Tag: Recruiter

Keen to know what the client really says after your interview?

Posted on by Naomi Marshall

Ever wondered what clients REALLY say to the recruiter after the interview? The story below is 100% true and was taken recently during a call with one of our favourite clients. However, this feedback is not isolated to one person. We hear EXACTLY the same thing (in slightly different formats) over and over….so read on to find out what you need to do to ensure the feedback after your interview is as positive as it can be.

I’m currently working with a fantastic client in the FMCG sector. His business has experienced year on year growth over the past 10 years and he now requires a super star EA to keep him on track. Nothing out of the ordinary there, placing senior EA’s is our core business.

After he met with two candidates we caught up on the phone to debrief.

The conversation went like this:

(For privacy reasons we’re going to call them Jenny and Sue).

Naomi: How did you go with the two candidates?

Client: I really liked both candidates however, Jenny’s answers were so much more in depth and detailed than Sue’s. Sue still answered the questions but there was no passion behind her answers and they fell short. I didn’t really feel as confident in her ability as I did with Jenny.

Naomi: Ok, can you give me an example of one of the questions you ask?

Client: Oh look, I don’t think they’re overly difficult – I just like to encourage the candidate to speak and open up. One of the questions is about as basic as they can be – I ask what makes them a good EA? Both said similar things and both mentioned being organised. Pretty standard answer – no issues there. Obviously that’s something a successful EA needs in spades but simply stating “I think I’m really organised’ doesn’t paint any picture in my mind as to HOW they will be organised.

However, then Jenny started describing her list systems, how she’d taken herself off to do the advanced outlook course and had smashed its functionality which in turned helped her manage her bosses calendar and scheduling. She spoke about her own little rituals and ways that she stays on top of things – she was just so authentic. I was sitting there thinking ‘WOW! This is amazing, I need all of that!

Whilst Sue was nice and given she has the experience on paper there’s no doubt she could do the job but I just felt that Jenny sold herself better. She gave me the feeling that she’d really turn things around and make my work life easier. She was really good at describing how she runs her day. I didn’t even have to ask or dig for information, she was very forthcoming. I walked away feeling that it was an obvious choice to move forward with Jenny.

So there you have it.

One candidate opened up and SOLD themselves to the hiring manager, using descriptive answers and painting a clear picture of HOW they will take control of their day. The other definitely still answered his questions but only in words. She used short sentences that fell flat.

So now would you like to know the background on these candidates? Sue actually has 5 years more senior level EA experience than Jenny.

As you can see, experience isn’t the only thing a client assess when they are interviewing you. Don’t assume they know what you have done in each role simply because you’ve listed words on your CV. A piece of paper does not engage someone, personality does!
Therefore, don’t miss an opportunity to sell yourself in the interview. Give depth to your answers! Ensure you cover off the HOW and the WHY, not just the WHAT.

 

Tips for a successful meeting with your recruiter.

Posted on by Naomi Marshall

Recruiters – necessary evil some say. Others believe their careers have been developed and enriched by the support of a recruiter and are thankful that they exist.

Here is a quick read to help you gain the best out of your first meeting with a recruitment consultant.

  1. Don’t be late – don’t be early. I’ve said it a million times, a scheduled time is a scheduled time and no-one knows this more than a recruiter. We can be managing literally hundreds of tasks in any given week and our diaries will be blocked out back to back. Be mindful of this.
  1. Be the best version of yourself – Whilst many businesses are moving away from the traditional corporate attire they still expect you to be presented in a way that says you are ready for business (as opposed to being ready for the beach). Always better to be over dressed than underdressed. If you’d like to arrive in thongs and shoe-string strappy tops, that’s a-ok but just remember it will hinder your ability to be placed as you’re not going to be a professional representation of the agencies brand.
  1. Don’t take a coffee in – it’s a business meeting. Even if you ask when you arrive (with your cup already in your hand) “is it ok if I bring this in” and the recruiter says “sure that’s fine!”. Trust me, it’s not. They’re just being polite. You’ve just brought down your professional brand.
  1. Be ready to sell yourself – yes, sell yourself. Open up, communicate, talk about what you liked in previous roles, what you are seeking in the future and most importantly what makes you stand out from the crowd. Recruiters are essentially the middle man between candidates and clients. They are being paid to find something the client cannot source themselves – unique talent. Be that talent. Don’t assume that the recruiter knows everything about you even if you feel it is listed in the words on your CV. Be better than words on paper – be a personality!
  1. Keep the lines of communication open – Whilst it is definitely the responsibility of the recruiter to keep in touch with you, assist this process by reaching out to them every so often as well. Keep them in the loop with your movements, where you are up to in the process with other roles and any changes to your circumstances that will affect your work (eg moving house, booking holidays in the near future, changes in your career path).

The recruiter can be your best ally – you’ve just got to work with them so that together you can find the best possible job and career for 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