Generally recruiting people takes a huge amount of time, and for many Corporates it is a real struggle to find right candidate at right place Recruitment is also very much a numbers game: an employer often has to look at a lot of applications before he finds the right employee for the role. That might sound a bit horrible and impersonal, and it is, but it’s also how it is.
Placement agencies fill a specific need. Employers need the right people to apply for their jobs, but often they don’t have the time to go and find these people themselves. They use Employment agencies to do this for them, so that the employer can spend more of their time focusing on their production activities.
Manpower Agencies are a major and important part of recruiting today.
So what separates Good recruiter From Great Recruiter?
1) Good recruiters fill jobs, great recruiters build the organization – This one is crystal clear to me. Most recruiters fill vacancies and move one. Weak. Great recruiters partner with the business to help build the best organization the possibly can. Now, this is hard. You can’t always be your manager’s friend. You’ve got to push back on things and speak your mind when you disagree with a decision.
2) Good recruiters work on their headhunting, great recruiters drive headcount and are vocal about hiring decisions – Honestly, any knucklehead can fill a job….seriously, what we do is not rocket science. But a great recruiter finds talent that forces the business to hire opportunistically and get creative. Great recruiters find so many great employees that they business has to think outside of the box in order to get as much talent as they possibly can.
3) Good recruiters leverage programs, great recruiters build programs – Again, not rocket science here but lots of really good recruiters who can leverage all kinds of Staffing programs to build candidate pipeline…now the great recruiters dream up new programs and build them to fill a business need.
4) Good recruiters sell the job, great recruiters over-communicate the opportunity – This sounds like a subtle one but trust us the different for your organization is crazy. Good recruiters know their roles and can sell candidates on the job. Great recruiters over-communicate with the candidate and can explain the opportunity (not just the job).Truly great talent doesn’t take a job…they look for exceptional opportunities to grow.
5) Good recruiters have all kinds of tricks….great recruiters share their tricks and make everyone better – This is probably the most important. Plenty of recruiters have little tips and tricks they use to get the job done but the great ones are share and collaborate with team to make everyone better…thus creating a great team.
6) Great recruiter Act as a Real time consultant to their client developing a consultative approach by providing latest market trends, sector knowledge, mentality of candidates, any grapevine amongst candidates etc
Companies should always refer a competent Executive Agency for saving their money, efforts & time in order to focus on their core business activities.
Dealing with banks for opening LC.
Bills Discounting,managing A/c team
Maintaining Books of A/c ,Daily Misc, MIS, Stock record Maintenance, Handling of Day of Day Cash and bank operation.
prior exp of Dubai is preferred
CV with photograph is must
UG – Any Graduate – Any Specialization
PG – Any Postgraduate – Any Specialization, CA
5 to 7 yrs
INR 20,00,000 – 30,00,000 P.A
Have prior Experience in a relevant field Sending one recent photograph with resume is compulsory
If interested Please send your updated CV at firstname.lastname@example.org
Despite the economic crisis this past year, the staffing industry is expected to reach a high of $213.3 billion in 2013, according to Staffing Industry Analysts.
This is exciting news for both the staffing industry… and the economy. What is so compelling about the forecast is that the growth is represented in many staffing verticals including industrial, engineering, clinical, life sciences, marketing/creative fields and information technology.
Staffing Industry Analysts did point out that some staffing segments will remain sluggish including temp-to-hire, nursing (both travel and per diem), direct hire and retained search. There remains an almost certainty that growth will decrease due to several factors that include cuts in federal spending, potential tax increases on consumers and businesses, and slow growth in Europe and Asia.
Ghana’s economy grew 6.1 percent year-on-year in the second quarter of 2013 and its provisional full-year growth is seen at 7.4 percent.
It’s Gold-,cocoa-and oil-producing nation’s gross domestic product (GDP) would grow 7 percent in 2013, less than the 8 percent the government predicts.
it is possible for Ghana to achieve the government’s targeted growth in 2013 on expected increases in oil production.
Non-oil GDP was 5.8 pct, while the total value and services amounted to $44.2 billion with a per capita income of $1,667.
The services sector recorded the highest growth of 9.2 percent, followed by the industry sector 2.5 pct while the agriculture sector showed a negative growth of 3.9 percent.
Economic Growth OF Ghana Has Facilitated Unlimited Job Opportunities In Ghana For Indian Expats.
The Indian professional job market has improved since the start of this year, with 59 per cent of Indian companies are currently recruiting at senior level, up 19 per cent over the beginning of the year.
According Global Snapshot’ survey, employment trends has found that the professional job market in India as well as globally has improved since the start of 2013.
The percentage of Indian companies recruiting at managerial and professional level has increased by 19 per cent and now stands at 59 per cent. This is a real improvement on the 43 per cent of companies that were expecting to hire in the previous survey.
This optimism is predicted to continue, with 65 per cent intending to hire at this level within the next three months, according to the survey.
- Do ensure that you have the chronology of your career from leaving High School to your current role. If you have gaps in your career then state the dates and the situation. We understand that things happen in people’s lives over which they have no control (and if you chose to have a three year sabbatical in a tropical paradise then we are, frankly, quite envious)
- Do have a brief CV with everything laid out clearly and concisely over three to four pages and then have a second document where you flesh it out with more detail, particularly in your more recent roles
- In the fuller document do demonstrate the breadth of your experience but be concise, the longer CV should ideally not be more than six pages long
- Do think about the achievements you have had during your career and provide a concise and meaningful list of bulleted points
- Do provide an idea of the scale of your staff and financial responsibility in each role
- Do use Microsoft Word as the document format (if we have to grapple for fifteen minutes with a document that defiantly refuses to open without the intervention of the IT department, it does not make for a good start to our relationship with you)
- Do leave off a front page with your name on it. We know that everyone does it and yes, it does look nice, but it is unnecessary. If just a few trees are saved every year by us not having to print that one unnecessary page, it will have been worth making you crossly switch to your document (which is in Word isn’t it?) and delete the front page
- Do use a confidential e-mail address to communicate with us
- Don’t have graphics or special effects on your CV. We once received a migraine-inducing CV from an outstanding individual. It had a colourful border which moved and flashed like a takeaway restaurant sign. A good CV could be passed over because of such clutter
- Don’t leave off the early part of your career, so you moved 10 times between the age of 24 and 30, you are not alone. If information appears to be missing, we get paranoid
- Don’t use obscure or ancient computer formats. The recipient of your CV is under pressure. When the message ‘unknown format’ comes up, it is severely frowned upon. Microsoft Word is the way to go.
- Don’t password protect your document and expect us to phone you for the password. Use a confidential e-mail address which you can get on the internet
Once you are on our confidential database we will be able to match you up with potential opportunities as they arise.
Don’t be offended if you are not invited for a face-to-face meeting with us. Keep in mind that as an Executive Search Firm we are client driven. Our ability to assist you is based on the positions that we are appointed to work on. We will not take up your time (and, admittedly, ours) and meet with you unless we have a definite role that we would like to discuss with you. We will make contact with you directly when a position arises that we feel will be suitable and of interest to you and take things from there.
- STAR methodology: Situation, Task, Action, Result. Questions which are best answered using this methodology will certainly appear to test your actions in certain situations. Come up with good examples from prior experiences.
- Ask questions: make sure you have prepared a list of questions you would like to have answered.
- Show respect: listen to your recruiter, be friendly, positive and show interest.
- Tip: send a thank-you email after the interview. You can confirm your interest for the vacancy and say your enthusiasm for the position has increased. This will definitely distinguish you from other candidates.
Common Job Interview Questions Regardless of Industry
- How would you describe yourself?
- Describe yourself in one word.
- Name 3 of your strengths and weaknesses.
- What type of books, magazines and newspapers do you read? Which were the latest ones you read?
- Why did you choose your specific university?
- How was your transition from high school to university?
- Tell me more about your academic performances.
- How will your university education benefit your future career?
- Do you have any plans to continue studying, for an advanced degree for example?
- If given the chance, would you have done anything differently in your university career?
- What would you have done anything differently in your life until now?
- Where do you see yourself 5 years from now?
- What makes you angry?
- Describe your ideal job following graduation.
- What career goals have you set yourself?
- What influenced you to choose this career path?
- What traits and qualifications do you have which will make you successful in this career path?
- Why do you want to work at our company?
- What do you know about our company?
- Why should I hire you?
- I can also hire someone internally in the firm. Why should I hire an external person such as you?
- What changes would you make in our company if I hired you?
- You`re standing in an elevator with your potential future boss – how would you sell yourself in 10 seconds?
- You are allowed to ask someone in history a single question. Who would you choose and what is your question?
- You are allowed to ask someone in history a single question. Who would you choose and what is your question?
- How many airplanes are there in the world?
- How would you gain the confidence of a client who has over 30 years experience?
- Do you prefer working alone or in a team?
- What is the role you adopt whilst working in a team?
- Tell me about a problem you faced whilst working in a team. How did you resolve the problem?
- How good are you at solving conflicts?
- What would you do if a colleague is underperforming, which is hurting you and your division as well?
- Are you good at dealing with stress? Give me several examples which demonstrate this.
- Are you willing to travel for the job?
- Are you willing to relocate for the job?
- What was the biggest challenge you ever faced?
- Describe a situation where you successfully convinced others of your ideas.
- Describe a situation where you arrived at a compromise with a colleague.
- Please give me some examples which show that you can adapt to a variety of people, cultures, and environments.
- Which areas of the world would you like to explore and why?
- Are you good at handling several tasks and responsibilities simultaneously?
- How do you determine priorities in your planning?
- How would your friends describe you?
- Have you ever considered starting your own business?
- Tell me more about your prior internship/job experience. How would your previous colleagues describe you?
- What is the most significant contribution you made in your previous company?
- Could you have done better in your previous job?
- What would you like to improve professionally about yourself?
- Your boss tells you in confidence that he is considering firing a colleague, who happens to be your best friend at work. How would you handle this situation?
When you receive a call from a recruiter to discuss your interest in a new career opportunity, be aware that the reason for the call is also to assess your suitability for it.
While the discussion that you have with the Consultant on the telephone is extremely important, your CV will be asked for. This document is your calling card, it defines who you are to an Executive Search Consultant. Set it out clearly and coherently.
Points for well thought CV then read on.
Generally, a professional CV has the following structure:
- Personal Particulars (Name, Address, Email, Tel.): For some countries the photograph is also included in the top section. In addition the marital status and date of birth is often mentioned in Europe and Asia.
- Professional Experience: Usually the company name, dates, job title and short summary of the position and especially achievements is given.
- Educational Background: This includes tertiary education details and certificates/further professional qualifications
- Further Skills: This can include language and IT skills
- Interests: Short paragraph on your activities outside of work (e.g. hobbies, volunteering)
- References: Usually 2-3 references are mentioned (contact persons) of recent jobs or the educational field. They are mentioned together with either phone number or email address. It has to be made sure that the relevant person actually consents to act as a reference for your application.
- Do your homework on the prospective employer. Make sure that you have done some research on the organisation before you go to the interview. Most companies have websites with comprehensive information where you can pick up pertinent information.
- Do adhere to a formal dress code – Ensure that you are well dressed. The old maxim that it is always better to be overdressed rather then under dressed holds true for interviews
- Do give a valid strong reason for leaving your current employer such as personal development,attraction to the company’s culture or the need to relocate due to family pressures/requirements. Make sure that any references that you give support this position
- Don’t lie.Ever. The most common areas where people tend to blur the lines between truth and reality are stating qualifications that they don’t have or have only partially completed e.g. an MBA where the dissertation is still outstanding and dates of employment. Credibility is vital and you will be found out
- Don’t over inflate your CV – be able to substantiate the work that you have claimed to have done. If you state that you led a SAP integration or a re-branding exercise be certain that you can talk about it knowledgeably and didn’t just assist the person who actually did the work.
- Don’t be late – It may seem obvious but punctuality is vital. Arrive at least fifteen minutes early to give yourself time to become familiar with your surroundings.
- Don’t be overly familiar – Keep colloquiums to a minimum, never swear and remain on point.
- Don’t rundown your current employer however disaffected you may feel.
In many cases, job interview questions are universally asked regardless of the industry you are planning to work in. “Why are You Interested in This Position?” is one of the most common questions asked during the interview process. Whether you need the money or you have a passion for the position you are interested in it is important to deliver a message that is appealing to the employer and fits the company you are planning on representing. Simple questions such as asking what you liked and disliked about your previous job may also come up during the interview process. Having appropriate responses that are honest, yet not entirely negative is ideal if you want to appeal to employers and hiring managers.
Be prepared to talk about challenges you may have faced in your previous placements of employment. You should also be prepared to state the salary you are looking for when you are asked about your previous starting and final salaries. Answering why you had left your previous job is another popular interview question. Letting the potential employer know about your own personal unhappiness and your desire to strive forward with the ability to make a greater impact is highly recommended.
The more prepared you feel for your upcoming job interview the easier it will be to overcome any nervousness or anxiety you are feeling. Reviewing job questions and rehearsing your answers with a family member or a friend is highly recommended when you are preparing for any type of interview, especially in Face-to-face interview. Even if you are not asked the same specific questions, prepare yourself with basic questions and answers can help you to quickly come up with responses that still work. The more you familiarize yourself with common job interview questions the more likely you are to make an impression with a potential employer.