Some recruitment myths debunked

In 2009 this post became the first in a trilogy dealing with the recruitment processes and experiences taken from all parts of the spectrum. In 2013 the  story is unchanged.

 Read the sequels:  Job Search: The Blame Game and  Executive Search and Recruitment: Who to Trust   

Today, not only are there fewer job opportunities, but many individuals come away feeling disillusioned, depressed, inadequate and somehow short-changed after their dealings with recruiters. A recent survey conducted by FPC Workplace Web Poll Data between March and July 2009, indicates that having no response at all to resume submissions is actually the greatest challenge to job seeking in this economy ( cited by 42% of the poll) .

In the last months I have talked to many job seekers who complain about poor experiences with recruitment and search companies, and a number have asked for support to explain how to negotiate what at times can actually be a more disheartening process than being out of work.

 At the root of all of these issues seems to be mismatched expectations by potential candidates of the people, the process and the organisations involved in job search. It might be helpful to map out what you can realistically expect from any recruitment or search organisation. What can you do differently to avoid disappointment?

The recruiting process in a business context

  •   Talent Management / Human Capital / HR, whatever you want to call it, can be very much the poor relation in many organisations ( why is a whole other topic). Sometimes the function is not even represented at executive board level. This can weaken the strategic voice within a company.· During the downturn, as a service function, HR professionals have seen their teams cut and many are simply overworked, under supported and beleaguered. They are caught between demanding executive committees and angry, confused employees. You may have read about demonstrations and actions taken against HR professionals as the “company voice” in many parts of the world, which is even called “ Boss Snapping” in France.
  •  Any pressure HR professionals are under to reduce their hiring costs, are then passed onto search and recruitment organisations. Sometimes companies will give the same assignment to multiple recruitment companies who will compete against each other to place candidates. The unsuccessful organisations will have invested resources in good faith in this process and will not receive a fee.
  •  At the same time recruiting companies themselves have been hit by the downturn and have laid off large numbers of staff , so many are also operating on reduced budgets and manpower. Some work on contingency (no placement = no fee) and it is not economically viable to invest time in candidates that are not on target. Additionally they are dealing with huge numbers of unsolicited CVs during this recession with lower staffing levels.
  • W hen there is a drive to reduce costs in whatever sector you are in – this can impact the quality of the final product and service.

Anders Borg, President of Hansar International and current global Chairman of the AESC (Association of Executive Search Consultants) comments: ” A retained executive search firm is in the Leadership consulting business and helps client corporations achieve their strategic goals. Talent acquisition is one of the activities, the goal of which is to give the client company an optimal return on investment. The global spend on recruitment is currently down by a considerable number, even in the retained executive search talent base. With an overall drop between 30-50% , hundreds of consultants are now leaving the profession”.

Who do recruiters work for? Not you!
This is the first job search myth that needs to be dispelled. The recruiter works for the hiring company not you. Hoisting that one simple fact on board will help enormously in managing your expectations of the outcome of any contact.

There are a number of ways career opportunities come to the market but whether the company is a retained executive search company or a recruitment company working on contingency, in all cases the client is the hiring organisation – not you.

How do I find a high calibre recruiter?
There are large numbers of highly qualified, skilled and committed search professionals throughout the world. But clearly, as in any profession there are cowboys and there will always be degrees of excellence, or lack of it with the people you encounter.

The AESC is the professional body overseeing executive search and recruitment organisations and their members adhere to a globally agreed code of professional ethics and conduct. It is best to select organisations that are members of this body, or other similar local or regional groups. Nevertheless still a word of caution from Anders: “Beware though that it is not the firm’s brand name that is the key attraction. It is still the individual consultant that counts”.

In many countries there are no professional barriers to entry which allows anyone with limited or no relevant academic qualifications or even functional experience to set themselves up in this arena and claim to be a recruitment professional. If your consultant was selling real estate 3 months earlier – be cautious. It is perfectly OK to check them out as individuals before finally committing and to shop around until you find someone with the type of experience you are looking for. LinkedIn or the company web site would be a good place to start any verification process.

Anders advises ” As in all professions, some are excellent, a few are abysmal and the rest are somewhere in between. Try to seek out the excellent ones.”

Why won’t recruiters give me career advice?
While many recruitment consultants are also certified coaches (as I am) most are not. They are not your personal coach and their role is not to motivate you or help you map out your career path. Many will be helpful, but others may have little understanding that even throw away phrases can have a very negative impact on anxious job seekers. There is no ill will usually involved in this, they simply don’t know any better and have their own stresses to deal with.

Why do I get no response to my job applications?
The worst experience job seekers claim they have, is no response at all. Uploading your CV and it disappearing into the ether of cyber space and having no idea what, or if anything at all will happen to it is very disheartening. You should understand well that indeed nothing is happening to it. 97% of CVs are not identified by ATS systems.

Why do recruiters never follow through?
Many recruiters are working on contingency – sometimes multiple companies working on the same assignment competing against each other. If they don‘t place a candidate they don’t get paid. Consultants are working to targets and focus on candidates they can be sure of placing. Many will take the time to develop candidate contacts but others do not have time or resources for professional courtesies and admin, so their dealings can be transactional. It is up to you if you decide to work with such organisations – but at least you know now in advance that this is what is going on.

Generally it is better to have a few solid trusted contacts than sending out your resume to every search company on the internet. Focus your time energy on raising your general visibility and connectivity and making your job search strategic.

What can you do?
Don’t let your desire to spread your job search net as wide as possible cloud your judgement about which recruiter to use. Cherry pick. Job search strategies are just that – strategic !When you contact search or recruitment companies Anders suggests “Focus on transferable skills and spell out how they would be of value in different environments. Leadership qualities and change management experience are often the key factors in this context”.

  •  Research the company beforehand. Check if it is a member of the AESC or perhaps a similar regional or local professional body. Very often the names of practise heads are published on the web site. Assess the experience levels of the consultants who are usually listed.
  •   Check if there is an open assignment section and see if anything is appropriate to your skill set.
  • Sign up for alerts
  •  Upload your CV via their web site or by email using strong vocabulary, mirroring techniques (as appropriate) and keywords to make sure your CV comes to the top 3% that get past keyword recognition software. If your CV is regularly disappearing into the job search ether – you need to do something different and change your key words or personal branding presentation
  •  Understand that consultants are unlikely to contact you unless they have a specific opening. It’s a fine line to tread between being tenacious and a nuisance, requiring empathy and marketing skills when you contact these organisations.
  •  Absolutely do not pay any fees – If a recruiter asks for a fee just to receive your CV , they are not a recruiter. By definition, no recruiter should ever charge the candidate. If they have a search, the company pays. Just let that go. That process should not be confused with an outplacement or career coaching where a tangible service is provided and YOU become the client. Very often the company that has made you redundant will pay that fee and you should look into that too.

What to do when you find a recruitment or company to trust :

  •  Develop a relationship with the recruiter: People work with those that they like and trust.
  •  Be correct, courteous and efficient in all your dealings – remember first impressions count
  •  Add value : Source colleagues, friends or even competitors who might be suitable if you are not. Recruiters appreciate and will remember that courtesy.
  •  Develop a reputation as an industry or sector source or technical specialist. If you gain a reputation in this area then the chances are that the recruiter will come back to you.
     
    Coming next! Tips on :
    – Inside recruitment and search companies
    – how to handle recruiters and search professionals when they contact you
 
With Special thanks to Anders Borg: President Hansar International and Chairman of AESC http://www.hansar.com/

 

One thought on “Some recruitment myths debunked

  1. Pingback: Job Search: The blame game? « Dorothy Dalton

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