5 Common Hiring Process Errors Identified by Executive Search Firms

You wonder what you are doing wrong but just can't seem to figure it out. The chances are that you are so desperate for work that you have become a robot and quickly zap your CV off to every job that you see adding no personality to your application. See it from the point of view of the recruiter. They post a job and receive a substantial amount of applicants. A lot of those applicants are going to have a great CV, application letter and their online resume is completely filled out and up to date. Now imagine receiving an application from someone who doesn't send their CV, a one lined sentence as their application or from what I have received before, simply -"job" - in the email body (No CV attached!). Would you hire that guy?

Job seeker competition has risen substantially over the last few years and at the same time there are still a lot of jobs out there. If you want to stay ahead of the pack and really want that job you will need to put in a lot more effort.

Due to social networking a new trend is starting where job seekers will reply to a wall post by submitting their email address or saying -"I'm interested"- in reply to a recruiter sharing a job post onto their group. Many times you will notice that these wall posts go uncommented by the original poster. If the job seeker can't click though on the job link how computer literate can they be?

When you submit your CV to a job board always ensure that you fill out as much as possible. The less you fill out the less likely you are to be found. Most job boards use some type of search functionality and the more you fill out, the bigger the chance you have of coming up in search results. Most job boards will require that you upload your CV and just because you are given this option it should not deter you from filling out your online application. Your CV attachment will be there for when a recruiter is satisfied with your online profile and they want to take it to the next step.

Having everything filled out beforehand saves a lot of time and frustration from emails being sent back and forth. Recruiters don't want and a lot of the times don't have time to be requesting CV's, requesting that you give more information on yourself etc. Remember that if you are one of 400 people that have applied to a job and even if qualified you will be dropped from the short list. You also stand a chance of not even receiving a confirmation that your application is being processed.

If you are specialised in your field or have picked up certain skills due to your job it will be worth mentioning them rather than giving them your general bullet list. If you have gained experience on certain machinery mention it in full and mention the make. You might be familiar with what you did but the person who screens your CV won't be. Recruiters won't have all the knowledge of your field and during screening your CV will be searched for particular mentions of skills. If you don't mention it in full, you will be skipped.

Specialized job board's can often have greater results than a big general one. For example, if you are specialized in oil and gas engineering your job search will bring you across a number of oil and gas job boards. Select a few and fill out your CV details as much as possible. Always have a look at the employers who are advertising on the website and especially which recruiters are posting adverts. Always read the job vacancy description. If a degree is required, no amount of desperation will get you the job. If you don't have a degree you won't get the position and probably not even a response to tell you that you don't have a degree.

To sum it up when applying to work remember the golden rule, "It's not about quantity it's about quality." You will then find you are called for more interviews and reduce your time spent on job hunting.

This article was written by David Kimberley who manages an online oil and gas job board. The advice mentioned is so job seekers can be better informed about applying for work online.


xecutive search firms the five most common complaints made against companies and simple solutions to each matter, to help companies improve their internal branding efforts as they relate to the hiring process.

1. All too often, when posting a job description, some companies will focus on listing the skill set and education required for the position rather than listing the actual description of the job. This can be annoying to candidates when they are trying to figure out the scope and parameters of the position.

Solution: There is a simple correction for this issue that employers can use to bypass any ambiguity that can be related to the candidate. Write out a description of the position, all the requirements and duties and once you are down to a couple of potential employees, arrange for them to shadow and study to get a more in-depth understanding.

2. Another issue that needs to be dealt with in the interview process that is especially annoying to candidates is when they are flying through the interview process and suddenly it comes to a screeching halt and the employer then tells the candidate everything is fine, hold on and be patient. This is usually the result of an understandable internal error, but this does not excuse the situation.

Solution: While it may seem like the right thing to hide any sort of internal errors from your potential candidate, this is not the right idea. Instead provide them with an accurate time table that they can expect results and be open and honest about anything that happens during the interview process. It's it is important o know the five most common errors identified by executive search firms.

3. Some employers believe it is alright to treat candidates frivolously and arrive late, or not return phone calls. If a potential employee were to do the same, they would be dismissed immediately.

Solution: It is not hard to treat an applicant as if there time matters. Simply notify them if you are going to be late for any appointments and return any phone calls you may receive in a timely manner.

4. Another double standard that often shows up between applicant and employer is the fact that the applicant needs to be fully prepared for the interview. It is expected of the candidate to have done the research of the position and to be fully equipped for the interview while the employer may show up ill prepared to conduct the interview.

Solution: All an employer needs to do is set aside about fifteen minutes before an interview in order for them to get familiar with an interviewee's resume. They should then demonstrate this knowledge in interview.

5. When the interview is over the employer should follow up with a time period in which they will get in contact with the candidate. This may be a half-hearted promise on the employer's part but the applicant is relying on this call back. It makes it ten times worse when the employer does not follow through.

Solution: It only takes a small amount of effort to let an applicant know if they are still in the running or not, it is as simple as a phone call or an email.

Hiring Managers: Is Your Recruiting Process a Turn-Off?

Pop quiz: Are you more likely to hire the best candidate with a two-step interview process, or a five-step interview process?

Answer: It depends on the steps!

These days, few employers are actively recruiting new talent. While the job market continues to strengthen, companies are still hesitant to add to their payroll, leaving many highly qualified job seekers in the lurch. Even worse, the companies committed to hiring, rely on outdated, unorganized and ineffective recruiting techniques, overlooking or scaring away potential new hires. Either way, without a well thought out strategy, both sides will suffer.

Fortunately, it only takes a little extra effort to ensure your recruiting process is part of the solution, rather than the problem.

Watch your Step!

Years ago, I worked with a client with very compelling story to tell. The company was founder-run, had consistent sales, and offered an innovative product. They engaged us to manage the search for a CFO and described their interviewing process like this, "We believe in building consensus when bringing in new talent," the CEO explained, "The first step in our process is a phone interview with one of our HR Associates, followed by another phone interview with our VP of HR. Assuming those calls go well, we send a personality assessment to the candidate because we believe our culture is quite unique and we don't want to make any hiring mistakes."

Keep in mind this company was on a rapid growth path and their existing employees had been working 60-hour workweeks for the past six months.

The CEO continued, "Once they complete the personality assessment, we bring them in to meet our VP of HR in person. She is an outstanding judge of character and knows a good hire when she sees it."

At this point, I realized there were a number of problems with this client's recruiting approach but this was the biggest red flag. A hiring manager who says they "know a good hire when they see one "or "I hire based on gut," often makes poor hiring decisions. If you find yourself saying anything similar, it may be time for a new process! Back to the CEO...

"Once the VP of HR gives her blessing, the candidate meets with four of our Executive Team members before sitting down with me so I can make a final assessment of their fit in the organization. This is a very important hire for us and we hope to make this hire within the next four to five weeks."

Are you serious?

One Step at a Time

While this scenario may sound outrageous, it's fairly common. The point of sharing this story is not to dismiss the importance of a comprehensive hiring process. Generally speaking, panel interviews, personality assessments and phone screens are not bad ideas. The justification for each step makes perfect sense when considered individually. But, collectively it's a lot of hoops for a candidate to jump, and you have to ask yourself: Is every step necessary and does it provide meaningful value in my hiring decision? Always consider the level of the position, the time commitment from the candidate, and most importantly, the relevant takeaways from each step.

For example, what is the value of subjecting the candidate to two phone interviews with HR, in addition to a personality assessment and an in person meeting with same group? A simpler approach is to conduct one phone interview to screen the candidate, and then immediately follow it with the personality assessment and an in-person meeting. Even simpler, eliminate the phone interview altogether, making the in-person meeting with HR and personality assessment a more effective "first step."

Also, considering this position will be part of the executive team, reporting to the CEO directly - and given the importance of the cultural fit between the candidate and the CEO - does it make sense to wait until the very end of the recruiting process for the first face to face interaction between the CEO and the candidate? I realize the CEO may not have the time to meet every prospect, but the candidate should have the opportunity to meet the CEO on more than one occasion, and much earlier in the process.

The bottom line is this, it is important that you evaluate your recruiting process to ensure each phase adds incremental value, and then customize the process based on the significance of the role. Also be mindful of the candidate's time and perspective.

Here is a simple litmus test to determine the effectiveness of your hiring process:

1. Does each step in your process add incremental value - e.g. will you learn something new and relevant about the candidate at each step?

2. Did you consider the level of the position and its contribution to the business - e.g. will this position own a complete P&L or will it focus on processing reports?

3. Do the participants in the process understand their role? Are they being held accountable to gather specific information? Have they been trained on how to conduct an effective interview?

4. Are you communicating with the candidate about the process and setting clear expectations from the beginning?

5. Are you tracking the success of current and previous hires to determine the effectiveness of your process - e.g. how accurate is our personality and/or technical assessment as a predictor of fit and tenure?

As the war for talent continues to heat up in certain sectors, and our economy slowly emerges from its five-year downturn, deploying the right hiring process could mean the difference between attracting the best talent, and settling for the available talent.

Remember, hiring "best in class" talent requires a "best in class" process.

Flat Free Recruitment Adds Efficiency To Placement

Businesses owners realize that one of the biggest challenges they face is finding and keeping good employees. They also know that finding good employee is not a cheap proposition. Corporation are going to great lengths to retain the most talented people the y can find. One of the newer twists to help reduce the costs involved in finding good works is to use a flat fee recruitment agency.

The flat fee recruitment differs from others forms of recruiting, in that a fixed nominal fee is set for finding the right candidates. Usual arrangements with traditional recruiters consist of the placement agencies being paid a percentage of the employees' first year salary. The flat fee can supersede this arrangement and may be more economical. The fee charged may still be based on the salary, with no additional charges, or it may be a flat fee that is applied all across the board, regardless of employment levels.

Knowing exactly what the costs are for finding new employees, can help any business departments with budgeting and planning. The fee encompasses the entire process of finding the right candidates, and it may even be more economical to hire a flat fee recruitment agency that to have your own in house recruiters.

The flat fee recruitment process is not very much different from other recruitment processes, although the agencies may operate differently. The agencies offer a comprehensive solution can help to solve employment requirements. Although it appears not to matter to the job-seeker the process consists of the employer describing his needs, and creating a job specification.

Recruitment agencies will likely have an extensive network of contacts in specific industries. They may be able to easily reach out to potential candidates, who can fill your requirements. The broad network of contacts includes professional networks t where they are kept aware of industry news, and specifically the movement of people. The knowledge gives them opportunity to find prospective candidates at a much quicker pace.

The recruitment agency is responsible for gathering contacts from applicants, after broadcasting the vacancy in relevant places, such as job boards, and appropriate industry publications. The employer can choose to receive all resumes, or the recruitment agency can filter them for the most suitable candidates. With available technology, Resumes can be sorted and ranked online, and even interviews can be arranged online. The suitable candidate, or if multiple candidates are needed, can be selected for one flat fee.

The employer saves both time and money in the process, as resources can be directed to areas where they are needed. Vacancies are filled faster, with a better control of fixed expenses in a more streamlined process. Hiring manager are now unencumbered of the task of having to sort through hundreds or perhaps thousands of resumes.

There may be variations in the process, and not all the agencies under the flat free umbrella operate in the same manner. When considering whether to use a flat fee service, employer should compare all the fees and services offered by several agencies, to ensure that there are in-line with their own objectives.

Advice for Job Seekers Applying for Work Online

You wonder what you are doing wrong but just can't seem to figure it out. The chances are that you are so desperate for work that you have become a robot and quickly zap your CV off to every job that you see adding no personality to your application. See it from the point of view of the recruiter. They post a job and receive a substantial amount of applicants. A lot of those applicants are going to have a great CV, application letter and their online resume is completely filled out and up to date. Now imagine receiving an application from someone who doesn't send their CV, a one lined sentence as their application or from what I have received before, simply -"job" - in the email body (No CV attached!). Would you hire that guy?

Job seeker competition has risen substantially over the last few years and at the same time there are still a lot of jobs out there. If you want to stay ahead of the pack and really want that job you will need to put in a lot more effort.

Due to social networking a new trend is starting where job seekers will reply to a wall post by submitting their email address or saying -"I'm interested"- in reply to a recruiter sharing a job post onto their group. Many times you will notice that these wall posts go uncommented by the original poster. If the job seeker can't click though on the job link how computer literate can they be?

When you submit your CV to a job board always ensure that you fill out as much as possible. The less you fill out the less likely you are to be found. Most job boards use some type of search functionality and the more you fill out, the bigger the chance you have of coming up in search results. Most job boards will require that you upload your CV and just because you are given this option it should not deter you from filling out your online application. Your CV attachment will be there for when a recruiter is satisfied with your online profile and they want to take it to the next step.

Having everything filled out beforehand saves a lot of time and frustration from emails being sent back and forth. Recruiters don't want and a lot of the times don't have time to be requesting CV's, requesting that you give more information on yourself etc. Remember that if you are one of 400 people that have applied to a job and even if qualified you will be dropped from the short list. You also stand a chance of not even receiving a confirmation that your application is being processed.

If you are specialised in your field or have picked up certain skills due to your job it will be worth mentioning them rather than giving them your general bullet list. If you have gained experience on certain machinery mention it in full and mention the make. You might be familiar with what you did but the person who screens your CV won't be. Recruiters won't have all the knowledge of your field and during screening your CV will be searched for particular mentions of skills. If you don't mention it in full, you will be skipped.

Specialized job board's can often have greater results than a big general one. For example, if you are specialized in oil and gas engineering your job search will bring you across a number of oil and gas job boards. Select a few and fill out your CV details as much as possible. Always have a look at the employers who are advertising on the website and especially which recruiters are posting adverts. Always read the job vacancy description. If a degree is required, no amount of desperation will get you the job. If you don't have a degree you won't get the position and probably not even a response to tell you that you don't have a degree.

To sum it up when applying to work remember the golden rule, "It's not about quantity it's about quality." You will then find you are called for more interviews and reduce your time spent on job hunting.

This article was written by David Kimberley who manages an online oil and gas job board. The advice mentioned is so job seekers can be better informed about applying for work online.

Electrician Courses - The Truth About Online Electrician Training Programs

ven though there might be many internet based schools that state otherwise, the truth is that you can't simply become an electrician by undertaking an online electrician course. As opposed to numerous other vocations, you're going to need to undertake both the mandatory theory-based classroom instruction and hands on training before you'll be able to sit for the electrician accreditation examination.

Right now, every state in the U.S. requires anyone who wants to sit for the electrician licensing test to possess at least 8,000 hours of working experience, as well as the in-class training criteria. That means that whether or not you have finished an electrician training program on the internet, you are going to still have to obtain 4 years of working experience being an apprentice electrician to qualify.

What Online Electrician Courses Aren't Good For

There is simply no getting around this on-the-job experience condition to become a registered electrician, so if you are still evaluating your options I would strongly suggest that you undertake a proper apprenticeship with one of the National Joint Apprenticeship Training Committee, a locally sponsored training program or the military. All of these apprenticeships satisfy the accreditation conditions so that you can become a certified electrician after four years, while almost all internet based electrical programs are not going to.

If you're in the middle of going through an internet based electrician training program or have just completed one, the great news is that most apprenticeships will give you credit for the electrician training that you've already gone through on the internet. Having said that, it will still require you no less than 4 years to gather the essential work experience to qualify to sit for the electrical accreditation exam.

When Online Electrical Training Programs Prove To Be Useful

Where web based electrician training courses are useful is when you want to improve your electrician competencies and fulfil your continuing development criteria to retain your journeyman permit. For example, there are on the internet electrical training programs created to bring you up to speed on the most current changes to the National Electric Code and local or state specified regulations. When you do a program online, you are able to read through the subject matter at your own pace with no need of giving up your prized billable hours.

Naturally, you should always make sure that the online electrician training program is approved by the relevant electrician board for the objective of professional development, so it is important to consult with the organization before forking out cash for any one of these training courses.

The Tough and Varied Jobs of Attorneys

An attorney or attorney-at-law is a person with a degree in legal studies and who is a member of the legal profession. He is qualified and licensed to represent clients in court. He acts on the client's behalf to plead or defend a case in legal proceedings. In short, the attorney is a person acting for another as an agent or deputy.

Jobs of divorce attorneys
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Divorce is always a sad end, but sometimes a necessity. In such a case it is important to have a divorce attorney. The jobs of attorneys dealing with divorce are many. Only a judge or a legal authority can dissolve a marriage and grant a divorce. Whether dealing with a warring couple or a couple who want to amicably end their marriage, the attorney has to take care of different issues like property settlements, alimony and child custody. These are things that need to be discussed in detail. Often shared custody rights of children are given by the court, keeping the best interests of the child in mind.

Criminal offense attorneys

Criminal offences come in various forms or degrees. Some are lesser criminal acts while some could be grave acts. The jobs of attorneys dealing with criminal offences include drug related offences, sexual offences, frauds, computer crimes and white collar crimes and offences that result in loss of life. Possession, sale and distribution of drugs are drug related offences, while sexual offences are solicitation, rape and assault. Homicide, murder and manslaughter are acts that result in death. Grave acts of criminal offences are called felonies. Robbery, burglary, murder, arson, rape and aggravated assault are categorized as felony.

Civil law cases

Jobs of attorneys dealing with civil cases relate to private individuals or business, unlike the criminal cases where the government is involved. Civil cases involve the rights of individuals. Attorneys dealing with civil law should be well versed in the Tort Law or Contract Law to deal with litigation and financial compensation. Breach of contract, gross negligence, invasion of privacy and medical malpractices are some of the many civil law cases.

The above are some of the jobs of attorneys. There are several other different classes and types of attorneys such as Family Law Attorney, DUI and DWI Attorney, Immigration Attorney, Bankruptcy Attorney, Injury and Personal Injury Attorney. As a career, the law offers wide and interesting opportunities for those who are looking for specializing in any particular field of law.

The Executive Search and the Job Description

he past decade has seen a dramatic change in the way companies must begin handling their hiring practices. Where once candidate sourcing and hiring procedures may have been a simpler matter, now, given the extreme value that has been placed on company time and resources, it has become prudent that these efforts be carried out as frugally as possible, and to this end any number of new strategies and solutions have been put forward designed to enhance the employers' chances of getting the process right the first time, and to do so as quickly and efficiently as possible. Gone are the days of employers winging the candidate search and interview processes because they believe they already know what they are looking for in a new employee? Now, given this new array of techniques for success, executive search firms are taking things back to the basics to help employers discover that in order to achieve success in these processes and avoid wasting precious resources along the way, they will need to start by focusing on and honing those most traditional hiring techniques.

For starters, rather than just diving straight into these procedures without forethought and attempting to ad lib their way through the hiring process, employers will need to stop and take a moment to think ahead in these proceedings. In order to assure that the person who is ultimately hired will be successful within the organization in the long run, the employer must begin by viewing this individual not as an independent factor, but by attempting to envision where they want the company to be in X number of years and then asking how this candidate can help them to achieve these goals over time. As all successful hiring strategies do, this begins with the job description. However, rather than focusing solely on attempting to meet the needs of the present, such a job description should seek to grasp the bigger picture and how the role in question may change over time. Once such a job description has been outlined, not only will it help the employers to find the best possible candidate, but can then also be used down the line to help ensure that the individual hired stays on track.

Many fail to realize the true value of this early stage in the executive search process. However, what these individuals fail to recognize is that in the creation of a thorough job description, not only are they telling potential candidates what is expected of them, but they are also helping themselves to realize what exactly it is they are looking for in the perfect hire. At its most basic a thorough job description should include the title and summary of the position with a list of the duties entailed. Taken a step further, employers can include a list of those positions with which the new employee would be working, as well as compiling a list of minimum qualifications necessary to the role, all of which can be found easily enough by talking to those individuals who work in proximity to the position in question. Ultimately what employers need to remember though, is not to over complicate this process from the start, instead focusing on taking these issues one step at a time and addressing them as simply as possible.