Author: Naomi Marshall

What Should a Candidate Expect from a Recruiter?

Posted on by Naomi Marshall

A good recruiter will partner with a candidate during their job search and often well into their career. Just like all professional relationships, there is always a limit to what the recruiter is able to do (we cannot force a client to offer you a job), but all candidates should expect the following to happen when dealing with a recruiter. (Sadly, this is not always the case but rest assured, there are plenty of great recruiters out there willing to do all these things and even go beyond!!)

A Face-to-Face Interview

Before a recruiter sends your CV to a client or company, they should have met with you and interviewed you first. From time to time (when urgency is a problem), the recruiter may wish to telephone interview you, or set up a Skype meeting. However in any case, they should absolutely have spoken with you in detail first to understand your experience and what you are looking for. This is as much about an opportunity for you to get to know the recruiter representing you, as it is about you having the opportunity to demonstrate your skills and personality.

The better a recruiter knows you, the easier it will be for them to sell you into their client, and the better your recruiter can explain to their client why you are the right fit and have the right skill-set for the job. Hint: If the recruiter doesn’t know you, they won’t be able to fight for you and back you when it comes to the crunch.

Advice on your CV, Presentation & Interview Tips

Recruiters advising candidates on any improvements that can be made to their CV is part of the service. If you have a terrible CV, but excellent experience that is clearly not represented in your CV – your recruiter should tell you. Any advice or tips that they give you should be constructive and helpful. Again, we want you to get the job and sometimes a little guidance is needed (remember that we are experts on this.)

A recruiter lives and breathes CVs, candidates and clients. We know what we are talking about and if we are telling you, it is because we want to help you.

Briefing before an Interview

Before you go to a client interview, your recruiter needs to brief you about the company, the person you are meeting with and what they are looking for in a candidate. This DOES NOT mean you are not expected to do your own homework and research, however, a good recruiter will give you as many pointers as they can to help you succeed in your interview. It is after all, in their best interest for you to smash the interview!

Feedback on Interviews

Your recruiter should be able to give you feedback on all your interviews, including your interview with them. We can often help guide and advise on where you can improve your interview skills after the first interview (and we hope to pick up anything that could be an issue for a client in that interview – hence the importance of having a face-to-face meeting with your recruiter in the first instance).

It is part of our job to speak in detail with the client after your interview. From that conversation, your recruiter should be able to give you feedback on your meeting with their client and how you went.  Take this feedback on board, as it could be the difference between you nailing your next interview and totally flunking out!

Follow up

A good recruiter will care where you land. Whether they place you, don’t have any appropriate jobs on at the time or don’t in fact place you in your next role – they should follow up with you and keep in touch. A candidate should always expect a follow up email, text, or phone call from their recruiter.

On the flip side of this – you too can follow up with your recruiter.  A solid, two-sided relationship is ultimately the best type of relationship for a candidate and recruiter.

A Friendly Ear

This one is a tricky one as we are all super busy and from time to time, this friendly ear is taken advantage of/the line is a little blurred. BUT any good recruiter will be available as a friendly ear to their candidates.

We understand that just because we see people going through the recruitment phase every day, doesn’t mean that the candidate does as well. As recruiters and consultants to businesses, we are speaking with HR and business leaders daily so we do know a lot of what is going on in companies and how businesses work. Just like in all of life, we appreciate that our knowledge and experience is better shared than kept bottled up. A good recruiter will be available as a sounding board and able to offer some insight when a candidate needs.

Just like in any industry, there are plenty of average recruiters out there but there are some really great ones too.  More often than not, it is the candidate and recruiter who establish a really solid ongoing relationship, that have the best outcomes.

For Naomi and the team at Sprint, we pride ourselves on having genuine and long lasting relationships with our candidates throughout their careers. It is not uncommon for us to place a candidate in several of their roles over the years that pass. This is recruitment at its best. It won’t always work like this, but we hope by sharing the above, you know what you as a candidate should expect from your relationship with the recruiter.

 

Should I tell my Boss I am Looking for Another Job?

Posted on by Naomi Marshall

We’re all really busy. More so than ever. Everything is at our fingertips providing instant results. It’s the age of technology and it’s amazing.

 

However, there are some things that haven’t caught up to this go-go-go revelation. And probably should. Common courtesy and politeness are two things that come to mind.  It is only too often these general manners have been lost or forgotten in our fast paced ever-ready indulgence.

 

The one thing that I find completely disheartening is the lack of response in returning phone calls, both as a prospective candidate and on the job. I’m sure this fits into the common courtesy category.

 

As an experienced Executive Assistant currently looking for new opportunities, I’ve had to swiftly adapt to the changing market and methods to a get a look in. The job market moves very quickly, blink and you’ve missed an opening.

 

Occasionally the standard thank you email comes through. Occasionally the phone rings for a great chat about a position, which may lead to interview. Sadly a large proportion simply don’t respond. I’ve experienced positive conversations ending with “you’ll receive a phone call by the end of the week either way”, yet that phone call doesn’t come. I’ve experienced being the final candidate with referees lined up to never hear about the role again. But these types of behaviour happen in the every day workplace too. I’ve experienced people not responding to me on the job simply because I am the EA and not the boss.

 

A good EA is integral because they are organised, savvy and well connected. We know as much about the goings on as our boss. We’re the movers and shakers behind the Executive, the glue that binds the pages of the book, if you like. We can be influential and we usually have good memories.

 

Take a moment out of your busy schedule. Call if you said you would. A short email is quite acceptable, even the standard response is ok, at least then we know exactly where we stand. Either way, have the common courtesy to respond. It is always appreciated.

 

Written by Sharon Herzog

Be Flexible for the Right Job

Posted on by Naomi Marshall

Being flexible for the right job and willing to make compromises might just land you the perfect, dream job!! When a candidate shows flexibility and a willingness to compromise they often end up getting everything they wanted and more. We see it all the time. Trust your recruiter.

If you have a good relationship with your recruiter and it is built on trust (which you should) then you should be able look to them for advice. It isn’t in our best interest to place you in a job that won’t work out. We only have to do twice as much work with twice the amount of pressure to find a solution/replacement for you when you leave because it wasn’t the right job. Also, if your recruiter is good at their job, they will generally care about your satisfaction and finding you the right role! It’s why we do our job! So if we are encouraging you to compromise on some of your wishlist – it isn’t because we are chasing the next $$, it is because we can truly see that you will be better off in the long run.

So what should you be willing to compromise?

Money
This is a biggie. We know. Ultimately, businesses won’t pay what they used to for talent. So if you are looking at changing roles, remember that you may have to be flexible with your salary. Almost every employment motivation survey taken shows that money is not the most important factor for workplace happiness and job satisfaction, so try to remember this, because at the end of the day, money isn’t everything.

If you are currently out of work and looking, just remember that when you say no to one role, only to be unemployed for another month, that month could be the difference in the pay you were looking for (and most companies will do a salary review after 12 months which is your chance to sell to your boss, why you are worth more money if you still want that pay increase).

As mentioned above, once you have been with a company for a year and proven that you are a valuable asset to the team, you have a much better case for a pay rise than you do after two or three interviews.

If money really cannot be compromised because of whatever reasons, but the role really is your dream job, look at alternative solutions. This could be the hours you work, maybe you offer to work longer hours, take on an extra job within the role, or even request a 9-day fortnight. There is often a solution to those who are flexible so work with your recruiter and the client to find a solution.

Hours
9am to 5pm doesn’t exist anymore in the workplace. Be it that you are contactable after hours, on email in the evening, or you start early. A willingness to be flexible with your hours to suit a business and your manager’s needs is so important in today’s job market.

Responsibility
When you have acquired a certain amount of experience and are used to a certain level of responsibility, it can be difficult to consider a role, which doesn’t offer the same level of responsibility. Be it more or less responsibility, be flexible on this aspect of a potential new job.

A job description is usually a organic, it evolves with the person in the role. So take that job if this is the only thing that is worrying you. Jump in head first and see how it goes. You may relish in having a little less responsibility and a little less stress in your job. You may find the challenge of that extra responsibility was just what you were looking for. You won’t know until you try and just like being flexible with taking the job, most businesses are flexible and you could workshop this with your manager at a later date when you have established a solid foundation and demonstrated your skills and your value to the business.

Location
Whilst travelling another 30 minutes every day might not be ideal, we encourage you to be willing to consider all options. With more and more businesses moving out of the CBD, the need for candidates who can travel a bit further is becoming more urgent. Which is great news in this competitive market. You’ve lost 50% of your competition just by being willing to travel to a location that they won’t consider. Your dream role, might just be sitting 3 more train stops away and you almost missed it!!

Career Progression
We are not saying don’t look for career progression in your next job. If that is what you want, then absolutely make sure you go for it! We’ll support you 100%!! But sometimes, a candidate won’t consider a role if the business is being honest in saying that they don’t offer career progression from that position. Always remember these things: The experience you gain in that role, could be the stepping stone you needed to launch your next move (internally or externally). A business may not have any opportunities at that time, but you never know what is around the corner and also once you are employed, you never know what networking opportunities you may have and what doors may open! Be flexible, if the other things are looking good – money, location, responsibilities – then perhaps this could be the right solution for you right now.

Finding the right job for your next career move can be a challenging and confusing time. Make sure you have a list of what the most important aspects of a job are and then work with that. Be flexible on some but not all of these. Your wish list should be just that, a wish list. You can wish for it all but if you can find a job that ticks 90%, then you are doing pretty well.

Never forget that a job is not static. It won’t stay the same forever (management, pay, team, even location and company names can all change) and so will your job. A willingness to be flexible not only opens many more doors for you as a candidate looking for a job, it also shows a potential new manager how much you want the job and that they can get the best out of you!

Part Time Jobs – The Low Down from Naomi

Posted on by Naomi Marshall

Part time jobs have always existed but in reality, they are usually few and far between. Whilst there has been a steady increase of candidates calling in over the past few years requesting part-time hours, I’ve certainly noticed a marked increase over the past 12 months. For any part-time advertisement that we place we are well and truly inundated with candidates and plenty being really top quality candidates.

Who is in the market for part time jobs?

There is a very high volume of Mums (and Dads!) keen to stay in the workforce, who are seeking flexibility with their working hours. Childcare costs are escalating and there is a fine line between what they can earn in a day versus putting the child in childcare. Working part-time often helps with this balance and means they keep one foot in the workforce (e.g. helps keep their skills up and in addition it can better their chances of being considered for full time roles down the track).

Additionally, there are a vast number of people studying and they too are requesting work around their study hours.

Let’s be blunt – Sydney is a rat race and it can be exhausting! I’ve had lots of people who have spent the majority of their working life in full time work (sometimes up to 50-60 hours a week). They’re still ready to give a lot to a business, but they are looking for a work life balance. Working either a 4 day week or even a 9 day fortnight will help with their well being goals.

People can be dealing with all sorts of personal matters – e.g. caring for elderly parents, which can affect their ability to commit to full time work.

So, what are the benefits to the employer?

One of the main aspects to consider is the financial side of things, as this can be dramatic, particularly for smaller businesses. When you take into account that for every day the person is not working the business saves 20% on the salary, it can be an attractive option. The wage bill for many companies can be one of their highest costs. Without a doubt, there are many roles that must be performed on a full-time basis. However, support roles are key ones that can, at times, be under taken part-time – often with virtually the same output as a full time employee.

Quality part-time work is hard to fine, so when I place a candidate in a part-time role, I find that they are generally extremely appreciative and therefore loyal to that employer for the opportunity; for that reason, the candidate often stays for the longer term. As all business owners know, longevity of a team pays off in many ways.

When a part-timer can be flexible with the days they work, it can be very beneficial for a company to have adaptive support for the business in line with the peaks and troughs.

Job share arrangements (e.g. sharing a week of work between 2 people) can be a fantastic solution for clients looking to bring two different skill sets into the business. E.g. 2 x Office Managers, one might be better with staff management, the other with business finances – between the two people they handle the main administration workload and also add value by bringing in additional skills (that are not required all day, every day).

Reception roles are perfect for a job share arrangement – particularly if there has been high turnover in the role. Truth be told, whilst reception roles are critical to a business, many are simply not that exciting, nor do they offer any career progression. So finding a candidate willing to stick it out for the long haul can be a challenge. Two great part-timers e.g. 2.5 days each or 2/3 days can be an excellent solution. A part-timer will often be happier to take on these types of duties, for a longer period of time and as mentioned earlier, will often be loyal and appreciative of the opportunity.

Ultimately what we find is that a candidate is willing to be more flexible on the actual role e.g. take on something that doesn’t challenge them as much as they may like because the option of part-time outweighs other aspects. For an employer, that may mean they are getting and paying for someone who has a lot more experience and skills that the job requires (on tap when, and if needed) for less money.

So as you can see there are NUMEROUS benefits for all parties involved when it comes to part-time employment. I can appreciate that it may not work for every role or every company; however, next time you are looking to hire a new support staff member maybe stop to consider all options.

Feel free to call Naomi Marshall directly on 9271 0011 should you have any questions – always there to help.

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au

Meet Emma

Posted on by Naomi Marshall

Hi There!

I am your new candidate care specialist, and the newest member to the #SprintFam.

Having studied media at uni and coming from a radio and PR background I am new to the recruitment game. While I did love the fast pace and the many fun and crazy times in my previous entertainment roles, I came to realise that it was not the industry that I loved so much, but the people! Wanting to steer myself in to a new direction, I came into Sprint People to interview for an external role – and I will admit, after having had a bad experience with a recruitment agency in the past I was somewhat tentative to do so – however my expectations were exceeded by not only the gorgeous office and the incredibly warm staff but with a job offer in the candidate care hot seat!

I have learnt in my short time here (as I am sure you have too in your experience with our agency) – that successful candidate care begins and ends with the small, simple efforts made by the consultants. Sprint People prides itself on the exceptional level of customer service provided to you from the beginning of your experience and beyond. I like to call it 720 recruitment – end to end, and back again!

No question is ever too small, no email ever too big! I look forward to working with you all and spending the time to hear about your career journey, your dream last night and maybe even what you have decided to name your cat 🙂

Chat soon,

Emma