How to Choose the Best Recruitment Company for You

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"How to choose the best recruitment company for you?"
An E-Book by

www.autojobs.co.nz www.marinejobs.co.nz www.printjobs.co.nz

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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"How to choose the best recruitment company for you?"

Recruitment Company Selection Goal: To secure the best recruitment company for your skill set, which can genuinely add value to your application. To find the company that has the “ear of the industry”, whose opinion is well-regarded by your Target Industry groupings and who can open doors that you were unaware of.
This will save you time and effort and ensure the best possible representation to the industry.

Desired Outcome: The best Specialist Recruiter working hard for you, using their knowledge and industry contacts to assist you to advance your career. To find someone who can put your application in front of decision makers for positions before they are open to the market.

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Problem: Most recruitment companies are not specialists in industry groupings and don’t have ongoing relationships with major decision makers. As a result they are only aware of positions late in the recruitment cycle, forcing you to compete on the open market.

You are unlikely to know where the best positions are and what positions may be available in the near future
The Solution: this E Book

"How to choose the best recruitment company for you?"
By

www.autojobs.co.nz www.marinejobs.co.nz www.printjobs.co.nz
“Giltrap City Ltd have used the services of autojobs, over a period of many years, to find and place a number of technicians in our Service Departments. I can personally recommend Brian for all your staffing requirements.” Peter McInnes-General Service Manager-Giltrap City Ltd “They seems to know exactly what we are looking for at the time and the information that is supplied to make an accurate decision on the make up of a candidate is very informative and helpful in making the right choice.” Graeme Cave - Service Manager - Giltrap Prestige “….experience in the industry meant they could very quickly understand the sort of skills and attitude we needed. They also worked out the sort of personality that would be right for our business.” Evan CEO

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 1: To find a recruitment company that understands what you do Tip 1: Select a company that works in your area of expertise and are recognised as specialists in that area Why?: If they don’t understand what you do, general recruiters will waste your time sending your file to companies that you don’t have the skills to work for, or for positions you don’t want. General recruitment companies list all jobs for any client and are unlikely to have staff that genuinely understand what you do. i.e. Autojobs.co.nz, Marinejobs.co.nz or Printjobs.co.nz work exclusively with the Automotive, Marine, and Printing Industries Reputable specialists in other areas can be found here www.job.co.nz

"Professional service with a good network within the trade/profession, all I had to do was to list my CV with him, I recommend Autojobs to others, thanks Brian" “After dealing with other recruitment agents Auto jobs was the only one that understood on where I wanted my career to head to, now I am National Service Manager for a European importer. Brian Wong understands the industries & is a peoples person”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 2: To find a consultant experienced in your industry. You don’t want an HR person, you need someone who knows what you do and can convey the advantages, you bring to potential employers. Tip 2: Read the consultant profiles on the web site; these should list their areas of expertise in detail. Nobody can be good at it all. A full team should contain people who are good at Sales, Technical and associated skill sets.
.

Why?: Good Specialist recruitment companies will have a balanced team with wide experience and long careers in the industry where they have built up a large network of contacts which they can leverage to help you to advance your career.
“The trade has some very skilled niche positions which are not easy to fill at times and the cost implication to any business in finding the right staff is imperative.” “Autojobs.co.nz have been able to supply such people to us on a number of occasions in the past, and finding out what our business needs are before putting any candidates forward.” “Allowing us to employ the right people that will develop and grow within our organization”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 3: To find a company that genuinely has “the ear of the industry”. This usually means a company that has been around for a while and has a sound reputation for delivering quality candidates to its clients. Tip 3: Ask the industry for referrals. Do they work to a quality system? Do they honour warranties? Are they liked by the industry? Why?: To learn of the best positions first. Many employers have been bitten by Recruitment companies that supply staff and don’t honour warranties if it doesn’t work out. You don’t want to be represented by a company your target employers won’t work with.
“As a candidate, John has had a huge impact on the progress of my own career from Service Manager through to General Manager by recommending employment with companies that have always been professional, challenging and rewarding and I personally thank him for this.” “We have worked with Autojobs for several placements over the past few years and have found them, particularly their consultant Steve, extremely professional and easy to work with. They have a large candidate pool and each person who was put forward for the positions available had the skills we required. I also found the presentation of candidate CV and references incredibly comprehensive and of a really high standard.”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 4: To find a consultant who in addition to industry experience has also worked as a recruiter for a while. Tip 4: Closely monitor web sites listing jobs. Look for constant and familiar names. Why?: Many Recruitment companies have very high staff turnover. Consultants earn a large part of their income from commission on placements made. Many don’t make it. If the Consultant is good, the rewards are substantial. High staff turn-over may indicate the Consultant couldn’t earn a living. This is often a warning sign that the Consultancy doesn’t have the market profile nor respect it claims or the Consultants don’t have the experience or trade contacts to earn the “ear of the industry”.

“I think that Allan Breckell has a really good team of staff that understand people,s (companies & candidates) needs.” “Phil's experience in the industry meant he could very quickly understand the sort of skills and attitude we needed.”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 5: To be represented professionally to be taken seriously as a professional yourself. Tip 5: Make sure your details are not going to be broadcast by email or fax to each and every employer with no targeting and without your knowledge. CV’s distributed in bound hard copy
formats limit the chance of your job search falling into the wrong hands.

Why?: Obvious really a professional recruiter will have you fill out a full application and explain the privacy laws. You should be consulted over each and every opportunity before your profile is issued to prospective employers. This protects you. Additionally bound hard copy files are hard to distribute and copy, unlike an email or Fax, further protecting you. The last thing you want is for your CV to land on your current boss’s desk
“Other agencies continually send me, often unsolicited candidates which promptly get sent to my trash folder” “The detailed and very comprehensive hard copy profile presented on each candidate covered all aspects of the applicants’ history, qualifications and immigration status to a very high standard”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 6: You want the recruitment company to add value to your application. A CV forwarding system can be achieved by any automated web site. Most quality employers want more than this to make an employment decision, and are prepared to pay for a professional service. Tip 6: Look for a company that uses all the tools to qualify you: comprehensive documentation, Psychometric Testing, Careful investigation of the range of your skills, and so on. They should insist on meeting with you first, on seeing the originals of all Qualifications for them selves, and on taking up references before they attempt to promote you to their clients. Why?: If they are not doing this then they are wasting their client’s and your potential employers time. Your file will have no credibility, possibly destroying your only chance to work for that company.
“I usually don’t place a great deal of store in the psych testing that recruiters carry out but I have to say in the case of this recent candidate it seemed uncannily accurate – and useful.” “They seem to know exactly what we are looking for at the time and the information that is supplied to make an accurate decision on the make up of a candidate is very informative and helpful in making the right choice.”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 7: You want the client companies to actually want to receive your profile and have trust in the recruitment process and the recruiter. Result? Employers will feel more confident that you are a good match for their business Tip 7: Look for a company where the consultants actually offer a personal opinion on why they think you are good for the role and for the clients company and put the weight of their own credibility behind you, backed up with relevant supporting documentation. Why?: If you just wanted a CV sent, you could do this yourself. You are looking for a company that has the ear of their clients, knows what they are looking for and can explain clearly why you fit their need, even if it is not obvious in your CV. This is where their experience really works for you.
“John has been uncannily perceptive in my requirements for staff and has never failed to secure some of the best candidates across the board in both the technical and administration areas of the automotive industry.” “I have also dealt with John Wood who is another person that has his finger on the pulse. With his recent (two years now) "Confidential Industry Review" of charge out rates, staff wage costs, and the feedback of this review to the suppliers of the information makes this a worth while project for the industry.”

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 8: You want a company that can support your career development in the future. Tip 8: Look for a company that has been a round for a while with stable long-serving staff. Why?: When you are looking for your next advancement opportunity the process will be easier and faster as they will already have your records and a full understanding of where you have been and where you want to go.
“I have had an association with Autojobs in general and John Wood in particular for many years both as a client and a candidate.” “I have used Autojobs for employment placement over the last 10 years employing a number staff in sales and aftersales areas.”.

“Automotive and Technical Personnel, in particular Brian Wong, over a period of many years”

The oldest records in our Database date to February 1989 and detail a placement with Cable Price.

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 9: You want the best representation you can get. Tip 9: Ask the recruiter about their own career achievements, or browse their profile on line to establish that they have held senior positions in the past which included the responsibility for hiring staff. Why?: If their career in the industry prior to becoming a recruiter was not substantial and they never amounted to much, why do you think they can help you?

“It seems the attitude and lack of feedback from recruiting agencies is quite a frequently seen problem amongst Job searchers. However, after dealing with 3 other recruitment agencies, I would not hesitate in recommending Marine Job’s to anyone. Their service is second to none.” “They have helped us in a number of difficult areas where the Technical understanding of the consultant has enabled the right people to be presented.” “ What I like about Steve is that he comes and catches up every couple of months for a chat, and at these discussion times he finds out what is happening in our business, what is happening in the industry, who has gone where, etc. He has his finger on the pulse, as opposed to other employment agencies who seldom have the inclination to conduct a "customer visit".

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 10: You want provable results. Tip 10: Always look for testimonials, especially from clients that they are prepared to publish in the public domain - these are hard to fake. Why?: Nothing beats proof.
“The consultation he has given has been professional, thorough and he has understood our business requirements.” “The quality candidates they have presented were excellent, as is PRINTJOBS ability to deliver on time, especially on posts that are often not straightforward.” “We have been very satisfied with the service and have hired several staff as a result. The quality of the staff offered has always been of a high standard and suitable to our requirements.” “….here in KIWI LAND and I have been working now for more than a year and a half. I’m loving it. Thanks”

OUR Proof is here on our Web site http://www.autojobs.co.nz/testimonials.htm All Testimonial Letters and email originals are available for viewing by anyone during office hours in folders in our reception

Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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Goal 11: You want the consultant to work hard for you. Tip 11: Choose only one Recruitment Company to work with, and work closely and honestly with them until they advise you they have exhausted all options. Email once a week for an update on progress. Why?: Consultants are rewarded substantially by commission, This is only earned when they successfully introduce new candidates to businesses who were previously unaware of you. If you use several recruiters, they will likely trip over each other and you may be badly represented; worse still, they will not work as hard for you as they are not guaranteed a success fee. It also increases the likelihood of your present employer becoming aware of your intentions Tip 12: Keep your recruiter informed of any applications you intend to make directly, before you make the application. They should advise whether they can make better representation to that client on your behalf. They may also have some “inside Knowledge on whether that would be a good move for you to make
Copyright Automotive & Technical Personnel 2001 Ltd 2007-2008 ©

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