Posts Tagged ‘recruitment tricks’

Sick of Recruiters?

FacefitFishingThere’s something happening in the workplace, which is frustrating the life out of personnel within the housebuilding industry. I can’t speak of other industries, but I would imagine it’s a similar picture. Just recently, I’ve been speaking with several ‘unknowns’. To classify an ‘unknown’ is someone that I tap on the shoulder, having never spoken before and introduce myself in a professional way. Usually, the approach is made either via email and phone or some other means, Linkedin, Facebook etc. I have a job on my hands, literally, in having to very quickly differentiate from other recruitment companies and ‘headhunters’. Within a few moments, it’s plainly obvious to the person I’m speaking with, but initially, I’ve been placed in the same annoying unprofessional, unethical, disingenuous category of the other recruiters. Sometimes the responses are quite rude. It didn’t occur to me that these unknowns are being approached by lots of companies all the time, being bombarded with opportunities (most of which are the same job being marketed by every recruiter on the planet) and hassled to the point of frustration beyond belief. Thankfully, I quickly demonstrate why I’m different and in the true sense of the word ‘Headhunter’, explain the key differences, not only in my ability as a Headhunter, but also my background, reputation and model of working which is unique to housebuilding. Let me explain the differences to those whom are unfamiliar with terms such as Contingency and Retained. I work on a retained basis for all assignments. This means that I partner with my clients to find the best people as quickly as possible for any given role. I’m paid in advance, or should I say, part of my fee is paid in advance when I’m about to commence a search. I explore the market and carefully consider the best people to select and interview for my clients. The process is fairly straightforward. Once I have identified a potential candidate, I will arrange to meet, usually out of hours and near the candidate’s home location to make life easier for them. I spend between 2 and 3 hours meeting each candidate in the search and build lasting relationships, based upon ethical practice, knowledge and trust. Once I have a shortlist from all of my meetings, I discuss the shortlist with my client and present a maximum of three candidates, sometimes fewer, depending upon suitability. Because I work exclusively with all clients, you won’t hear about the same job from anyone else, plus my confidentiality is the best in the business. I help, advise, manage and mentor people for all sorts of roles and create a profile of who you are why you should or shouldn’t fit into a particular company. This is possible from a deep understanding of all clients and target companies. Target companies are not clients. They are companies I choose to keep as targets for approaching on behalf of my clients. Contingency recruitment is very different. To summarise; Some recruiters who work on a contingency basis, whether they have instructions from the employer or not, will do their best to attract anyone and everyone remotely suitable or in some cases, unsuitable, for a fee. They will pester, annoy, frustrate, send CV’s speculatively and (often without your knowledge) to an employer. Once they have you on the hook, they’ll start trying to back-fill your own job, but lining up people to take over when you leave. No wonder people are sick of recruiters. Read my other blog called Dirty Rotten Recruiters.      

Compromise Agreement – They want you out, no notice, just out ! Time up !

66 Not hitting it off 2I had a call late one evening last week from a contact. For obvious reasons, I can’t go into any detail because of confidentiality. I do however want to share the emotion and content of the call in order to help others who might find themselves in a similar situation one day. After establishing that all wasn’t great for my contact, I listened carefully to his immediate problem, frustrations and dis-belief.

January Sail

NewYearDashBefore you say “he can’t spell’, it’s all in the wording. January is almost over, before it began. No sooner has everyone returned to their desks after a long Christmas break, a third of the month was swallowed up in the first week. My phone didn’t ring on Jan 5th. I turned the ringer to silent. Why? Several of my clients were expecting updates on search assignments that I had been instructed upon just prior to Christmas and I was determined to make contact with all of them on the 5th Jan. Time Management not being my best strength, because I work until midnight most days, I just wanted to hit the ground running, in full control of my day and my diary. I succeeded. It worked. It paid off.  Why I am sharing this with you? My message to the world is ‘Eat that frog’. I read a book over Christmas by Brian Tracy called Eat that frog. The book is about managing your time and tasks better. I’m going to follow the general principles along with another book called Take the stairs, by Rory Vaden. Headhunting and Search is my passion. I tend not to watch TV or the news. Instead, my year will hopefully be filled with clients search requirements in all sectors of the housebuilding industry. It will include lengthy and in-depth telephone conversations with candidates, helping them reach their career goals. Many hotel meetings will ensue, with candidates whom are shortlisted for particular roles. I’ve met around 4000 people since 2003 and have a contact database of 16,000 people at all levels of housebuilding up and down the country. Last month, I was in the Midlands, the month before, Devon. I get around. It doesn’t leave much time for anything else. Who’s life can I change next? Always for the better, or there’s no point being part of the process. I like to add value to all careers. You get a call from me, out of the blue – I introduce myself, give you a potted history of my journey in housebuilding, an insight to my former career and my headhunting operation. I will explain why I’m different and what makes me special in contrast to the many recruiters and headhunters out there. We arrange to meet. We spend 2-3 hours talking about your career aspirations. I exchange a detailed understanding of my clients requirements, the people in the team, what they are like and there will be a full and frank exchange of ideas, suggestions and hopefully, a recommendation for you to meet one of my clients. Before you set sail, find time to speak with me. I can help navigate and keep you on course. Even through rough times, I’m a really useful resource – able to give best advice, impartial advice and hopefully add value to your situation. Welcome to my world of Headhunting.  

Dirty Rotten Recruiters..

Dodgy RecruitersThere’s nothing quite like a two-faced recruiter. Elaine Delanna Priestly, wrote about this topic and her book is available called Dirty Rotten Recruiter Tricks,  if you would like an education about recruitment companies. I still can’t quite believe that companies still instruct recruitment companies who actively target personnel from their company. I work exclusively within the Housebuilding sector and it’s a small world. My best advice is when someone disappears to another company, do some background checking and find out whether a recruiter was responsible and which one. It might just open your eyes to the unscrupulous workings of certain individuals. There are many tricks recruiters can play and I find it quite unsettling, unscrupulous, unethical and unprofessional.

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Simon Wilkins

Simon Wilkins

The Headhunter

07554 234 567