vs. signal’), but the noise can also be on the side of the client one is interfacing with. Educating the client, and enabling them to understand that recruiting is a form of management consulting (which requires them to listen to my input) is sometimes the greatest challenge.<\/p>\n\n\n\n

My suspicion is that I\u2019m (working for Consulting agency) is primarily recruiting Technical engineers and project managers, who can be extraordinarily apathetic about job opportunities and especially critical of recruiters. My focus is more on hardware, chemistry, chemical engineering, materials science, etc., where the density of recruiters is much, much lower. Software is a huge field which attracts lots of attention and recruiters, but it is not really the same ‘ball-game’ as recruiting in other areas where (1) salaries can be much higher and (2) skilled recruiters are less common.<\/p>\n\n\n\n

In those particular spaces, I would say that the greatest obstacle to success is the client who refuses to communicate about the search, NOT reaching the candidates, who are often easily attracted.<\/p>\n\n\n\n

What are the disadvantages of using a recruitment agency?<\/strong><\/p>\n\n\n\n

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\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Agencies act\u00a0on behalf of the employer, not the jobseeker. It is in their interest to fill each post with a willing\u00a0applicant, so in most respects the interests of both sides should be met. But if any point of conflict between the employer and the prospective recruit should arise, agencies will tend to side with the employer because that\u2019s who is paying their fee.<\/p>\n\n\n\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It\u2019s also worth remembering that recruitment agencies are not careers advice centers, and are usually not qualified to help you with career decisions. Their role is to find people to fill positions for their clients, so don\u2019t be tempted into thinking that an agency\u2019s main concern is your career satisfaction. Some agencies will have no hesitation in trying to talk you into a job that you feel is unsuitable. If they do, don\u2019t feel under any obligation to take it. You\u2019ve gone to them to help you find the right job, not the wrong one, and if they get stroppy then go elsewhere. There are plenty of other agencies to choose from.<\/p>\n\n\n\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The same applies to your CV. Write the CV that you want to show the world, and only make changes suggested by the agency if you\u2019re completely happy with them. It\u2019s your CV and your career.<\/p>\n\n\n\n

How can I improve my chances of finding a job through a recruitment agency?<\/h2>\n\n\n\n
  • When you apply to register with a recruitment agency, you will be asked to send a CV and then usually called in for an interview. Although the agency is not the prospective employer, it is their representative, so it\u2019s important to put as much work into\u00a0getting your CV right\u00a0and\u00a0preparing for\u00a0interview\u00a0as you would if you were dealing with the employer directly. The agency does a large part of the preliminary assessment for the employer, and if they don\u2019t think you\u2019re up to scratch they won\u2019t put you forward, and may not even register you on their database.<\/li>
  • Make sure you\u00a0approach\u00a0the right kind of agencies \u2013 ones that specialize\u00a0in your industry or profession, and cater to your\u00a0level of work. Ensure that you\u2019re clear in your own mind about the kind of work you want to do and the minimum salary you\u2019re prepared to accept. Some agencies will try and pressure you into taking different work or a lower salary, but if your aims are clear beforehand, they\u2019ll get nowhere.<\/li>
  • Once you\u2019ve registered with an agency, keep them updated on developments in your skills, experience and achievements so that they can add them to your file and boost your chances. And stay on their back. It can be easy for an agency to get you on the books and then forget about you, so make sure you have a named contact in the agency and keep calling them on a weekly basis to see what\u2019s happening. This will keep you at the forefront of their minds and maybe even get them actively looking for a position for you.<\/li>
  • Above all, don\u2019t just leave it to the agencies. While they get on with looking for your next job, you should be doing the same.<\/li><\/ul>\n\n\n\n
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    How many recruitment agencies should I register with?<\/h2>\n\n\n\n

    There are two schools of thought on this. One approach is to register with as many good agencies as you can find. Jobs are often placed with several agencies, but many are given to one exclusively and you don\u2019t want to risk missing the right opportunity.<\/p>\n\n\n\n

    The other strategy is to go for quality over quantity and select no more than three or four agencies that specialize in your area of work and locality. Being on the books of lots of agencies might increase your chances of getting a great job, but it could just as easily see you inundated with unsuitable vacancies from commission-hungry consultants that are ultimately a waste of your time. \u00a0<\/p>\n\n\n\n

    Why Do People Hate Recruitment Agencies?<\/h2>\n\n\n\n
    • There\u2019s no denying that recruitment agencies get some pretty bad press at times, and there\u2019s also no denying that unfortunately, some of it is entirely deserved.<\/li>
    • There are still some recruiters who play a dirty game and give us all a bad name, and some of us practice hard-sales recruitment practices that don\u2019t help our public image either. \u00a0<\/li>
    • Anyone working this market will know how crazy it is at the moment, so we really can\u2019t afford to keep up this negative image. We need our candidates and clients to trust us and enjoy working with us if we want to\u00a0future proof our industry.<\/li>
    • So, here are a few reasons people think recruitment agencies suck and what we as an industry can do to shake this bad reputation off once and for all.<\/li><\/ul>\n\n\n\n

      “Recruitment agencies just hurl CVs at you until one happens to be good\u201d<\/h2>\n\n\n\n

      Why people think this:<\/strong><\/p>\n\n\n\n

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