Ask the Recruitment Consultant Anything

Astar1809

General_Grant wrote: »

When your details are sent after telling you about the job, this is often to log with the client that the recruiter has engaged with that person and effectively marking territory, in a effort to protect that candidate learning about the role, dismissing the recruiter then going direct to the client in an effort to cut the recruiter out for one reason or another. I do a version of this where I report to the clients the names of the people I have engaged with rather than full CV,

Providing the name of a potential candidate is providing personal information covered by the DPA 2018 isn't it?

The information is already in the public domain most often and we are told by our legal teams this area covered by many different clauses, but that's their opinion and no issues have come about. All I am saying is I have engaged "Jennifer Longstaff" no further details.

Astar1809

JackeeBoy wrote: »

I'm on my fifth job in 8 years.

First job 2 years 9 months
Second 1 year 10
1 year 3
1 year
And currently 1 year and 8 months.

When does job hopping become a problem on your CV? I work in professional services and the main reason for the moves is that I was made suddenly redundant in my second role. I was actually offered a new position but the salary was a massive drop so decided to move. Next job I did not enjoy and the one after I was let go after a year with the entire marketing team.

Now in my current job but thinking of leaving when I get to two years (if I get there) in the job

It is a tough one as many hiring managers will have personal preferences on what they consider a "stable" career. In situations like this I feel a good recruiter can offer additional value to the hiring process (Often we are seen as a detractor). If I were seeking new employment for someone like yourself it does make things more difficult as the client will be looking at if they will pay me the fee for placement only for you to stay a few months then leave, with them having to start the hiring process again costly in both time and resources, the recruiter may be thinking are you worth "risking" their relationship with the client for.

I would hope a good recruiter will take the time to understand the full reasons for the moves and be able to understand what its going to take to keep you in one place for a decent amount of time. If the recruiter is a one of the better variety then they should have some form of relationship with the client and be able to discuss the moves and what the candidate is looking for, in some cases a good explanation can help clarify previous situations and gain an interview for the candidate, where otherwise the CV and the "job hopping" would have caused their application to be dismissed.

In your situation you could look to write a cover letter explaining (positively) the changes in your career, including in there the experiences you have taken on board (such as accepting a very exciting role where the salary was lower than what you actually needed to live on, while the experience and people were great I had made a mistake in taking a role offering less that what I needed to make ends meet) This explains the moves and brings focus to the new skills and varied experience you have been exposed to you would not had if you had stayed with the same company.

isplumm

Hi

I think LinkedIn is becoming more & more important - my last two roles have come about because of companies contacting me via LinkedIn.

So having an upto date LinkedIn profile is quite important - especially if looking for more senior roles.

Mark

Astar1809

isplumm wrote: »

Hi

I think LinkedIn is becoming more & more important - my last two roles have come about because of companies contacting me via LinkedIn.

So having an upto date LinkedIn profile is quite important - especially if looking for more senior roles.

Mark

You are not wrong, a very large portion of the business I do have a link to LinkedIn, sometimes direct candidate sourcing, sometimes just to cross reference a CV or find alternate people to gain references from if the HR dept are being awkward.

LinkedIn is a great tool for everyone, even people ot activly seeking new work.

loobs40

My husband was made redundant a few months ago because the company was relocating and we didnt want to move. Since then he has applied for many jobs as Production manager/Supervisor in manufacturing mainly but has not even had an interview.

His previous colleagues and managers have given him great recommendations (through LinkedIn), but he has been told on a couple of occasions that he is not getting a sniff because he doesn't have a lean six sigma qualification (redundancies were announced before he could go on the course).

Is it worth his while paying for an online or classroom course to at least learn the fundamentals or do employers prefer people who have actual real world experience in a role?

Astar1809

loobs40 wrote: »

My husband was made redundant a few months ago because the company was relocating and we didnt want to move. Since then he has applied for many jobs as Production manager/Supervisor in manufacturing mainly but has not even had an interview.

His previous colleagues and managers have given him great recommendations (through LinkedIn), but he has been told on a couple of occasions that he is not getting a sniff because he doesn't have a lean six sigma qualification (redundancies were announced before he could go on the course).

Is it worth his while paying for an online or classroom course to at least learn the fundamentals or do employers prefer people who have actual real world experience in a role?

Sorry for the late reply, this Thread was not longer in my "most recently viewed" section.

In most cases the 1st person who see's your CV is not fully in the know as to what your skills and experiences mean to the job at hand.

In a lot of cases the CV will first be read by a recruiter (varying levels of experience to contend with here) or someone there to filter out CV's, these people will generally be told to look for people who meet certain criteria including; Must be within a certain distance, Must have this qualification or level of education, must have a stable working history (however they chose to define that). so it is probable that the CV is not even being read by the person who would understand the skills your partner is offering.

As I see it you have three options to help boost your chances: You can either work with a knowledgeable recruiter from the FMCG world ( if you want I can suggest a very good one, but I would like to remain anonymous), you can act like a recruiter would and call the companies you are applying for, find the person who would be your manager and sell yourself to them in the hope they will look beyond just the CV, or finally getting the qualification and trying that way. I have put the suggestions in the order I would rank them in effectiveness in this situation.

[Text removed by Forum Team]

74jax

Astar1809 wrote: »

I am really not sure what you are getting at here, care to explain?

You can't work it out?

Dennis800

What is the one Dominant quality or trait most employers look for?

Astar1809

Dennis800 wrote: »

What is the one Dominant quality or trait most employers look for?

From when dealing with a recruiter (possible due to the fee involved) a progressive and stable (fewest company changes) career path is the thing that is most valued by a long way. An employer looks at these as signs you are going to stay the course with them and help repay the investment.

Brit_Abroad

Astar1809 a recruiter talking openly I've been waiting for this day for a long time

Where to begin.

1. In certain parts of the world, you are required to put a passport size mugshot on the top right of your CV. Admittedly this is in a part of the world where you don't have equal opportunities hiring. Where they will, for instance, actually ask for a white woman in a job relating to say teaching English to kindergarteners. Although employers can't ask for a photo on your CV in the UK as a white male, will it help me to put one on my CV? Or do employers/agency staff in the UK have to reject CV's with photos on them?

2. I've worked abroad a lot mostly on 3rd world countries and downright lawless parts of the world. (Fun fact I'm currently in a country which was ranked in 2019 second from bottom in rule of law ranking). Will working in countries like these affect my job prospects if i want to return to the UK, as my CV is unaccountable and patchy at best. How many companies are going to check up on a reference when English is not their first language.

3. Are employment agencies in the UK really as sketchy as they appear to be? I do quite a bit of penetration testing and offensive cybersecurity I've been asked on two separate occasions to test the security procedures of two different UK employment agencies and both times they haven't provided proof of authorisation from that company. (I refused I'd quite like to return to the UK at some point (Not in handcuffs))

4. Why can't tech recruiters at least look up the difference between java and javascript? Recruiters are seen as a scourge in the tech industry. They're looked down at somewhere between !!!!!philes and Journalists.

5. I'm looking at changing my career focus in 2020 to move away from what I'm currently doing in tech and more into business automation (ideally while still working remotely). I've seen a lot of data entry jobs which I could pretty much entirely automate. Would employment agencies be open to persuading a client to hire a remote temp? The plan being that if I could pick up 15 or 20 £10 an hour full time year-long fixed-term contract data entry jobs, I'd be making about what I'm on now with far less workload.