Important Questions You Should Be Asking Your Recruitment Agency

Important Questions You Should Be Asking Your Recruitment Agency So sure, I know that it’s the objective of in-house recruitment teams, to reduce the cost of third party expenditure, and recruitment agencies are top of the list. However, against all those odds, the agency industry continues to thrive and in fact, grow year on year. If this expenditure is a concern but still a necessity, then we need to re-look at the engagement with the more positive and productive words; ‘investment’ and ‘value’. What value does the recruitment agency bring, that brings a positive return on your investment? The things you need to consider are: Access to Talent does the agency have unrivaled access to and the confidence of, the best talent in their specialist marketplace? Specialism does the agency know their onions about the kind of talent they promise to be the best at finding? Methodology does the agency still operate in a one-directional go-to-market strategy? Cold calls, one-to-many communications; factors built on limited market rapport? Communication does the agency communicate with regularity, honesty and with the expertise and authority that they know their market? Brand does the agency have a strong reputation in the marketplace? Your specialist talent in your business will know the best names in the market. Maturity does the agency representative hold the kind of commercial acumen necessary to talk with mutual respect with key talent in your desired demographics? Unswerving Professionalism does the agency show signs of wanting to absolutely step in your shoes and best represent your brand to their talent market? These are all crucial, but I want to look at methodology very closely; as many of the others come under that heading. We’re in a very mature digital age now, where the intelligence and data we have access to is unrivaled in the recruitment industry’s history. With products like Candidate.ID in the recruitment technology realm, we are able to track and segment talent pools into pipelines, by understanding the motivations of the candidates based on digital footprint and their behaviors. When you ask a recruitment agency to earn their 20-30% introduction fee, you expect them to be at the forefront of digital engagement, as well as offline rapport. Is their methodology one that dates back to the 90s, with cold approaches and volume sales calls? Or are they the 2018 agency that embraces the technology to gain the kind of insights that mean that *have* to the best access to the market? Moreso, they will also be an efficient organization, speeding up the time to shortlist because they have a better handle on the hire-ready candidate audience in the pipeline. Another great example of where technology is making the humans better equipped to their part of the process even better. One way or the other, the agency must be the technology innovation adopters or in-house teams will adopt the technology themselves, and the agency who failed to evolve will have to step aside. One thing is for certain, the cornerstone of a successful agency relationship, is when it is built upon mutual respect and a partnership; and these are the things you should be discussing together. The evolution of the ‘RPO style’ hybrid agency is a good thing for this partnership methodology, and is taking the acquisition of talent to a new level of maturity, as we move away from ‘Us versus Agency’, and into shared responsibility, what is the most efficient method, that has the best time-saving performance, and the optimum candidate experience. Research well. Demand the best from your recruitment agencies, and demand the best of yourselves when measuring the performance and your relationship with them. About the author: Steve Ward is generally regarded as one of the original practicing Social Recruiters, and is now a Talent Attraction Strategist, Social Recruiting Branding Trainer, and Head of Staffing Agency Solutions with talent pipelining automation software, Candidate.ID.

5 Things Not To Do At Your Workplace That Even Minions Approve Of

5 Things Not To Do At Your Workplace That Even Minions Approve Of 1. Stop being a kiss a*s Update 19/2/14: No 6 Added as a colleague suggested and I agree with it Inspiration is a like a banana skin you never know when you will trip on one. Ive got heaps of work to do as I write this, but inspiration has just barged into my head like my mum when I wouldnt leave my room for dinner. But then its not easy not to like minions. So I thought, could minions give careers advice? Before quickly realizing that they cant, so daft of me to think they could. Of course they cant give careers advice, because they dont speak human language, sigh ?? But I am not one to give up, so me and some minions will tell you of a few things NOT TO DO AT YOUR WORKPLACE. Because they p**s people off superbly. 1. Stop being a kiss a*s I dont think I need to say any more. You will be found out very easily and even though your boss may give into it, your colleagues will not take to it and when it comes to team-work, you will see that your self-respect depreciates a bit. 2. Stop being a teenager or a gansta Now, firstly, I dont advocate punching someone at work. So dont try this at work. But you need to stop behaving like a teenager at work. It gets on my nerves when someone puts their fist forward for a fist-pump. Why? Can we not just shake hands and say good job or good luck? Fist pumps, unless on a sports ground, make you look Gangsta (with the spelling mistake). Stop it; I dont want to put too much effort into trying not to punch someone every time they want to fist pump me. And yes a high-five is in there, too. I dont like that in a professional office environment. 3. Stop being loud What?, you ask. Yes, I say. Stop being loud and stop laughing loudly. Now, I know laughing loudly makes people think you are a happy-go-lucky person and one that enjoys life. But instead, people look at each other and think, What a douche. Just because youve had a funny moment in the office doesnt mean you have to be loud; others are still working and you have to respect that. People who are loud have no regard for someone elses presence and that is disrespectful. 4. Stop speaking ill about others Honestly, this is very important. You need to stop gossiping and back-biting other people at work, all the time. That comes across as very unprofessional your colleagues will notice and eventually stop listening to you. Also, stop being an ALARMIST! Stop dissecting every decision made by the company/boss/other teams. If thats what you like, you are no better than a conspiracy theorist. Sometimes its best to keep your thoughts to yourself. 5. Stop putting the blame on others People make mistakes; everyone knows that. You can and do make mistakes, but when you do, you should take the blame for it, not find excuses or put the blame onto something/someone else. Eventually no-body will want to get involved in your work or work with you. Start owning up for failures and then discuss with those who let you down how to avoid that situation in the future. Dont simply blame others all the time. 6. Wacky Out Of Office or Communicator Status Now, half asleep at 3 am in the morning when I write anything (which 4 hours later is almost always crap) I think I am Shakespeares son (sorry dad!) But when I am at work, its work. Its all professional. What I dont get is people having wacky out of office messages and communicator statuses. These are visible to everyone and what you may find funny will probably not seem the same to the customer or manager who needs your attention urgently. Lets put it this way, when stuffs going down the last thing one wants to know is you are on a beach enjoying the sunshine whilst we work our socks off. So be careful with that. And what do I feel like when I see one of these wacky messages, is animated by the minions below. Thank-you very much minions. So thats it, folks. Dont forget to sign up below for more posts like this. And do share if you like it! 133

Mood Swings and Your Career

Mood Swings and Your Career Mood swings. They are awful. They make you feel a little out of control. They take you from being the sweetest, calmest and nicest person, to being the hugest bitch on the block. Im sure many women would agree that mood swings are their biggest enemy both at work and at home. How do we learn to take on  our moods and not let them affect us at work? Perhaps you woke up feeling like you had a case of the Mondays today too. Well, I wasnt willing to just settle for that explanation today. I  decided to look up the reasons for mood swings, and I was hoping to find something less obvious than PMS as an answer. According to an article on ezinearticles.com, mood swings affect twice as many women as men. How interesting and lucky for us: one more reason the men in our lives can think we are totally nuts. The article also sites that our modern lifestyle is a contributor to mood swings. I was just thinking this morning about how draining it can be to live in the city along with how draining all the technology in our lives can be. It makes sense to me. The article says, Modern lifestyle also plays a key role to enhance the chances of mood swings. Smoking, alcohol, eating fast foods and having sugar, tea/coffee, chocolates in excess, lack of patience, stressful work environment, hyper sensitiveness, lack of physical activity, all these things contribute in fluctuating the mood. Well, if any of you went out to the bar this weekend, ate junk food afterwards, drank way too much caffeine the next day to make up for it and skipped your workouts, I guess that explains half of our having a case of the Mondays today. Oops. Or perhaps you ate lots of chocolate today in hopes of being a bit happierapparently this is a bad move as well. Ive also noticed that mood swings affect me at work and I imagine that they could affect someones career over the long haul too. Think about it: first your mood affects your focus and attitude. Then before you know it, your mood swing causes you to snap at a co-worker or client. Bad move. Work is not a place for emotions- especially not negative ones. Then you feel super guilty about being a total ass, so you start to worry about your job security and if your co-workers still respect you. Then you get down on yourself. This cycle just takes you further away from your work and creates more stress in your life. According to an article on top7business.com, People who experience constant stress often demonstrate feelings of anxiety and a lack of self-esteem. Unfortunately, its typically the employees that display a high level of self-esteem and confidence that are promoted more often. If you dont feel confident in the job youre doing, it could be because stress is holding you back youll need to learn how to identify and manage stress if you want to get ahead at your job. Therefore, the article suggests that stress (which can start from these mood swings) can prevent you from advancing and prohibit the growth of professional relationships as well. I have no idea what the answer is to getting rid of mood swings. All I know is that after reading a few articles on the topic, it seems pretty important to tame them. Especially if you are hoping to get ahead in your career and be respected by the people in your life!

After your PhD..

After your PhD.. For many PhD graduates the realisation that, after all, an academic career  may not be the right thing, can come as a surprise and raise some fundamental questions: What career do I want? What options have I got? How do I convince a potential employer that I have something to offer outside of my area of expertise? Making a career decision…     The rewards and challenges that motivated you to undertake doctoral research are also available in non-academic sectors. Increasing your self-awareness will help you to make sense of these options. If you were, for example, inspired by collecting, critically analysing and interpreting data during your research, then a career in data analytics, operational research or software engineering may appeal. If you excelled at conferences and enjoyed engaging with and influencing an audience as you presented a paper, a career utilising your communication and presentation skills in consultancy, marketing  or public relations may ideally suit you/meet your requirements. Understanding what motivates you, your skills and values, as well as the opportunities that exist in the graduate  and post graduate labour market is a good starting point. What options have I got? The short and not particularly helpful answer is, a lot! There are recruiters in quantitative finance, for example, that specifically target PhD graduates for the unique skill set and expertise that  you can bring. You could start your career in a graduate programme. Although this may feel like a step backwards, there is evidence that  PhD recruits progress through a graduate scheme more quickly than other candidates. The good news is, that far from the stereotypical view of the PhD graduate as an academically institutionalised ‘lone wolf’, research commissioned by CFE Research (‘PhD Career impact and Career Tracking Survey’) indicates that doctoral graduates are considered ‘business critical’ by many employers. The research found that employees with a PhD can make a creative impact in the workplace which influences their co-workers and that they are also high achievers and innovators.  There can often be a significant salary premium and greater security of employment enj oyed by doctoral graduates, compared to their  contempories with a first degree or equivalent qualification. How do I market sell myself to a non-academic employer? This will require a different mind-set and approach. Remember that you will be submitting an application to an employer who may have no understanding of your area of expertise, or of how his or her business might benefit from your subject knowledge. You may not be asked about the nature of your research in an interview and indeed you may find it difficult to explain it to a non-specialist. The employer may, however, value your skill set. How you articulate the transferability of the project management, analytical, problem-solving, communication and research skills that you have developed and enhanced to a high level during your research will determine the success of your application. Danielle Deveau argues that: “Translating your skills for a non-academic audience is key to your success in the private sector job market. You cannot simply list intellectual accomplishments and knowledge sets and expect the individual reviewing your resume to equate these abstract skills with the more applied work that they often require.” (‘Articulating academic experience for the non-academic workplace’, 2013) The importance of highlighting the transferability and relevance of the skills you have demonstrated in your academic career, to the specific role applied for, is emphasised by Chris Humphrey in his ‘Jobs on Toast’ blog where he describes this process as “The ability to present yourself and your capabilities in a language that your prospective employer can understand and relate to.” Consider how your experience as a researcher can evidence the skills  and attributes an employer requires. If you had a difficult relationship with your supervisor or other researchers you may have collaborated with during your research, you can demonstrate effective negotiation skills. Successfully organising an academic conference could highlight the planning, organisational skills and attention to detail an events management company would look for. Completing your PhD is testament to your ability to work on your own initiative with little supervision and to deliver a project on time â€" a skill set arguably of value to all employers across every sector. Making the transition from academia to employment â€" some tips… You may have never experienced a work environment other than academia. Try gaining experience through work shadowing, volunteering, part-time work  or extra-curricular activities. This will evidence your skills in a non-academic environment to any future employer as well as informing your thinking about the type of career you want. Highlight your expertise to employers present yourself as an effective project manager, an analyst, an innovative and creative problem-solver. Change the emphasis of your CV and cover letters â€" remember that you are not making an application for a post-doc and an employer may not understand the relevance of your research and publications record. Evidence the particular skills that the employer requires as described in the person specification. Use the networking skills you have displayed at conferences and with your academic peers to find out more about job roles and to discover potential opportunities. Your intellect alone will not be a sufficient reason for an employer to make you an offer. You have to describe your academic career in a convincing way that demonstrates your potential and suitability â€" take the opportunity to have a mock interview to practise ‘telling your story’.        

Heres Why Lateral Career Growth is Not So Bad

Here's Why Lateral Career Growth is Not So Bad Lateral movement is an alternative strategy of promoting career growth and personal development among employees in your organization. Instead of giving rigid, constricted role assignments to team members, there is freedom for everyone to do more than what their job title says.Also known as horizontal growth, it aims to defy conventional standards of promotion in a vertical mode. In the former, an employee has the opportunity to gain knowledge and skills in multiple areas, whereas in the latter, the focus of the employee is to master a particular role, and eventually, set sight on the next most coveted position in the organization.In essence, the value of lateral or horizontal growth is on the exposure or experience, which may be in the form of a special assignment, attending relevant seminars, or enrolling in professional or short courses, among many other options. By contrast, vertical growth is more about developing one’s expertise.evalInterestingly, both you and your employees s tand to benefit from a lateral growth POV. Here’s why:1. Employees become empowered professionally.In the lateral growth organizational setup, employees can assume other responsibilities outside of their department. To fulfill such responsibilities means that they expand their competencies and become a point person with colleagues from other teams, as well as clients.While tech-savvy programmers deal with codes day in and day out, they may grow laterally by coordinating more with your company’s front-liners such as the marketing, sales, or customer service people to gather feedback on how a specific program needs to be tweaked.You could even involve your software programmers or engineers in after-sales functions through client visits. Make sure you prepare them for this eventuality by sending them to personal development seminars to help them hone their communication and interpersonal skills beforehand.2. Teamwork is nurturedAs you give employees additional roles that go beyond their usual scope, they get to work with other members within or outside their own team. Collaborative learning results in the processâ€"helping the company achieve its goals of streamlining inter- or intra-departmental processes. Not to mention, raising the level of productivity among employees.evalYou also cannot underestimate the bond that is formed as teams or employees grow with one another and own up a particular assignment or project.3. Employees have a better chance at their tenureevalWhile having credentials like finishing MBA programs or business courses help raise an employee’s qualifications at work, there’s nothing more tangible than demonstrating the ability to handle special projects as part of an employee’s journey to lateral growth.Management is always on the lookout for employees who can be real assets to the business, so although no employee is said to be indispensable in a company, those who show potential for lateral growth will be harder to let go of.Alth ough the monetary gains of lateral growth may not be that attractive for employees, the long-term benefits of tenure can very well compensate just the same.4. Companies can have more leeway during tough timesevalPromotions and staff hiring are the first ones that usually take a backseat on days when business is not doing so well. At this time, companies can leverage the lateral growth approach to tide themselves over until business prospects improve.It may eventually be an eye opener for companies to incorporate lateral growth strategies into their organizational structure, giving the company a new lease on life, so to speak.5. The corporate culture evolves more dynamicallyIn today’s highly creative and competitive business space, innovation can take your company to greater heights. While a number of companies have had success in keeping a traditional hierarchal type of organization, others are also starting to see the wisdom behind moving away from this norm for good reasons.Empl oyees are seizing the opportunity to learn and grow, and the company is continuously discovering a new way of doing things for everyone’s benefit.The concept of lateral career growth is perfectly suitable for those who refuse to think and do as everyone else. It’s a bold, courageous, and out-of-the-ordinary move, all right, but it’s one that sets the most flexible and well-rounded professionals and organizations apart from the rest of the crowd.

Top Careers for a People Person - CareerAlley

Top Careers for a People Person - CareerAlley We may receive compensation when you click on links to products from our partners. Not everyone has a knack or a passion for being able to work with and help other people. If youre one of the lucky ones that possess both of these attributes, its a good idea to try and incorporate your caring and social skills into your work life as doing so could prevent you from going down a career path that will lead to misery and possibly failure. Ive given the subject quite some thought and below Ive listed the top careers that are absolutely ideal for a peoples person. Lets take a look: Suggested Reading:Hospitality Career Opportunities: Learn Secrets to Get Jobs in Hotel, Restaurant Cruise Industry The Hospitality Sector The hospitality industry is hospitable by nature and it requires a certain attitude and skills to succeed in it. With interaction and communication being key fundamentals in the travel, tourism and event-planning sector, its an industry thats ideally suited to those that relish in the fact of having to deal with other people on a daily basis. Entrepreneurship Although it requires many other qualities in addition to social skills, running a business is said to be one of the best careers for an articulate and organized person whose passion it is to work with people. Aspects of entrepreneurship include providing an exceptional service and/or product to customers and working with business suppliers and partners to effectively run the business both of which are ideal situations for a peoples person. Having said this, its important to get the balance just right and once a business starts to scale, its important for entrepreneurs to take a step back and use services let the likes of www.ciphr.com take over the management of human resources. The Healthcare Industry With communication and empathy being two of the necessary employee personality traits, employment in the healthcare industry allows for the effective use of social skills. And with this being a sector that is necessary regardless of the state of the economy, its easy to see why so many people aim to secure employment in this area. Sales and Marketing This is one particular area where those that do not possess any social skills can really struggle. The success that can be achieved in sales and marketing based careers ultimately depends on how well a person can connect and network with their co-workers and members of the public too. Whats deemed to be an idealistic career for social butterflies, sales and marketing can be a very lucrative career choice for those that have the skills that are needed to succeed. Public Relations Those that work in public relations must demonstrate a mastery of the skills of negotiation, relationship building and customer service. All of the skills that have just been mentioned come naturally to a peoples person making PR a very enjoyable and somewhat easy job to do for someone of this personality type. Having read the above, I think youll agree that not everyone is suited to a career that involves the need for the ability to empathize and work effectively with other people. With so many opportunities being available in the entrepreneurship, healthcare, hospitality, PR and sales and marketing industry, some would say that its easy for people persons to find a job thats both financially and personally rewarding. Career Tip of the Day:Leveraging Social Media in Your Job Search We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ Visit Joeys profile on Pinterest Job Search job title, keywords, company, location jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

Being Your Best - Hallie Crawford

Being Your Best I once worked for a Managing Partner at one of the Big 4 consulting firms.  He was a great speaker and in one of his speeches he told us that he looked in the mirror every day and asked Have I Been the Best I Could Be Today?  That simple, but loaded question has stayed with me to this day.  It begs the question though of what is your definition of best.  Here are ten questions to ponder:    What are your values your moral compass?  Have you honored them today?    What are your strengths did you use them today?    Have you pushed yourself outside your comfort zone by learning something new?    Have you helped another person learn and grow?    Did you connect with someone today just to further build your relationship with them?    Did you accomplish a goal today?    Did you take time to nourish yourself physical, mental, emotional?    Did you show empathy for someone today?    Did you laugh? Were you able to feel a sense of accomplishment? Being your best each day is a great motivation for embracing the world and giving it a gift which is you.  Sometimes during our careers, we forget that we play a vital role in our organizations success.  If every single employee did their best every day, wed have companies performing at the highest levels.  And, there would be a lot more happy campers! We hope this is helpful to you! Katie Weiser, Career Coach at HallieCrawford.com.