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Headhunters: The benefits of working with a headhunter in your job search

11/24/2017

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The economic climate following the 2008 global financial crisis, together with the influential growth of the Internet, has had a significant impact on many service sectors, recruitment being no exception.
 
In a drive to save money, more recruitment has been taken in-house and company talent acquisitions teams have turned to LinkedIn as a primary recruitment tool. In addition, the fall in advertising costs, has resulted in a greater number of recruiters and companies posting jobs online. Whilst advertising online has generated a higher volume of jobs to apply for, it has led to frustration too. Candidates frequently mention that they don’t receive any specific feedback on their CVs or suitability for a role, after applying to an advert or replying to an email from an in-house team. As a result of limited contact and dialogue, candidates often lose the opportunity to gain advice about career moves and insights into the job market. Recruiters lose the opportunity to discover sought after skills and experience, which a prospective candidate may have failed to convey effectively in their CV.
 
The growth in the hidden job market is another challenge for job seekers. Companies may not wish to publicise jobs, due to the confidential or strategic nature of particular appointments. Working with an executive search consultant, commonly known as a headhunter, can complement direct job applications, open up access to hidden jobs and provide wider benefits too. Prospective candidates can expect to receive constructive feedback on their CV, interview presentation and their suitability for a role, as well as various market insights.

How do headhunters work?
Executive search firms are well networked and often specialise in particular fields; relationship building, market knowledge and professional reputations underpin a headhunter’s work. They appreciate the importance of good candidate, as well as client, relationships in a recruitment process. It’s in their interest to only place individuals in roles, and within companies, which are a strong match for candidates, both professionally and personally. They will explore an individual’s longer-term objectives and whether a particular organisation’s culture is likely to be a good personal ‘fit’, rather that just focus on matching skills and experience.
 
Headhunters are engaged to research the market thoroughly, make targeted approaches and qualify candidates carefully on their clients’ behalf. Therefore, anyone included on an initial long-list or subsequent final short-list can be confident that they have been positioned as someone who can do the job, and it is a role that should benefit their career. In addition to working on retained or exclusive recruitment assignments, headhunters may also make speculative introductions to companies they partner, should they feel their skills and experience would be of interest. This approach can be particularly beneficial for those interested in confidentially exploring new career opportunities, without wanting to promote their ambitions on LinkedIn or through their network of contacts.

Tips for working with a headhunter
Like all relationships, working with a headhunter is a two way process. To optimise the benefits headhunters can offer professionals seeking career advancement, it’s worth understanding how to work effectively with executive search consultants. We asked Maarten Jonckers, Managing Director of Nicholas Alexander Executive Search, a leading retail search firm, for his top tips on how to work with a headhunter:

1. It’s vitally important that individuals are completely open about their personal and workplace circumstances, and share anything that could impact their job search. No-one, least of all decision-makers, likes their time wasted. So if a job entails relocation, individuals need to explore the implications of this after their very first conversation with a headhunter.
 
2. Individuals should be clear and upfront about compensation, including current and ideal remuneration packages. They need to identify what constitutes a deal breaker and communicate this early on. This helps to prevent potential disappointment later in the process and facilitates discussions, if appropriate, with hiring managers before offer stages.
 
3. Providing a headhunter with a well-written CV is essential. Whilst we provide additional accompanying notes on short-listed candidates, it’s important that individuals ‘own’ their CV. If it were an area they needed help with, we would recommend that they engage a professional CV writer.
 
4. Whilst headhunters will offer advice on potential roles and companies, we’re not career counsellors. Saying ‘I’m open to opportunities’ is too vague: individuals need to have a relatively clear idea of what they want to do, to enable headhunters to help them.
 
5. Making the right next career step can take time, especially at a senior level. If someone is actively looking for a role, they may be tempted to chase headhunters for progress. Good headhunters will provide regular updates. In the meantime no phone call or email simply means no news. A ‘keen’ amount of communication will not help move anything forward.
 
6. Headhunters promote individuals by highlighting the benefits they can offer a business. There is no cost to the candidate, except for their time; however, time is money to a headhunter. So it’s important that individuals are available to speak to a headhunter at agreed times and of course, except for extenuating circumstances, attend their confirmed interviews!
 
7. If an executive search consultant gives advice, it’s because they feel it will benefit an individual and they should use it to their advantage! For example, early on in a search process I will talk to prospective candidates about the negative implications of accepting a counter offer and how this can affect their career, both in the short-term and long-term.
 
8. We help prepare candidates for their interviews and coach them through the process, however, the onus for research and preparation stills lies firmly with the individual. Our role is to provide advice on likely areas of interest in an interview, but a headhunter’s input should not be a substitute for an individual’s own pre-interview work.
 
9. Headhunters recognise that those individuals actively seeking a new job, may be exploring opportunities through additional routes. However, complete transparency and integrity is of the utmost important. If a target list for speculative company approaches has been agreed on, then the individual needs to ensure those companies don’t receive their CV through another source. Regular updates on the progress of other interviews are vitally important, as this helps us manage and influence timescales.”
 
With these recommendations in mind, working with a headhunter could unlock additional career opportunities, complement job search strategies and establish a mutually productive long-term relationship. The advice, feedback and knowledge executive search firms provide, can prove invaluable in navigating today’s job market.
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Job boards: How to get the best results when job hunting

9/29/2017

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Job boards are one of the most wide-reaching and practical tools to help you find a job.

Whether you have a vague idea of what a job board is and use one, or you have no idea they even existed, this guide will talk you through what a job board is, how they work and how to use them to get the best results when job hunting.

What is a job board and how do they work?
A job board, also known as a job site, is a type of employment website used by job hunters, employers and recruitment agencies. There are a whole range of job boards out there. Some are generalist, like CV-Library, and some are industry-specific.

Job boards are designed to host thousands of job adverts on behalf of employers and recruiters to increase the visibility of their vacancies.

You, as a job hunter, can search through these vacancies and apply for the positions directly through the job board. All you need to do is upload your CV to the job board and you’re ready to apply.

Using job boards to apply for jobs
You can sign up to as many job boards as you like, but be aware that many employers and recruiters post their jobs on several job boards to maximise their vacancies’ exposure. As a result, you may see the same role multiple times.

If you have seen the same role on several job sites, it doesn’t matter which site you use to apply for the role as job boards are just a hosting platform – your application will end up with the recruiter in charge of that vacancy regardless.

​Therefore, there’s also no point in applying for that same role on all the job sites it’s hosted on. If anything, this could harm your chances of receiving a call back from the recruiter as you’re unnecessarily clogging the application pipeline.

It’s also worth noting that, once you have applied for a position via a job board, your application leaves the site and lands in the hands of the recruiter handling the vacancy.

As a result, if you’re interested in the status of your application, the job site can only inform you whether your application was successfully submitted. Any other details now rest with the employer or recruiter.

Other job board features
Once you have uploaded your CV, it enters the job board’s secure CV database. Recruiters and employers paying to use the job board’s services can access this database and use it to search for candidates that are suitable for their vacancies.

As a result, you may receive a few calls from recruiters pitching you positions that they think you’re a great match for.

If you don’t want to be contacted by recruiters, that’s OK. You can easily hide your CV from view in your account area, but you will still be able to apply for roles via the job site.

Tips for using a job board successfully
Hopefully you now have an understanding of how a job board works. Here are some tips to help you use a job board successfully and find your next role.

Find the latest opportunities
Job boards host thousands of vacancies which you can easily search through.

Most sites have a range of advanced searching tools so you can find the jobs you’re looking for. Some of the criteria you can search by include: keywords, job title, location, salary, job type, industry and the date the advert was posted.

You can also get clever with your search criteria through Boolean search operators. By using Boolean, you’ll be able to make your search as specific as possible to help you uncover the most relevant jobs.

Use Job Alerts to save time on searching
Job boards, particularly the generalist ones, have a useful feature called Job Alerts, which email you jobs matching your search criteria.

You can set them up in seconds. All you need to do is input the relevant criteria. For example, if you’re looking for a marketing assistant role in Bristol, your alert would feature “marketing assistant” AND “Bristol”.

With Job Alerts, you can keep an eye on several combinations of job titles, locations, industries and more, helping you stay on top of your search.

Optimise your CV and get scouted by recruiters
If you love the sound of recruiters contacting you with great opportunities, you need to optimise your CV with keywords and industry jargon related to your desired role or industry. This is so you can be found easily.

When recruiters search the CV database, they search via keywords related to the role they’re trying to fill – in the same way that you would look for a job.

To make sure your CV is pulled to the top of their search, you must tailor your CV to the job you have in mind. Simply look at a relevant job description for inspiration and try to mirror some of the keywords and phrases throughout your CV. This will help you become more discoverable.

Read career advice from industry experts
Most job boards also have a blog featuring a range of career advice written by industry experts. Therefore, if you need a helping hand with additional information job boards can be a useful resource.

About the author: Laura Slingo is Digital Copywriter for the UK’s leading independent job board, CV-Library
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Interview Coaching: Invest in yourself for interview success

9/28/2017

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Behind many successful entrepreneurs, politicians and business leaders, is more often than not, a coach. Coaches provide feedback, guidance and support; all important tools for achieving success. If you have experienced interview disappointment, you probably need to stand back and review, not just your interview preparation, but your whole interview approach. Repeating the same pattern of preparation and performance is unlikely to result in your desired outcome. Instead, it could dent your confidence, at a time when you need it boosted. It may well be time to get serious and engage a coach: specifically an interview coach.
 
What does an interview coach offer?
Most people have a sense of which aspects of their interview technique they would like to improve. However, we all have our blindspots and seeing yourself through an interviewer’s eyes can be revealing. A coach will help address your own concerns, as well as help you understand elements that you may not be able to see, or, you are aware of, but are less inclined to tackle. An interview coach can assist you with job specific interview preparation, and answers to interview questions. In addition, they will help enhance your personal impact and presentation, ensuring that you feel confident and ready for an interview. Furthermore, they can provide you with valuable personal support, throughout the interview process. In short, you are not on your own; you will have someone to use as a sounding board: whether it be over the choice of interview outfit or what to write in your post interview thank you email.
 
What does interview coaching entail?
Interview coaching should, by its very nature, be tailored to your particular needs. Whether that’s help preparing an impactful opening personal statement, knowing how to score well in competency interviews, or controlling interview nerves. Coaching is a collaborative process, with work and preparation for both you and your coach, before and after your interview coaching sessions. So be prepared for ‘homework’. Whilst there will be a set time arranged to spend with a coach, either face-to-face or via Skype, additional time for research, preparation and feedback undertaken outside the session, is typically included in the fee. You will need to be committed to put into action your coach’s recommendations. For example, practicing the delivery of your answers: practise really does make perfect! The amount of coaching required varies according to each individual. For someone who hasn’t interviewed for many years and is experiencing a degree of anxiety at the prospect, a one or two hour session will not deliver a polished, confident, interview ready performance. If time and budget are factors, then if required, enlist someone who can continue to work on your coach’s recommendations with you. Choose someone who will be supportive, but objective.
 
Who are interview coaches?
It’s important to work with an interview coach who has relevant, recent experience and knowledge of the recruitment sector, and who has operated at a senior decision-making level. In addition to helping you hone your interview technique, interview coaches with this calibre of background, will be able to provide valuable insights into the recruitment process and, based on their first-hand experience, advise you on interview ‘don’ts’. What may seem like a great interview answer to you, could be a recruitment cliché and pet hate of hiring mangers. They may also offer additional services, such as developing job search strategies, LinkedIn profile writing or CV writing.
 
Will interview coaching result in a job offer?
Regardless of how good your interview preparation and performance is, there may, at times, be aspects of the interview process that will be beyond your control. For example, a company may simply decide that they no longer wish to make a particular appointment. Your expertise may have been just what they were looking for to lead an expansion programme, however, if there has been a change in the company’s investment strategy, the process may end. In a competitive market, you may experience just missing out on an offer, however, with your new found confidence, interview skills and insightful knowledge, securing an offer will only be a matter of time. Walking out of an interview feeling confident, knowing that you have answered the questions well and given a strong account of yourself, is an achievement in itself and, importantly, the interview would have been a positive experience.
 
And finally…dispelling a common interview skill misconception
People often don’t know how to ‘sell’ themselves. For those who feel less than comfortable about the interview process, the prospect of ‘selling’ themselves to complete strangers is daunting, to say the least. The good news is that you don’t have to adopt a sales person’s persona: in fact we would advise against it. The best sales people simply align themselves with another person’s needs. An interview provides you with an opportunity to demonstrate that your skills, personality, qualities and experience correspond with a company’s needs. An interview coach will help you to convey your match for a role through all the opportunities an interview affords, from making a strong first impression and use of body language, to delivering quality answers and asking pertinent questions.
 
Coaches are not exclusively for sports men and women: anyone who has a goal to achieve can benefit from expert support and feedback. Coaching is an investment, not least in terms of time. However, it’s a small investment that offers many rewards and a tangible return, through a new job and salary.
 

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Tips for finding part time and flexible working jobs

6/30/2016

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Part time work is no longer just associated with balancing a career and parenthood; motivations and the necessity for flexible working are wide reaching. You may wish to simply escape the 9 to 5, free up time for additional study, or work in early semi-retirement.  Whatever the reason, looking for a quality part time jobs can take time and persistence. People often adopt a I’ll-see-what’s-out-there approach as a starting point, only to get disillusioned before they have really begun.
 
In any job search, remaining confident and positive is important: when looking for openings that only account for a fraction of job opportunities, it’s crucial. Establishing a strategy not only assists from a practical point of view, it also helps create personal resilience to help counter any challenges along the way.
 
Define Objectives
The first step is to clarify the type of work and contract you want; this is often the hardest part. Not having one specific option in mind, however, is a big advantage. The key to finding flexible working opportunities is adopting a flexible mindset. Do, however, be clear about your objectives, as this will help determine the scope of your search. Start by listing the types of sectors, job functions and operating levels you are potentially interested in, together with the skills you would like to use. Add practical considerations, such as salary, location, hours and preferred number of days, then consider which elements are the most important to you. Defining your priorities will ensure that your energy and time is invested wisely in pursuing the opportunities that have the greatest potential.
 
Targeted CV
A CV, specifically written to target part time work, is vital for your job search strategy. Whether you work with a professional CV writer or prepare one yourself, writing a CV provides an opportunity to assess, as well as promote your skills, experience and the value you can add to a business. You may be considering a new career direction. If so, then a strong emphasis needs to be placed on your transferable skills. An effective way of achieving this is through a prominent skills section with evidenced examples to demonstrate their value. If you are targeting different operating levels, then the language used in your CV can assist. For example, a managing director who wishes to move into part time consulting or a non-executive director role, needs to convey a guiding voice of experience not just a leadership tone. A CV that specifically targets the flexible work sector will place you in a strong position for both application and interview stage.
 
Interview Technique
Confidence is as importance as competence in an interview process. People frequently feel the need to justify their desire to work reduced hours. We coach our clients to exude a positive future-focused outlook. An explanation for the question, “Why do you want to work part time?” needs to be clear, concise and delivered without a trace of an apologetic tone. This question though, shouldn’t be confused with “Why are you interested in this job?” A potential new boss wants to hear about the contribution you are keen to make and not how the hours will fit round your other responsibilities. In addition to job specific and competency questions, it’s advisable to prepare answers for commitment questions, as they are often asked in part time job interviews. The interviewer may ask what your long-term plans are or whether you can be flexible during busy peak times. Think through your availability, flexibility and any impactful external factors ahead of interviews. A hiring manager won’t welcome any surprises at a job offer stage, or worse still, after your first few weeks in a role.
 
Job Search
Job boards and recruitment agencies are often the first port of call in a job search. However, with increased disintermediation within the sector, do explore all direct opportunities too; for example, company websites, networking and speculative approaches. Small companies or start-ups that may not have a recruitment budget, will welcome direct approaches from experienced individuals. Over the last few years progress has been made in the flexible job market; there is now an increasing number national firms which offer quality part time work. Identify the ones that most closely meet your criteria and monitor their company jobsite vacancies. In addition, follow companies that discuss and promote flexible work; track their plans to spot opportunities.
 
Know Your Value
If you are making direct approaches, target the companies where your skills, experience and personal qualities will make the strongest contribution. Someone with high-value experience working 3 or 4 days a week could be an attractive option for a small firm. For example, you may have experience in the skills-short technology sector or are a director who is happy to offset seniority with flexibility. We are often asked whether applying for a full-time position and then negotiating part time hours at an offer stage is an effective strategy. Our view is that it is risky to the candidate and unfair to the client. An upfront approach is always best. Present a plan on how you propose to meet the demands of the role working reduced hours and set out how this would also benefit the company.
 
We’d be delighted to offer you advice on your CV, job search strategy or interview preparation for your part time work objective, call us or use our contact form and we'll be in touch shortly. 
 
Lastly, here are some links you may find useful, these include some specialist companies in the flexible and part time work sector that also include work from home.

Timewise is a national job board for flexi work and part time work
Capability Jane targets high quality, professional part time roles
Flexiworkforce is a job board advertising roles with flexible working hours
SkilledPeople focuses on employment for older candidates
Flexibility provides resources for the flexible work sector, including advice on a flexible working request
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Job search and interview tips to help you succeed

5/30/2016

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Infographic providing job hunting tips and tips for interviews:
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<p><strong>Please include attribution to http://www.interviewfit.co.uk with this graphic.</strong><br /><br /><a href='http://www.interviewfit.co.uk/our-blog/how-to-be-job-search-and-interview-ready'><img src='https://s3.amazonaws.com/easel.ly/all_easels/1693549/1464198062/image.jpg?v=4681766' alt='job search tips from Interviewfit.co.uk' width='624px' border='0' /></a></p>
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Does social media help or hinder a job search?

9/18/2015

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Job Search
Social media has, without a doubt, been a major game changer in the recruitment industry and has, for the most part, been a power of good. It’s a prime source of communication that provides relatively open access to all people, at every level. Public profiles mean that companies can now reach out more easily and directly to potential candidates, and arguably individuals have a greater choice of opportunities (there are however pitfalls, but that’s a topic for another entirely different post another day!). Some people even argue that social media has superseded the traditional application and will make the CV obsolete. Given the considerable trust extended during the interview and hiring process, the reassurance a traditional approach brings shouldn’t be underestimated (at least for now). 

Whether you are officially using social media as part of your application or not, prospective employers will be actively checking you out online. A link to your LinkedIn page with glowing endorsements and testimonials is expected.  Blogs, twitter accounts and websites showing you to be a ‘thought leader’, for example, or someone who actively engages with industry communities/peers should have the links listed on your CV. Outside of your professional profile though, are there any other social media channels currently used, or used in the past? When was the last time you googled yourself? Google may well be a prospective employer’s first impression of you, will you impress? Pre-employment checks are now common practise. 

Being the most successful investor of the 20th century, most would agree that Warren Buffett knows a thing or two. His simple mantra for both personal and professional lives is: Never do anything in life if you would be ashamed of seeing it printed on the front page of your hometown newspaper for your family and friends to see. The internet of course has a much greater readership than a local paper!

There is a growing ethical debate surrounding employers or recruiters viewing personal social media posts (and making subjective judgements). The Chartered Institute of Professional Development has created a guide on pre-employment checks. Discrimination against age, gender and beliefs, to name but a few, is obviously something society has fought hard against, however rejecting a candidate based on a tasteless video (did it really seem funny at the time?) would be hard to a argue against. Mario Costeja González made the news with his landmark victory against Google, winning his right to have personal data removed and the iRights coalition are campaigning on behalf of young people wishing to delete their “naïve and youthful” web history. So a greater control on personal information may yet happen, to help counter issues arising from pre-employment employer checks. 


In the meantime, whilst taking on the behemoth of the internet may be an option for the intrepid few, the other, and somewhat easier one, is to simply follow Mr Buffett’s shrewd and sensible advice.
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