Employment Agencies and Online Recruitment

Employment agencies are there for both the employer and the potential candidate. If you have ever made use of the services of a recruiter you will realize how much work actually goes into finding the right job for the right candidate. More often than not the employment agencies can pull it off as they have the right contacts and the sheer drive and determination. Often times, the recruitment company will also serve dedicated clients, giving them a greater understanding of the company ethos and culture, making it easier to place the right kind of person in the right kind of job. For those people too busy to search for recruits and for those would be employees without the resources to search for jobs, employment agencies are the perfect solution.

In most cases, recruiters pay the agencies a percentage for every candidate they manage to acquire for the business. This can be levied on the candidates first year's salary and can be in the region of 10% up to 30%. This fee can seem extortionate, but for employers who are desperate to recruit, they will not even bat an eyelid. Obviously negotiations can always be made to bring the fee down a bit, and some employment agencies actually come to expect this. Other employment agencies request a flat rate for full services rendered on one job posting, this is known as fixed price recruitment. Further options are for employers who recruit on a regular basis to have a membership in place with employment agencies, allowing them constant and consistent access to a portfolio of potential employees. This kind of association is most beneficial to both the potential employer as well as the agencies in that it is easier to place a candidate when there is a significant understanding of what is required, and a relationship between the two parties will allow for this to happen.

Employers are not the only ones who benefit enormously from the services of online recruitment agencies. Candidates and job seekers also find excellent service and enormous assistance through this business relationship. The candidate will outline the job that he or she is looking for, and provide their skills, experience and educational background. Using the information provided, the agencies can find suitable openings for the candidate and will organise interviews where applicable. All negotiations will take place through the fixed price recruitment companies themselves until a contract has been signed and payment is guaranteed.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI basic to be qualified to operate as a license recruitment consultant in Singapore.

What Is an Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is a software application that helps an organization manage and automate their recruitment process. Importantly, since so much of the recruiting process has now become electronic, an ATS is important because it enables the electronic handling of recruitment needs such as submitting online job descriptions and capturing applications in and electronic format.
As such, Applicant Tracking Systems can be used by any organization that recruits permanent or temporary staff, including:

1. Independent recruiters


2. Staffing agencies


3. Executive search firms


4. Large enterprises


5. Small and mid-size businesses (SMB)

For large companies and SMB, an ATS is typically implemented and managed by the Human Resource (HR) group. However, in smaller companies that do not have a dedicated HR function the ATS system can be managed directly by hiring managers and without any technical knowledge.
The typical functions on an Applicant Tracking System include:

1. Creating job requisition


2. Job board posting


3. Online application


4. Applicant screening


5. Applicant scoring and knock-out


6. Workflow automation


7. Resume search


8. Self identification / EEO tracking and reporting


9. Standard and ad-hoc Reporting

One of the important characteristics of an ATS is the creation of one central location and database for a company's recruitment efforts. Having one centralized database enables companies to more effectively and efficiently organize resumes, rank candidates, and communicate with hiring managers internally as well as respond to applicants in an orderly and timely manner.
As example, a company can use online HR and recruiting software to create and then post jobs at online job boards such as Monster and Career Builder. In addition, the company can find resumes posted on resume boards, collect them in their database and determine if there is a potential match, or see if the candidate's information is already in the system. HR or hiring managers can conduct data-mining on the database and even set up workflow to automate some of the time-consuming tasks required to follow-up with all parties.

Trends are making Applicant Tracking Systems more attractive to businesses of all sizes. Historically, Applicant Tracking Systems have been expensive to purchase and implement, due to licensing, customization and management costs. As a result, they were mainly used by large recruiting firms and large enterprises. However, recent trends have made Applicant Tracking Systems more attractive to smaller recruiters and small and mid-size businesses.

Many systems are now offered using the Software-as-a-Service (SaaS) model with a low, recurring subscription fee rather than a large upfront license fee. This allows organizations to implement a system without making a major commitment to a product. Also, Applicant Tracking Systems have become more configurable, allowing users to self-implement their systems using internal resources, rather than incurring vendor customization charges.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic with efma to be qualified to operate as a license recruitment consultant in Singapore.

Interview Expenses: Should You Be Reimbursed ForThem?

Should you get reimbursed for interview travel expenses?

I've helped a number of job searchers who had to travel a fair distance to get to an interview.

In most cases the hiring manager I was dealing with would cover reasonable interview expenses.

In some cases it was a fairly easy answer especially when it involved flying a person in. In this case, I have never had an experience where a company required someone to fly in for an interview and didn't pick up the costs ie. I have never had a job searcher have to pay out of their own pocket to be flown in an interview.

A reasonable company would cover the costs for flying someone in for an interview, I believe, if they were really interested in the person and were interested in gaining a reputation as a reasonable company.

It doesn't take long for companies to get a reputation for doing things the "wrong way" and this case, being cheap if they force potential employees to pay for their own airfare, hotel, etc!

But what if you need to incur interview travel expenses for out of town interviews that you drive to?

This is probably a case of dealing with this situation on a case by case basis.

Of course I'm not talking about requesting interview travel expenses for driving across town for an interview and expecting that the interviewing company will pay for your gas or parking. I wouldn't expect that although I have heard of some hiring managers who offer to take care of parking expenses.

I'm talking about a situation where you have to drive a longer distance, perhaps several hours or longer, and one that might require you to stay overnight.

I had one client who was a 4 hour drive away from where I worked and since most of the job candidates I was sending this client lived in my city, most of these people were taking an 8 hour trip (return) to attend the interview.

Some had to go back for a second interview.

This company generally only covered driving expenses for people who had to drive back for a second interview since they tried to interview people over one day to avoid having to ask the interviewee to come back again.

Would I recommend asking a potential hiring company if they would pick up your interview travel expenses if they don't offer to do so?

Unfortunately this question is not one that necessarily has a black or white answer because it really depends on specifics. The best thing you can do is look at things on a case by case basis and use common sense.

You don't want to lose out on a job for asking to be reimbursed for $20 in gas, do you?

If the travel costs are significant and you're working with a recruiter, you might ask them if their client picks up travel expenses and get their help. If you're dealing directly with the company without a recruiter, it will probably be a judgment call on your behalf.

Mind you if these travel costs are significant and the company doesn't offer to pay or refuses to pay for them, it might be a not-so-subtle indication of how this company treats people.

We don't live in a perfect world unfortunately.

Certainly if you need to be flown in for an interview I'd be surprised if the company did not pick up the expenses but if you're driving in, the company may treat things on a case by case basis or simple expect you to cover them.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

Profession of Human Resource Management and Development - Who Should Join and Who Should Not

Profession of Human Resource Management and Development (HRM & D), call it by any name - HR Operations, HR-Generalist, Recruitment, Talent Management, Training and Development, Employee Relations, Industrial Relations, Organization Development, Performance Management or Compensation and Benefits...they all come under the umbrella of HRM & D. So, let me start with one question for HR Professionals across the globe, why you joined HR Profession? Was it your first choice or you joined because you didn't had any other choice? I like to ask the HR aspirants, why they want to join this profession? What do they think is the skill required to enter into this profession and excel in this profession? Is it that anybody or everybody can join this profession and there are some qualities that one must posses before even thinking of joining this profession? Recently we had discussion that many people hate HR, so what you have in you...as a professional that people should love you and this profession.

These and many more similar questions just stormed into my mind and I thought of discussing these questions with you. Let's start with a set of skills which, I think a HR Professional should posses, first do be in this profession and secondly to excel in this profession.

Why should you join HR Profession? Who should join?

One should join HR profession, if they have any of the following qualities:

1) You are very good in legal aspects particularly Labour Laws. You have thorough knowledge about various provisions of Labour Laws, Various forms associated with those laws and implications.

2) You are excellent in Database Management and can Generate N number of reports in just fraction of seconds.

3) You are very good with Number- statistical tools, Mathematical Formulae, Income Tax Provisions (particularly those related to Salary), Costing (Cost Analysis).

4) You have a sharp eye for recognizing the talent, talent identification, talent management and talent development. (Just like Bhuvan did in movie Lagan - Oscar Nominated Movie)

5) You are great negotiator and can negotiate a best deal with management and employees (Read it as Trade Unions)

6) You are an excellent motivator and can motivate any person to get best out of him. You have a talent to motivate and inspire a non-performer in such a way that over a period of time that person gets counted in the high-performers of your organization and starts getting rewards for his performance.

7) You are a great strategist. You can think like "Chankaya"; you are clever "Birbal" (Both are characters from Indian History) and an Cajole people like Lord Krishna (A mythological Character)

8) You are much matured. You don't think from your heart but you are empathetic. You are not emotional but can understand the way people think. You can solve any work related or professional problem of any of your employee, without getting carried away.

9) You are great in crisis management. If there is any incident or accident in the organization; if there is any rumour in the organization or any crisis...you can ensure that a minimum possible damage is caused...keeping in mind the interests of the organization and its people.

10) You have deep knowledge about various industries. You are like a knowledge hub. You know all about who's who in the field; business models; success stories (case studies) and best practices being adopted by different companies in different industries.

11) You are not a great leader but an excellent leader, who can inspire their team and can get best out of them. No one wants you to be Mahatma Gandhi or Nelson Mandela but yes, you need to be like Ricky Pointing or Steve Waugh (Cricket Captain of Australia ) or like Hansie Cronje (Former Cricket Captain of South Africa) or like Saurav Ganguly (Former Cricket Captain of India).

12) They are life long learners. They never think that...it's enough. They keep on learning...new HR related Techniques, HR Strategist, about new-new businesses etc.

But, why people join this profession?

A. I spoke to few people, those who are freshers or who are just pursuing their MBA's with specialization in HR and they mentioned that they want to be in this profession because it is a "Tension Free Profession".

B. Most of the females join this profession for following reasons:

a) Of course they want to work and this is the only "decent job" in corporate world which, gives them respect and dignity.

b) They don't want to join "field jobs" (Marketing).

c) They hate mathematics so don't like finance and

d) This is the only profession where time suits them...as per the family needs and restrictions.

C. Some people say "we tried to get into many professions...my father wanted me to be a doctor; my mother wanted me to be an engineer; my brother wanted me to be a Chartered Accountant and I wanted a scientist; my brother asked me try in Hotel Management and my uncle who is a Air force wanted me to be a pilot...I tried all...but I failed. Now, I am living...so need to do some work to earn and grow hence at last I joined HR".

What others think about this profession?

1) "Oh, your job is not that difficult. What you people does, anybody can do and for that you don't even need MBA. Even a graduate can do this job.

2) "Oh, ok, so you job is that Na...which involves filling so many forms, maintaining files and settling the claims".

3) "Ok, so you give the salary"

4) These days HR is a Synonym of recruitment. Tell anybody that you are in HR and they will reply, "Oh, OK so you are a recruiter".

5) There was one CEO (my friend) looking for HR Manager for his company (He is a CEO of one IT company, where they have 150+ employees) and he asked me to help him in finding a right person. They one day he said, "Sanjeev, I have dropped the idea of hiring a HR-Manager, Admin guy is doing the "HR Work" and he is handling it in a better manner. Now the things are running smooth and I don't want to complicate the process by hiring a HR Manager. Earlier, I had one HR Manager and at that time my organization was in mess".

Conclusion

Image of HR Profession in the public or in the corporate world is not very good and we are not doing much to improve the same. I feel sad when people ask queries like:

1) What is the concept of CTC?

2) What is the difference between Offer-Letter and Appointment-Letter?

3) How many leaves we should give to our employees?

4) How to calculate attrition rate or rate per hire?

5) What components of salary are taxable?

And then when someone comes and says that we hate HR...such people just look at their face. It looks silly and sad. We need to raise our own standard, attitude and style of work. Nobody can help us. We need to help ourselves. Or else the day is not very far away, when the companies will be outsourcing the total HR-Functions and HR will only be there as "Consultancy Firms" or "Outsourced Company". Nobody wants to hire and keep problems. I think, that will be good. Companies will be having choice to choose BEST (Consulting firm or Outsourcing Partners) from the market.

________________________________________________________________________________

They also shared their views:

1. Mr. Atul Marwah: "I must congratulate you on being so candid and honest . I fully agree with every word of your article. I think that people like you who have guts to bring out the truth - rather stark nacked truth would be the one who would make a difference".

2. Ms Rose Balana: "Thanks Sanjeev. I learned a lot. You are right we should raise our standards".

3. Ms. Shirin Ladhani: "Thanks for this article.........nice reading material on HR....infact a good help to people like me who are strongly motivated to start their careers in HR".

4. Mr. Dip Ghosh: "The article really touched me. One cant hit the nail on the head more. After 12 years in this HR profession in cross section of industries, I have seen the ignomy and lackadaisical attitude of people towards HR as if it is a necessary evil. And as you said rightly, none but we r responsible for the mess we are in. Often I hear complaint from my colleagues that "Oh the CEO (Who is generally a marketing / Finance / Engineer guy) doesn't bother to consult the HR". But do HR contribute significantly in core company activity so that we can warrant attention from the CEO. Probably not. The chances of a Chartered Accountant compromising with his professional ethics is far less compared to a HR guy who easily succumbs to the whims and fancies of the top management because he hardly have a professional body to eport back".

5. Mr. Prasad SKR: "You have raised an interesting topic that needs to be discussed at length".

6. Mr. IVNS Raju : "I like the line of argument of Mr. Ghosh who is very clear in what he says. The HR profession probably becomes justifyable only when it can latch itself to a body of knowledge that is more reliable than the psychometric tests and various HR Models that are rooted in the ability to use the English Language with a unique knack. The Institutes rolling out batches after batches need to introspect about the knowledge and skill that they impart and the attitudes that they profess to have a positive impact on the delivery of HR services".

7. Geetha Murthy : "Thanks Sanjeev. It is great food for thought.Agree with the 'qualities which are a must' for HR professionals.I can take pleasure and pride in saying I am in HR by choice and not by chance. I have a passion for HRM & D. And personally, when HR Aspirants ask me, I tell them what it takes to be there apart from their MBA degree. Within my own individual capacity, trying to bring about change in those who think wrong about HR professionals and I am sure such pieces from you would do us all good if we can forward the link to those who have mis-conception about HR department".

________________________________________________________________________________

Looking forward to your comments and feedback

Regards

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic course to be qualified to operate as a license recruitment consultant in Singapore.

Temporary Medical Staffing Agency: Telephone Recruiting

A little preparation before you begin your telemarketing campaign is essential, especially when dealing with competition and targeting multiple disciplines. Staying focused and consistent is important, and following a preset targeted script alleviates surprises. Lets get right into the telephone recruiting techniques you can use as an individual recruiter or as a manager running a large medical staffing agency wishing to train its recruiting staff.

Who are you calling?

Each discipline within the medical community has its own quarks and surprises. Knowing who you are calling fundamentally strips away the need to focus on the candidates you really don't need. Are you targeting nurses or are you targeting radiology technicians? Are you focusing on a type of license within a discipline or are you in need of just males or female within the license medical clinician? Do you have shifts already available? Are you looking for new grads or experienced clinicians?

Each call you make must be made with the goal of closing the deal. That is why knowing who you are calling is so important. I found many medical staffing recruiters use the "shot gun approach" to making phone calls. This technique is flawed in so many ways within the goal of finding candidates. Many medical staffing managers set minimum phone call goals to there employees They usually expect there recruiting staff to make a certain numbers of calls a day, make certain number appointments and hire so many candidates. The goal of knowing your audience is to focus on the principal of 20/80 or twenty percent of your efforts should produce 80 of your results. The "shot gun approach" uses the 80/20 or 80% of your efforts produces 20% of your results.

Your first step then in beginning your telephone marketing campaign is to "Know who you are calling". Once you establish this you can then begin to identify the next step in you telephone marketing campaign.

How to best target potential recruits?

The competition is fierce and finding qualified candidates in the sea of hungry fish (your competition) can be daunting and making you feel as if you are spinning your wheels getting knower fast. Perhaps you are new at this industry or you were recently hired as a recruiter for a medical staffing agency, or perhaps you are a new company wishing to find candidates to fill positions or perhaps you are a manager interested in growth and wishing to train your staff. Whatever your position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

": My company wishes to target respiratory therapist, we are already staffing radiology technicians. How should we begin targeting respiratory therapist?"

Answer:

"You definitely know your target audience; this is the fist step in the telephone recruiting techniques. Understand that respiratory therapist usually work on 12 hour shifts. This is quit typical for the industry. When calling respiratory therapist to work for a medical staffing agency two things you must be aware of before calling them. Since they work 12 hour shifts, your maximum usage of time will be done in the late afternoon or early mornings. Second, respiratory therapist know they are in demand and will want to know how much you will pay them, Usually the pay rate is given not in hours but in total day rate pay. The pay rate is based on 12 hour shifts and not 8"

The above question focused on how to best target a segment within the medical industry. Each industry within the medical field has it own needs analysis that must be understood and done in order to get more for your time and money. Doing this second part of the telephone recruiting process will bring value added results to your campaign.

What is my objective for calling?

This should be quit simple and seems to be straight to the point, or is it? Writing down your objective on paper prevents having to come up with a new script each and every time you dial a new number. You only have a few second to capture your audience so making an impact quick and to the point may be the difference between finding a candidate or not.

Is your objective to simply fill one shift? Is your objective to find a candidate for two weeks? Is your objective to fill a bi-weekly shift? Or is your objective to have a pool of qualified clinicians at your disposal? The reason knowing your objective is so important is because it focuses your energy only on candidates that meet those needs. Eliminates the noise associated with the screening process and improves the response rate from those you are calling that meet your objective.

Instead of calling 100 candidates on your list using the "shot-gun approach", you call only 20 potential candidates that have a higher chance to fill the shits. This process eliminates hours and hours of calls that will lead to wasted time and money. Finding the 20 potential candidates is determined by understanding who you are calling and what you objective are when you reach your potential candidates.

Example:

When I owned my own medical staffing agency I needed to fill a shift quickly. It was only one day shift that may lead to additional work. I needed to call a technician that was already working and would be willing to work a day shift, I decided to call a technician working a night shift. The best way to reach the technician was either early in the morning or late at night before he/she started the shift. I pulled out my database and isolated only the technicians I new were working night shifts. My objective was to secure a shift for one day only, yet I knew it would be faced with lots of NO's, unless I figured out how to respond to objections. I decided to offer a pay rate at 85% of my gross to secure the candidate, secure the shift, secure my reputation and hopefully secure more business in the future. It took one phone call a total of ten minutes and I had the shift secured"

I did what I had to do to secure a shift and begin building my reputation, up course I could not continue staffing the shift paying 85% of my gross, but it allowed me to secure the contract and potentially get more business, (I did get the contract afterward). The above example leads me to the next phase in the telephone recruiting technique planning phase.

How to deal with objections?

Mastering this technique will unlock the door to success and growth for your medical staffing agency. Learning to listen and hear what the individual is actually saying is fundamentally an art form. Accepting objections on face value and not pursuing further may drive you to spin your wheels even further.

Typical objections you will hear are?

- I don't work registry

- I am too tired

- I don't like going to new places

Many of these objections can be overcome if you simply prepare yourself for the objections by providing a solution to the objections before you script your call. That is why knowing your target market is so important in the entire telephone recruiting process.

In the above example, the response to objections typical when calling a technician working late shifts is "I am too tired" I overcame that objection by offering the technician more money than what he could possibly make working two days in his job.

Going to new places prevents many from taking on working for a medical staffing company, but you can simply have a well scripted response to this objection. Typical response may be "This facility will not expect you to do paper work, they simply want you to perform x-ray's and they have a helper who will do all the paperwork".

Focus your script on what the clinician is competent on and find an answer to the typical fears and concerns of the clinician within the particular niche they work in.

Each objection must have a viable solution in order to master the 80/20 principal. Spend time preparing to make your phone calls in order to secure your goal.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic exam to be qualified to operate as a license recruitment consultant in Singapore.

Recruiting & Staffing - What Does it Take to Be Successful in the Recruiting & Staffing Industry?

Here are the Top Ten Tips.

I have been in the Recruiting and Staffing Business for 15 years. I started out of college with a large company. I received incredible training as a young adult with this Staffing Company. They prepared me for the business world and how to be a professional. From there, I started my own Staffing and Recruiting Business. I've had my own business for 8 years and I love working for myself. Having an Entrepreneurial spirit is a fantastic quality for success.

So, here are my Ten Tips on How to be a Successful Recruiter in the Staffing industry:

1) Persistence, persistence, persistence...

It's Imperative to formulate a System and stick with it every day. In recruiting, time is your enemy. There should not be a minute of your day where you are guessing what to do next. Recruiters must follow-up with their candidates via phone and email. Having a Tickler system is very helpful.

2) Repetition and Clarity

When speaking with candidates, Recruiters must talk slow and clear. Pronounce your words and take command of the conversation. This will reflect your Leadership over the phone. Talking to your candidates over the phone or in person will increase your numbers. Forget Email.

3) Locking Down

This step is probably the most Important. I'm sure you have experienced what we term a "Backout" or "No Show." You had a great conversation with a candidate and you felt 100% about him. Then, he doesn't show for the interview. Recruiters can't afford to eave any stone unturned. Good Recruiters "Lock" their candidates in every area.

4) Role Play

When I first started in the industry, I use to work on my Professional development every day after 5pm. I would Role Play situations I encountered during the day. I would work with a Sales Manager in my office for an hour every day. We would Role play negotiating rates, locking down, and everyday issues that I would encounter. Good Recruiters practice daily just like Professional athletes.

5) Relationships

It's very important to meet with your qualified candidates proactively. Setting up a lunch meeting will help you build and maintain a solid relationship. it's all about Relationships. This will build trust and separate you from your competitors.

6) Resources

With all the Technology at our fingertips Recruiters must stay knowledgeable. It's very important to sharpen your skills everyday on the Internet. When I started out, Monster.com was the biggest resource. Now, there are plenty of recruiting resources. It's important to stay ahead of the curve. Dig into Social Media and make your presence known on the Internet.

7) Be a Leader

Showing Leadership will get you up that corporate ladder most effectively. Be heard in your office and in meetings. Contribute in a positive way whenever you can. Always seek to help others and make an impact.

8) Set Goals

Outside of setting your goals professionally, set some personal goals. Make a top 5 list of attainable goals over the next 5-10 years. Review your goals weekly.

9) Latency

Set up some type of email auto responder ie) Birthday reminder for your candidates. You need to stay fresh in your candidates minds since they have their resumes out there and your competitors are contacting them everyday.

10) Image

Image says so much to your customers. Be very cautious how you present yourself and how you act around your customers. Stay humble and others will want you to succeed. Be aware of your clothing and the car you drive. Believe me, this makes a big difference.

These 10 tips will help you become a better recruiter.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic with efma to be qualified to operate as a license recruitment consultant in Singapore.

Recent College Grads - Everything You Need to Know About Recruiters

College Grads - Complete Recruiters Handbook

So, you're about to graduate and are in the process of sending your resume out to several jobs. Well, it just so happens that one of the ads you applied to is through a recruiter. Besides being an online media consultant, I run a recruiting firm who deals with executive level job seekers. That means our company only places jobs which are $100,000 base salary or above. For several reasons including ethics, we do not place recent college graduates.

Coming out of college, I strongly suggest that you do not use a recruiter for your first job. There are exceptions such as Heidrich and Struggles as well as ManPower, though there are not many. Actually, I wish most colleges would stop letting recruiters post 3rd party employment openings. If it is directly for that recruiting firm and the position offers compensation, then it is an exception. We'll get into what it is like to work for a staffing firm later in this article.

Personally, before I graduated college, I had no idea what a recruiter was. That is, until I got staffed by one in a job which I would leave in 4 months to, ironically, start my own recruitment company.

How do recruiters get paid:

Recruiters get paid two different ways:

1. Contingency contracts - a contingency contract is when a company pays a recruiter (typically 15% - 25% of the base salary) to find them an employee. With a contingency contract, the recruiter only gets paid if they place somebody for that particular position.

Therefore, if your base salary is $35,000, then the recruiter would get $7,000 in commission once you officially became employed with the organization. Actually, the $7,000 would go to the recruiting company and, depending on what firm's commission policies were, the recruiter would get a certain % of that money.

2. Retained contracts - these days, recruiters are less likely to obtain these contracts, however it is when a company pays a recruiting firm upfront or in stages regardless of if they make the placement. It is unlikely that a firm would be retained to get recent college graduates.

3. Guarantees - recruiters almost always give their clients guarantees. These guarantees, more or less, are a form of risk management so the employer does not have a job applicant leave and is left with a hefty bill. The industry standard guarantee is 90 days prorated on a 30/60/90 days basis. Prorated guarantee explained:

Let's assume, to make it easy mathematically, that the recruiter is charging 20% of the base salary and is working on a 30/60/90 pro-rated guarantee. So, if your base salary is $30,000, then the total fee the recruiter would receive is $6,000. With the aforementioned guarantee, the payment schedule would be as follows: $2,000 after you were at the company for 30 days, the second $2,000 after you were at the company for 60 days, and the final $2,000 after you were at the company for 90 days.

Common sayings that recruiters use to manipulate recent college grads:

1. "Do this favor for me" - this is how recruiters will, in an indirect manner, tell you that if you go to a job interview, then they will still work with you. In return, ask them for a favor. Politely request that they listen to the dial tone for a while. If you say it in a dry manner, there is a chance that they will for a few seconds. Not a bad trick.

2. "This company is the best" - if the company was really the best, they would not be going through a recruiter for their recent college graduate hires. Companies like Google, Apple, Goldman Sachs never have to use recruiters for recent college graduates. Dig deeper with this statement, quickly go to hoovers.com and ask the recruiter what the company's revenue was the past year.

3. "We have an exclusive on this job" - this means that they have a "retained contract." This may or may not be true, however there is no reason to announce this to everybody. More likely than not, I would be skeptical. First, ask them if they have a "retained contract." Then, to see if this is true, do your research. Look at all the career boards such as Monster or Hotjobs and see how many postings there are. Again, refer to the "What I should not do to a recruiter" section as, in every case (no exceptions) it is unethical to circumvent a recruiter.

Red lights:

1. Never use a recruiter who is going to charge you money. There is not one single exception to this rule. A recruiting firm should never sell resume services to you either. You should find your own resume writing service. If a recruiter asks you to pay any type of fee, promptly report that organization to your university.

2. The recruiter won't tell you the company's name. If a recruiter is hiding the company name from you, how much else are they hiding? Would you ever buy a car without knowing the brand? Remember, this is your career, you should be in the driver's seat.

3. The recruiter wants to put things on your resume which you are uncomfortable with. If the recruiter is helping you with some formatting, then maybe you have a good recruiter, however if they want to put certain claims of knowledge on your resume which you are uncomfortable with, promptly tell your university.

4. The recruiter does not do a full interview with you. This means that the recruiter is "chucking resumes" at their client. "Chucking resumes" is a term which I coined as some recruiters will keep sending resumes regardless of background or interest in order to staff a position. If this happens, promptly tell your university.

5. The position they are filling does not pay a base salary. If you are ever approached by a recruiting firm to interview for a position which does not pay a base salary, tell your university because no reputable recruiting firms work on commission only positions.

I sent my resume into a recruiting firm but nobody answered:

This is par for course and does not reflect either positively or negatively on the recruiting firm or you qualifications. The reputable recruiters are paid by their clients to find someone very specific. Therefore, unless you happen to be in the right place at the right time, you probably will not receive a call. Don't be discouraged and, again, these are waters you probably should not be treading.

For instance, if my company is working on a biotechnology software sales job, we are not going to call everybody who submits their website because we have an obligation to find somebody specific.

How do I get noticed by a recruiter?

Again, I do not recommend recent college graduates using recruiters, but here is how to increase your odds:

The subject line of the email should be: Auburn University '10 - Major: Physics New York, NY

As you can see, your college goes first, then your graduation date, then your current location. The reason this works is because recruiters receive so many resumes per day which read "resume" that they don't have the time to look at them. I can't speak for every recruiter, though this is my personal recommendation.

Important: do not send your resume into a recruiting firm more than once a month. Also, do not do a mass email to a bunch of recruiters at once.

Do I need a cover letter:

No. This is one of the biggest myths about resume submission. Actually, it is quite annoying to receive a cover letter because you have to scroll down to see the applicant's resume. When submitting a resume directly to a company, they are going to expect it, so make sure you do so. Though, most employers won't read every cover letter sent. To increase your odds of having it read, do the cover letter in bullet points.

Ways to gauge whether a recruiter is worth speaking to:

How intelligent and knowledgeable do they sound?

How many openings does the firm have? How good are those postings? Most recruiting firms have their open jobs posted on their website. If you see a company taking every job available, then you may not want to work with them.

Questions to ask a recruiter:

Remember, be polite, but get your answers. If the recruiter does not want to answer your inquiries or is rude, report them to the university.

1. How long has this job been open for?

2. How many times has the recruiter worked with this company?

3. Do you know how many people are interviewing for this job?

4. Do you have any tips for the interview?

5. Why would you be a good fit for the job?

Remember, be polite.

What you should not do to a recruiter:

Recruiters are in business to staff individuals. By no means, should you speak with a recruiter, then circumvent them and go directly to the company. Even though I don't love recruiters who work with recent college graduates, this gives you no right to go directly to the company. Business ethics are not stressed enough in some classes, but if you want to be successful, learn them quickly.

Working at a recruiting firm:

Just like any other industry, working at a recruiting firm can be either rewarding or unchallenging and uneventful.

The typical day at a recruiting firm consists of doing research on your clients, gathering pertinent resumes and interviewing candidates. If you decide to work at a recruiting firm, make sure that you are not staffing an industry which you are not interested in. Also, if a recruiting firm wants you to cold-call potential customers, decline the position. Nobody in a HR division has time for this. Make sure the recruiting firm has a good business plan.

Recruiter Lingo:

CV - curriculum vitae - this is a fancy word for resume.

Placement - this is when a recruiter successfully staffs an employee at their client's company and receives the subsequent commission.

Headhunter - another term for a recruiter, however as of late, recruiting firms have not used this term

C-level recruiters - the term "C-level" refers to the titles at firms which begin with a "C" - 95% of the time, these are the executives at the company. So, CEO, CFO, COO, CTO are all high-up titles in a company.

CEO - Chief Executive Officer

CFO - Chief Financial Officer

COO - Chief Operations Officer

HR - human resources department of an organization

Reference:

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic course to be qualified to operate as a license recruitment consultant in Singapore.

Insurance Agents - Career Success Versus Survival

What are the chances of new insurance agent success becoming a reality? Intense analysis of licensed Department Insurance agents records conclude that only 6% of agents survive slightly over 4.3 years. Examine the facts, and logical explanations why insurance sales agent retention and success stories are so grim.

Dismiss many of the misconceptions of recruiting new insurance agents. There are over 1,500,000 health and life insurance agents currently licensed by insurance departments within the United States In my evaluation, this means an unnecessary surplus of over a half million agents. Countless new life and health insurance sales agents are either poorly trained, have an insufficient number of prospective clients, or should have never been hired to begin with. So if 550,000 agent trainees were fired today, the life and health insurance agent system would be stronger.

Some agencies place newspaper ads, and others go so far as using college campus job fair recruiting methods to find new agents to hire. Both of these methods when analyzed, show almost identical results. Those results are that 85% of agents will starve their way out of insurance sales within the first 18 months. In insurance sales you have two types of agents, those who can fill out an order application and those that can actually solicit and sell life and health insurance products.

Here lies at least 50% of the blame for agents dropping like flies. The recruiters hire agents who are unable to go out on their own and make a sale.. Even though almost every applicant can pass an interview of prepared interviewer questions, this in itself does not guarantee any measure of success. Look at the person who the insurance agency promoted to do prospective hiring. In most cases this is a newly appointed sales manager with under 4 years experience. Sure, he is fairly good at selling, but just because he can sell, it does not mean he can successfully recruit. Both the sales manager and college campus recruiter work hard to highly pump the prospective agent up with inflated dream visions of easy success and a lifetime steady insurance career.

Another 25% of non survival is a result of insurance agent recruiters for providing false concepts, and poor training. New licensed sales agents anticipate easily obtaining incomes exceeding $40,000 to $70,000. My studies show less than 7% of these rookies ever obtain that level. In fact, if most insurance agencies did not money subsidize their newer agents, the income figure for a new insurance agent would be under $20,000. When one agent leaves, another will be quickly licensed to take his place. The departing rookie has written policies on a few friends, neighbors, and outsiders, so when these policies renew. the insurance company collects all the premiums without paying any acquisition costs. I call this concept putting meat in the insurance company freezer.

Job fair recruiters sent to college campuses usually do the worst job. The college recruiter pitches a memorized and rehearsed script to college seniors, exalting how entering the insurance professional is more prosperous than other qualified fields. Remember the college recruiter usually gets a bonus for each recruit. If the prospective agent would had been screened with numerous background questions, survival chances could have been quickly predetermined.

How do you predetermine a success chance factor? Well first realize the agent might already be financially in debt, and hanging on to survive, living from paycheck to paycheck. You must start with agents that possess sales ability and are self determined to quickly become financially strong enough to survive. This is fine if the new college grad comes from a wealthy family background. However, in today's world, most college graduates are not in this category. Their background is often middle class, with parents living in a middle class neighborhood, earning a middle class income. The new college grad, now an insurance agent, often took out student aid loans. These need to be paid back so this agent requires a higher income just to survive.

Why are the odds so highly against this agent? The career agency is usually located in an swank, suburban area of a major city where the average mean family incomes are the highest. in the state. The targeted customer for these agencies are high income individuals and small successful businesses. 90% of the limited training is spent on target marketing to these prime clients exclusively. The large agency however only contains a few experienced insurance professionals earning over $70,000 a year.

During the first 4 years of almost any salesperson's career there is an existing comfort zone almost impossible to break. In other words, the salesperson is most comfortable talking to and attempting to sell prospective clients in an environment or income level that matches the agent. The career insurance agency however wants big premiums, and tries to train career insurance agents to sell large policies to prominent people. Upon failure to make sales, the blame comes down to the agent for not trying or working hard enough. The agency should have started working a new agent on a $40,000 class of clientele while gradually raising the level. A career agent then is able to work upwards. The reward is being one of the few 6 out of a hundred insurance sellers surviving the first 4 years.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic to be qualified to operate as a license recruitment consultant in Singapore.

Why Go For a Mock Interview?

The major reason for attending a mock interview is, to prepare you for the important up-coming job interview awaiting you. This is also what is also known as Mock Interview Module. Most career agencies offer this service for a small fee. They will put you through a mock real like interview by asking you a series of interview questions, just like you would find in a real interview. After the mock, the agency consultants will give a feedback as to how you faired in the mock, this will include your interview performance and the various ways on how to improve your performance. These mock interviews, will mostly last in an hours time, this includes the feedbacks time. The majority of the agencies conducts them on the telephone hence there will be no need to travel. This in turn, will greatly reduce the job-seekers over-all expenses at the same time ensuring their success in the forth-coming job interview.

The major advantage of taking part in these exercises is that after the mock interview, the consulting agency will prepare a short report for you which highlight all areas of relevance, including tips on how you can improve your general interview performance. This makes it easy for you to land your dream job after the real interview. The staffs employed by the agencies are highly qualified and experienced in interviewing techniques. They mostly come from recruitment and human resources backgrounds hence they have vast knowledge about what is expected in an interview room being that, they themselves have been HR managers, recruitment consultants or Line Managers.

It is always a good habit to update your resume- most recruitment agencies require it in order to assist their consultants to prepare the most appropriate mock interview for you. Anyway, a mock interview is a great tool which aids your job seeking task to be successive

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic with efma to be qualified to operate as a license recruitment consultant in Singapore.

Why Use Employment Agencies

Finding a job is not easy as most job-seekers know. It takes time, effort and planning. Effective job searching is a skill that very few can easily master. One the other side of the coin, employers realize that finding suitable employees, can also be time consuming and relatively expensive.

Employment agencies are dedicated to filling the need of both parties. Employers can use the services offered by employment agencies to save some of the time and strain on resources to find the right employee, while the job seeker has access to all the information, services that may be offered without any cost by many of the employment agencies.

When a specific skills set is needed, many organizations will enter into a contract agreement with placement services firms, who may also be known also known as recruiters. The recruiters conduct the search to find people with the desired skills, and matches potential employees with the vacancy. Potential candidates are screened before they are recommended for interviews with the employer.

There are different arrangements that can be made with employment agencies. For companies seeking senior-level managers, they may choose agencies that specialize in finding executives, or an executive search firm, that can sometimes be derisively referred to as a head-hunter. Executive search firms are usually retained by larger corporations, in much the same way that lawyers are retained, and called upon to perform required tasks.

Agencies involved in job searches must now abide by a code of ethics that are governed by regional authorities. A set protocol and standard procedures must be applied when conducting searches for higher level employees. Search agencies that are retained are usually private companies that specialize in specific areas. They may normally provide services for much of the private sector.

The arrangements made that employers make with executive search firms can be convoluted, but it can offer one big benefit to the job seeker, and in most cases it costs nothing, although there may be circumstances where the job seeker may choose to pay for the services offered by the agency.

Employment agencies may charge the company for finding the employee, or they may enter into arrangements that return a percentage of salary as compensation. The rationale may be that the level of employment correlates to the difficulties to be overcome in the employee search ostensibly indicating, that higher level employees with the appropriate skills set may be harder to find.

If you are able to find suitable employment, without having to pay any agency fees, by all means you should do so, but in some cases, agencies may ask the job-seeker for compensation for assistance in finding a job. Choosing a suitable agency depends almost entirely on your personal preferences and circumstances. More efficient assistance may come from an agency that specializes in your field of work, but with the shrinking degrees of separation, it may be possible to establish connections that are totally unrelated.

If you are looking for temporary work, it may be to your benefit to register with agencies that handle full time workers, and vice-versa.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI certificate to be qualified to operate as a license recruitment consultant in Singapore.

Pure Romance Recruiting a Passion for Success

You have been running your Pure Romance for some time and have been able to hold a reasonable amount of parties with success, now it is time to grow your business by adding new teammates to your down-line. Although all your hard work has not gotten you the results you have been hoping and you are wondering if you can ever get a team together.

You start to wonder whether you joined the right business opportunity. You begin to wonder whether your up-line has not been giving the right advise. Well I'm here to tell you that is not your business opportunity and it's not the support you are getting from your up-line. It has all to do with you and your approach to growing your business.

You are not to blame, you were told by your up-line leader to build a list of your closest friend and family, your dentist or whoever you can think of. The problem is that these individuals either don't see the vision or just don't want to put in the effort to make that vision a reality. You on the other hand have gotten the taste of freedom of time and money combined and know you can have success in this industry.

All you need is to get the right tools and skill to do the job. A carpenter didn't just pick up a nails and glue and start building house without first learning how to use a hammer and a saw. In the same vain you don't have to go to Worden School of Business to be successful in the network marketing industry, but you do need to learn basic marketing skills and combine with lead generation to build a system that will allow you to be successful Pure Romance recruiter.

So let's start with the basics:

You first need to work on your mind set. If your in the right place you inside then the external factors will come together. Write down your reason why and make sure that is big enough to get you through the good time as well as the bad times. You must never quit as time is your enemy and just around the corner success is waiting for you. This inspirational quote really hits the nail on the head.

"Winners Never Quit, Quitters Never Win"

Let's move on to next phase now that we have our mind in the correct place.

Get The Marketing Training:

This is not such a hard task to accomplish. We can see many marketing success stories all around us, McDonald's, Walmart and Amazon to name a few. How can these companies continue to flourish while others are failing miserably. These companies have found the secret to success, which is to design a marketing plan that will make their offering irresistible to their target market.

How do you do that? You can spend four years in college and another two years getting an MBA in marketing and then you'll still need to get in the on the job training to even begin to learn how it works. Our you can follow someone that has done it before you and use their system to get your success.

Keep this in mind, each new McDonald's franchise does not design their own processes to create the perfect fires and burger, they implement the system that Mc Donald's created and they have the success. You can too find the success in your Pure Romance business by following an established marketing and lead generation system.

To learn more contact the author.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI basic course to be qualified to operate as a license recruitment consultant in Singapore.

Wearing Uniforms in Retail Shops and Offices

The Pros of Uniforms in Retail Shops and Offices

There are many reasons as to why businesses opt for uniforms in the working environment. Firstly, they offer a polished, professional look for staff members. Unfortunately, some staff members can't always be trusted to put a refined and appropriate look together for an office situation, so by having a uniform, it removes the worry of ever having to have that awkward discussion about suitable attire for the workplace.

Another benefit of having a uniform at work is that if they are embroidered with the company name, and the items are tax deductable. This means that if you are supplying the uniforms to staff free of charge, you will be granted a tax deduction at the end of the financial year.

Free Company Advertising

The final "pro" of having staff uniforms in your office based business is the advertising you can receive. Consider this; If your staff where a branded uniform 5 days a week and venture out of the office for lunch or to run errands, that branded uniform will be exposing your business to the local area, possibly bringing in new clients!

The Cons of Uniforms in Retail Shops and Offices

In most office scenarios, many adults don't particularly like having to wear traditional uniforms as they aren't all that attractive, nor do they allow a person to express their individuality. A way to get around this is to be flexible in the uniform - give your staff parameters as to what they can buy based around colour, or style. This will allow them to choose a brand that suits them, while still fitting in with the overall uniform look the office is going for.

Uniforms can be hard to manage. While that sounds like a silly statement, it is actually quite true. Think about it; If a staff member doesn't take care of their uniform and comes to work with it unironed or stained, that means they are walking around in public promoting your business in that same way.

Retail Shops that Wear Uniforms

* Fast-food outlets

* Fashion stores - staff wear the fashion label's clothing

* Technology stores

* Department stores

Office-based Industries that Wear Uniforms

Here are some office-based industries that will often use some type of uniform:

* Medical practitioners - including doctors, dentists, chiropractors and optometrists

* Recruitment consultants

* Accountants and lawyers

* Government organisations

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic with efma to be qualified to operate as a license recruitment consultant in Singapore.

Why Use A Headhunter?

Why use a headhunter? Headhunters are used for varied reasons, including and most especially for people looking for middle management and executive positions within their chosen industry. Headhunters specialize in a broad search that provides candidates that are both related and directly related to the job positions they are researching. However, headhunters or contingency executive recruiters are not as widely regarded, respected or considered to be as reputable as retainment executive recruiters.

Generally speaking companies such as consultants and staffing agencies use headhunters to find people for contract or full-time/permanent jobs. Other larger companies and corporations do use them on occasion, but they are more geared to general staffing.

Headhunters are useful when looking for more generalized positions, including general management, but their focus is helping their client to find potential candidates that the client themselves were unable to find despite all their efforts: advertising online and in the print media. They tend to be less interested in the needs of the candidate and therefore their search is based on limited criterion such as basic job experience matches, limited skill sets and some or no qualifications. They will follow the same procedures in some ways as a retainment executive recruiter by compiling candidate lists, conducting initial interviews with candidates and then forwarding the best resumes to their clients. However, there is a high risk that the candidates being sent to clients may not be totally suited for the positions in question.

Unfortunately, headhunters vary in ethics, ability and the willingness to do a proper job. This is one of the reasons that they have received such bad press. There have been cases where candidates have worked with headhunters and ended up not getting a position at all. Some of them have been known to collect resumes as well as retention fees from candidates when most reputable recruiters charge a candidate nothing and only charge their clients. Some have terrible recruitment policies, including a lack of communication with clients and candidates, leaving everyone in the dark as to what work they have done at all. Some are not as prudent in their searches and have breached confidentiality, causing potential candidates to lose their current positions as their employers have been tipped off as to their job search activities. In fact, the worst type of headhunter will forward any and every resume to their clients with total disregard to whether or not the candidate is suitable or not. This wastes time, money and sometimes contracts with clients.

The best approach with headhunters has been for candidates to wait for headhunters to contact them because this clearly shows they are interested in those candidates for specific positions. However, this is not fool proof and client and candidates can find that a random list of candidates are contacted

When using a headhunter it is important to find someone that can be trusted before engaging them in a contract. This is best done by finding another firm that has used their services before and getting a recommendation. Also, it is critical for a company to insist that they are not sent every resume in sight and that they are kept totally informed of the work the headhunter is doing.

The most important things to keep in mind when using a headhunter are:

• Quality work for a reasonable price


• Good communication policies


• References and recommendations from other companies that have used their services


• An ability to do a proper candidate search for people who are suited to a job position and not just anyone and any resume

In conclusion, using a headhunter can be extremely beneficial for middle management and executive positive filling as long as the headhunter is reputable. Headhunting is so varied in its ethics and business practices that it is very easy to get caught by a company that charges large fees for little or poor work.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic with efma to be qualified to operate as a license recruitment consultant in Singapore.

Employer Branding 101 - Three Actions To Build Your Employer Brand And Attract And Retain Talent

So just why should be develop an employer brand? Is it worth the time, effort and resources?

With the ever increasing challenge to hire and retain great people, especially in professional services firms where your people are in fact the product you sell, it is critical that we put in place strategies to attract and retain great talent.

The 2007 International Workplace Survey from Robert Half identified that the reasons organisations in the UK are developing and implementing an employer brand strategy included:

- to support retention of their current employees (24%)

- to maintain a positive reputation in their industry (19%)

- to attract new people to their business (18%)

- to connect employee commitment to organizational goals (17%).

The survey was conducted with over 5000 HR and finance managers in 17 countries across Europe, Australia, New Zealand, Hong Kong, Japan and the United States.

Only 23% of companies surveyed with fewer than 50 members of staff had a formal employer branding strategy versus 69% of businesses employing more than 200 people. Yet both types of organisation are in the market for essentially the same talent.

In the UK, 44% of the HR and finance managers survey stated that their company has a formal employer brand strategy in place compared to a worldwide average of just 32%.

Globally 32% of companies have a formal employer branding policy, and the companies included in the research indicated that over the next 2 years:

- 20% intend to implement such a strategy in the next two years

- while 35% have no intention of developing an employer branding strategy.

Developing a compelling and magnetic employer brand supports the building of your reputation as an employer of choice.

Increasingly candidates not only take into account the salary and benefits you provide, but assess:

1. the company's culture (what is it like to work with you)

2. the company's reputation (what will their friends, family and colleagues say about them working with you and how will it look on their CV or resume)

3. the company's values (does the company have values that they can connect with and buy into).

With 35% of companies not planning to pay attention to building their employer brand strategy, there is probably no better time to get to work on nurturing your employer brand so that you win the war for talent versus your competition.

YOUR EMPLOYER BRAND ACTION STEPS

Are you clear about how your employer brand is perceived by both candidates that you would like to attract to your business and your current employees?

If you want to create a compelling employer brand here are three actions you can take to assess how your employer brand is currently perceived:

1. Ask Recruiters - Connect with recruitment consultants and executive recruiters that you work with and ask for their insights to your employer brands strengths and weaknesses versus your competition.

2. Ask Your Current Staff - Access insights from your current employees on why they choose to stay with you. I highly recommend doing this through focus groups with a trained employer branding facilitator so that you access the true perception of your employer brand. If you have a multi-generational workforce, it is important to segment your focus groups to ensure that you access insights from the different communities.

3. Ask Potential Employees - Undertake focus groups with candidates who would be potential employees. Using 'projective exercises' you can access what they think of your company and your reputation and if you would be a company they would consider joining to further their career. Again, segmenting these groups by function, demographics and geography will unearth rich data on which you can take action.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

How Do I Write a Resume Objective?

One of the most important parts of writing a resume is making the resume objective. The objective is usually immediately below the top section of a resume . Most often the resume objective contain a few sentences summarizing the position you are applying for and your major qualifications. Since many people ask "how do I write a resume objective?" I have written a short guide to help you with this part of your resume.

Firstly, you can write a resume objective using either sentence structure or in bullet points. Many choose the latter for clarity and to retain a succinct look to your resume, but short, direct sentences can have the same effect. If somebody asks me how do I write a resume objective, the first thing that I make clear is to keep it simple, and remember what it is there for. That is, primarily to; emphasize and summarize your major qualifications, inform the reader of the position you are applying for and your career goals, and to establish your professional identity.

How do I write a resume objective cannot be answered without mention of tailoring what you write to your audience. That means, you may have to actually change your objective depending on who your audience is. To give your resume the competitive edge do some research on the individual corporations/businesses you are applying for. One of the most common problems is that the resume statement is far too general. If you are here you obviously are asking how do I write a resume objective, but you perhaps have failed to ask yourself other essential questions.

These are simple and central to how your objective statement should read; what are your main qualifications? What positions do you seek? What are your professional goals? And what type of organization and/or work setting do you want to work in? For each of these you want to give specifics, not general flourish.

Searching for a job in Singapore, you can find a list of available jobs at jobs bank Singapore.

An article by Dougles Chan - A recruitment mentor that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.

How To Locate An Executive Search Agent

For businesses needing to find qualified applicants to fill crucial positions, executive search agents, sometimes referred to as headhunters or executive recruiters, can provide unmatched service. Using a successful recruiter is paramount to successfully filling an important job opening.

While job placement agencies are usually more geared towards the job seeker, executive search agents work for businesses. The best agencies want to establish good relationships with their client companies by providing the highest level of service that is possible.

Typical job placement agencies use a broad approach to find applicants for positions. Their methods usually include finding as many applicants as possible, and then choosing from their compiled list. On the other hand, executive recruiting firms use a more targeted approach, and will normally learn as much about each potential candidate before ever making contact with them. Whereas typical job placement agencies find a job for an individual, executive recruiters match a person to the particular job opening. This allows for much more qualified candidates to be introduced into the client company.

Be sure to research the headhunters background. Consider using only qualified and reputable search agents. Find out about their operations, history, reputation, and experience. Independent sources and unbiased reviews from neutral sources are the best way to learn about a headhunters capabilities and advantages. It is possible to find directories on the Internet, which provide reviews of the recruiters. You can also search for their profile online.

Job Seekers

The first thing to remember about executive recruiters is that they do not work for you. They work for the client businesses, which are trying to find employees. In other words, they do not find jobs for people-they find people for jobs. This being said, executive search agents can be an invaluable tool to help you establish a meaningful professional career.

Executive recruiters are under no obligation to contact you. Their job is to find qualified candidates who fit their specific needs, so you should try to find someone who specializes in your particular field. They want and need to find qualified candidates to ensure their own reputation and success with their client companies, so try and put yourself in the right place, and the rest should fall into line.

The better relationship you establish with an executive recruiting firm, the better your chances will be of being placed in the best company for you. Building a strong relationship will take time and effort, which is exactly what these agencies want in their potential candidates.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI certificate to be qualified to operate as a license recruitment consultant in Singapore.

How To Profile People Using 5 Simple Tips

Learning how to profile people has many advantages. While it is mostly used in criminal investigations, profiling has come quite in handy in everyday situations.

Not only does it allow you to gain a deeper insight into people's actions, it also gives you an upper hand in many situations.

In this article, I'll teach you a few simple but handy tips on how to profile people.

Tip #1: Pay Attention to Body Language.
People say one thing but do another. By looking at a person's body language, you'll be able to detect if there is any discomfort or conflict in him.

A person who is lying, for example, will find it difficult to look at you in the eye. A relaxed posture, on the other hand, can be (though not completely) a sign of innocence. Tense shoulders and stuttering can mean that there is something the person isn't saying.

Tip #2: Watch Out for Reactions.
The way people react to certain things can also teach you more than a few things about them. For example, a person who reacts visually - those who notice the stunning view above all else - are said to respond more strongly to logic.

But what if the person is more attuned to the sound of the waves rolling? Those people are typically called Auditories and respond more to verbal communication.

Tip #3: Observe Good Habits and Bad Habits.
If you want to know how to profile people, you've got to be a keen observer. One thing you can do as practice is to identify the habits of the people around you.

Even if you don't know them personally or have only ever seen them once, it is possible for you to pick up on their mannerisms simply by studying their actions.

Tip #4: Listen for Specific Words.
The words people use can say a lot about them and their personality.

People who use words like fabulous or fantastic are more likely to be flamboyant in nature than others. People who use highfalutin words probably had a good education or are covering for one form of insecurity or another.

From this alone, you can now hypothesize on the kind of things that the person is interested in.

Tip #5: Clothes Make the Man (Or Woman).
Learning how to profile people is also quite fun as it exercises your mind. It trains you to become more observant and to look for things that other people may not have even thought of.

Looking at how they dress up, for example, can already tell you a lot of things. Do they dress sloppily or are they obscenely neat?

These are just some of the ways on how to profile people. The more often you practice profiling, the better you get at identifying types of people and personalities. Reading more about it won't hurt either!

Seeking for a job in Singapore, you can search a list of available jobs at WDA jobs bank Singapore.

A recruiting article by Dougles Chan - A recruitment mentor that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.

Best Place to Find a Job - You May Be Looking Too Far

Whether you are a fresh graduate looking for your first job, an employee needing extra income, a mom wanting to help bring money to her family, a worker who recently lost his job, or even a student who wants to earn this summer, the best place to find a job is at your own home. In just a few clicks you can find the perfect job for you. All you need is a computer, internet access, and of course your qualifications.

A few years ago, in order to find a job you have to go company hopping. You dress up in business attire and travel long distances just to give your resume to the companies you are eyeing. But with the development of technology, finding a job is not that difficult anymore, at least literally. Now you don't necessarily have to visit the companies to personally give them your resume.

You can just submit it online and wait for their confirmation if you're qualified. By doing so, you make good use of your time and enjoy the beauty of technology.
Also at present, home-based jobs are multiplying. Compared to regular jobs wherein you go to the office every day, with home-based jobs, you can enjoy the luxury of working at home. Moreover, you can earn as much as regular employees earn. And so the best place to find a job now is at home.

From online searches you will find out that there are a lot of home-based jobs being offered to everyone. There are data entry jobs, transcription jobs, and online tutoring jobs. Moreover, there are jobs that entail you to answer surveys. However, such jobs do not pay enough money. Those that pay enough and are relatively easy to do are jobs under the category of affiliate marketing.

 In affiliate marketing, the affiliate just has to place an advertisement on his website to help sell the products of an online merchant. Some get paid per click of the advertisement, some per sale of the merchant's product, and some per lead or per registration that happens at the website of the merchant because of the advertisement posted by the affiliate. Whichever way the affiliate is paid, he is guaranteed a certain amount of money just by putting an ad don his site.

The best place to find a job used to be the place where skyscrapers stood. But now, with the technology that we have, and with the increasing demand for convenient employment, the best place to find a job is one's own home.

Do you want to learn about the #1 internet marketing program on the internet? Discover how you can begin earning a significant income working at home in a legitimate business - Best Place To Find A Job.

Seeking for a job in SG, you can source a list of latest jobs at WDA jobsnet.

A recruitment article by Dougles Chan - A recruitment mentor that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.

What is the Proper Way to Write a Resume?

What is the proper way to write a resume? Given the current state of the economy and the way the job market is looking, this is a question many people have. Unfortunately, not a lot of us know how to answer it. The fact of the matter is that a good resume could mean the difference between getting your job and stay unemployed. So, let's look at some great tips that can help you write the best resume possible.

You have to make your resume stand out as much as it possibly can. It has to grab the hiring manager's attention right from the get go. However, there are right ways to do that and wrong ways. You do not want your resume to garner negative attention.

You first need to decide what kind of resume will suit you best. A chronological resume lists your achievements, work history, education, et cetera, in chronological order. It can help keep everything clear cut and concise. You begin with your current employer and work your way down. With education, you begin with where you last attended and do the same.

If, however, you are applying to a niche job, a functional resume might be your best bet. Sometimes it can better outline your skills, your qualifications, and your experiences.
The language you use in your resume is vitally important as well. It is best to use "action words." Like the phrase implies, these are words that make you appear as if you are actively involved in trying to get the job at hand. Adjectives are your friends here.

A lot of people make the mistake of trying to create a pretty resume. They will use all kinds of fancy fonts and different colors. This will draw negative attention. You can make your resume attractive, but it needs to be legible and easy to read.

Looking for a job in SG, you can get a list of latest jobs at jobs bank Singapore.

An article by Dougles Chan - A recruitment mentor that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.

Write a CV

But they are not aware of the different forms of CV and when and where they should be used. As job seekers the primary task is to know what the job requires from the applicant and which form of CV will be more apt. to begin with we must first know the various forms of CV and when it needs to be used.

There mainly five major styles of writing a CV. These are:

1. Targeted CV - A targeted CV is used to focus on the career of the applicant and how he/she wants to grow over a period of time. This is more focused and objective in nature.

2. Functional CV - A functional CV is more applicable if you want to put forward your accomplishments, qualification and skill sets. It gives insights what you have already achieved.

3. Inventory CV - This is very much like a Functional CV, but it is meant for a wide range of employers. More apt when you are applying for many job positions.

4. Combination CV- A combination of chronological and functional CV. It gives a flavor of your skills and accomplishments and also gives the employer the detailed information of your career.

5. Chronological CV - The most widely used format of CV provides a detailed summary of your career and what have been the positions and responsibilities that you have served over the period.

In general a CV or a resume is meant for applying for a job. The basic details that need to be incorporated in the CV are the personal details of the applicant. This includes the name, contact information and other related personal details. You need to include the skills that you posses and the honors and awards you have gained over the period. It is advisable to include an objective at the very beginning of the CV.

 It will show the employer your relevance for the job. You must also include the educational qualification that you have gained and what is the relevance of these to the job you have applied for. Work experience is vital information in the CV. It will include any job, voluntary, internship or even details of unpaid jobs. Your CV can be lengthy so do not worry if you write it for than the usual two pages. The portion of experience should include the position of the job, its duration and the key responsibilities.

When you start to write a CV you must end it as well. It will end with the mention of any special interest that you may hold or any hobbies that you are passionate about. It will show that you are not "All work and no play". If the job advertisement explicitly mentions about references, do include it, else you can always mention that you can provide the same on request. Style the CV in a professional manner and use bullet points wherever applicable.

Seeking for a job in SG, you can search a list of latest jobs at jobs bank Singapore.

A recruiting article by Dougles Chan - A recruitment coach that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.

How to Find A Right Career Path

Of all the major life choices, certainty in your correct career path is vital. As you near the completion of high school or college, there are resources to assist you in landing in that perfect niche. There are those fortunate few who know their gift or calling at a very early age. For most however, that choice may change before the time comes that you actually have to decide.

Speak with Mentors:
Mentors can often lead you in determining your career path. Whether it be a lifetime mentor, who has wisdom and actually knows you or a mentor at work that sees your gifts and capabilities, this is a good place to start.

Talk over your choices and reasons that you feel you might like particular careers with a trusted person.

Use Visualization:

Creating visualization is a great method. Picture what you want in life. Write down what you like, wish to obtain and list varying scenarios. Think about things you do that make you feel positive or rewarded. That may be a good clue of what you excel in and will do best.
Look up visual cues to the job or jobs you are contemplating. Photographs, the internet, visual job images can be obtained everywhere. If those images bring you excitement, that is probably what you should seek to do.

Voice Goals:
Say aloud what you want. Be positive when doing this. Saying "I can do... " or "I can succeed at" or "my destiny is... " If these things bring you excitement at the prospect that is a good clue. Workers will always excel best at whatever they are good at and love most.

Use The Negatives:
In career search, as in life, there will negatives encountered along the way. If you don't get a call back from an interview or you receive negative feedback, use that to build toward your future. Determine where things went wrong and turn those things around, Rehearse interviews with friends and family, tweak your resume if necessary. Do not let this deter you in your long term goal.

Imagine Dream:

Imagine your life in your chosen career. Imagine doing those things you enjoy and are good at. The beauty of choosing the right career area is that you get paid to do what you like.

Use Existing Resources:
One of the most important and often most over looked assets for career selection is the high school and college resource office. Whether this be your guidance counselor at school or career placement at college, they have professional means to help steer you correctly.

Assessment tests show your strengths and weaknesses, likes and dislikes. 

They also have a wide variety of information on careers.
Human Resource offices at work also can steer you to career improvement. Many people miss out on opportunities because they fail to utilize these resources.

Online resources are one of the best means to determine your career. There is endless information on careers and what they entail. The Bureau of Labor produces monthly statistical research reports. These reports shows Current Employment Status (CES.) This is compiled of data from 143,000 business and government agencies that are surveyed.
These reports show trends in employment, hours worked and earnings. This is a great indicator of career choices that you may be considering.

Internships:

Internships are an excellent way to determine if a career path is right for you. Working day to day in the actual environment you have chosen is a great way to see if that job is right for you. If you have a passion for the job, you have made the right choice.

Keep Options Open:
If certain jobs or career paths seem the wrong fit, never close a door. Although, you may not have particularly liked certain aspects of a job you are on, if you choose to move on, do so graciously. Your ideas or options might change later.

Make a Plan:
In choosing the correct career path, make a plan. Set goals, step by step. Identify skills needed for that. Determine if you are a good fit for that. Adapt if it is what you truly desire your lifetime goal to be.

Looking for a job in SG, you can find a list of available jobs at wda job bank.

A recruitment article by Dougles Chan - A recruitment coach that speciliased in recruitment training and recruitment mentoring in Singapore and globally.

Contact Dougles Chan @ +(65) 9388 0851 or email to dc@dougleschan.com for your recruitment training and mentoring needs.