How recognise bad recruiters (and avoid bad companies)

A recruiter job is to find the right candidate for the right company and the right position, or at least that’s what he should do. A recruiter, like any other employees, could be unqualified or inexperienced. Maybe the company doesn’t have enough funds to pay an high skilled recruiter or it is an early stage startup. Whenever is the case, bad recruitment practices can tell a lot about the the company’s organisation and they give us a precious advice: “stay away from this company”.  In short, bad recruiters mean bad companies. 

Here we will explain some tips to recognise a bad recruiter and stay away from a bad company.

READ ALSO: WHY ANY RECRUITER SHOULD BE CRYSTAL CLEAR ON THE SALARY FROM THE VERY BEGINNING

1. Stalking the candidates 

If a recruiter calls you at strange hours or it keeps contacting you, despite your lack of interest is crystal clear, just put him on a black list. This is amateur actions. It happens when he doesn’t know how to reach talented candidates, he is desperate to fill a vacant position and try to convince you to work for that company. Imagine what a messy company could be if they are recruiting unmotivated – or/and unqualified – personal to fill their positions.

You risk to join a disorganised environment and you’ll probably quit after few months.

2. Few or poor questions during the interview

A recruiter needs to check the candidate’s skills and his personality. A good recruiter know exactly what to do in order to verity the candidate’s profile and to guarantee a perfect match for the vacant position. He has to understand who you really are and if you are not bluffing about your credentials and your experience.

When the recruiter’s questions remain generic and he does little to prove your real skills few are the cases: he doesn’t really know what to do; he needs to fill the position very quickly; the company is disorganised.  

3. He forgot to call you

He set up an appointment for a x day at y time to a z location (to an office or on skype). He sent you an email and everything is written there, so you can’t be wrong. The x day come, you wait at the y time to call you, however minutes go by quickly and nothing happens. In the best case scenario he calls you one hour later to apologise for his delay; in other cases you call to remember him the appointment.

4. You ask questions about the company (and/or your career) and you receive generic answers 

Before signing a contract, you’d like to know if the company is solid, what are its plans for the future, your career prospects, etc. You have the right to ask these questions and the recruiter should reply to you accordingly.  If the recruiter doesn’t give clear answers you should seriously consider to quit and find a more serious company.

 

 

 

CV and Resume: why they still matter and how the candidate should write them

Resume

In the era of social media it’s easy for the candidates to reach HR professionals or recruiting groups. They usually reach those channels to ask questions and tips regarding how to get a job. And among the questions there’s a recurring one: are CVs or Resumes still important?

The short answer is yes. However I’ve notice that some professionals don’t recognise them as valuable tools anymore. This doesn’t help and generates a lot of confusion for a candidate. For this reason I’ve been thinking to make a guide for helping the candidates to make better decisions.

WHY RESUMES AND CVs STILL MATTER

To understand why a resume or a CV is important we need to think to ourself like products. Usually, before you buy something you start to look for information about that product. You compare it against similar stuff, you see which one costs less, which one is more valuable, etc. In short, your decisions are driven by information and by your personal tastes.

In the recruitment process it happens very similarly. That’s why these piece of (digital) papers are important. A CV is nothing more then a collection of information organised on a paper. A recruiter needs to process dozens, if not hundreds, of candidacies for a single position and he needs a way to do it fast. That’s why the CV still survives nowadays and remains a international standard in the recruitment process. It is a document which has the candidate’s essential data and it helps the recruiter in the first screening phase.

READ ALSO: WHY ANY RECRUITER SHOULD BE CRYSTAL CLEAR FROM THE VERY BEGINNING 

HOW A CANDIDATE SHOULD WRITE THE CV AND WHICH RULES HE SHOULD FOLLOW

You need to think to yourself as a brand and try to sell your brand to a person you’ve never seen before. It sounds challenging, right? Indeed, writing a good CV which catches the attention of the recruiter is not easy and, like any other market, the competition is very high.

Here we will report few simple rules which will help you to write your CV.

  • 1. WHO ARE YOU? WHAT ARE YOUR SKILLS? WHAT ARE YOU LOOKING FOR?

These are only few of the questions that you should be able to reply before you write your CV or your resume. Examine yourself carefully. It may sound strange, but not anyone really know himself, his/her own talent, his/her strengths and his/her weaknesses. This should be the starting point of any career decision. If you don’t really know yourself and what you really want it will be difficult to write a good CV.

  • 2. WHAT ARE THE COUNTRY’S STANDARDS FOR WHICH YOU ARE APPLYING?

It’s a good practice to understand the country’s recruitment standards. The European Union, for example, has proposed its own CV’s standard: the Europass. In the United States resumes are preferred over CVs, while in UK the CVs are first choices. It doesn’t make sense to send an Europass to a US company (in my experience it happened many times).

  • 3. CUSTOMIZE YOU CV BASED ON THE SECTOR AND ON THE POSITION FOR WHICH YOU ARE APPLYING

    A CV should be customized for a specific sector. If you are looking for a design job it’s good to be creative: you’ll show immediately your design skills skills. Usually, being creative is always good. You are going to sell yourself like any other brand, remember that? Online there are hundreds of good examples of creative CVs: try to take the inspiration but don’t copy/past someone else’s work, as a skilled recruiter will find out. You need to make your own work here, and I usually discourage to pay a company for making your CV (after all, they don’t know you).  If you are going to be creative remember however that standard information should be inserted as well: being creative doesn’t mean not being pragmatic.

    In short, a CV is a paper which already says a lot about some of your skills: analytical, organizational, written and design skills (just to mention a few).

The are other positions which don’t require excessive work and being creative can be counterproductive. For example, if you are going to apply as worker on an assembly line it’s better to use a standard CV.

4. GET INFORMATION ON THE COMPANY (AND IF IT’S POSSIBLE ON THE HR MANAGER/RECRUITER AS WELL)

If you really care to work for a company you should gather information about it. It’s a Fortune 500, it’s a startup, it’s a middle size enterprise? Does the company have a good or a bad reputation in terms of employees satisfaction? It will help you understand what’s that company really wants and if you are really suited to work in it.

Sometimes you may know who is the recruiter or the HR manager. If that’s the case, try to find information about him. Does he/she have prior experience? Does he/she have a solid background about HR and recruitment processes? What he/she thinks about cover letters?

If the company is new and the recruiter is very young, or at his/her first experience, don’t be surprised to see some bad behaviours.

Why any recruiter should be crystal clear on the salary from the very beginning

Woman hand girl glass

So, you are a recruiter and you are gonna write a job description to fill the vacant position in your company. This is a crucial step to catch the attention of the right candidate.

Usually, you start to describe your company and then you pass to write down the job description. You write what this job is about, the responsibilities and the skills required from the candidates. And in most cases, this is it.

It’s pretty uncommon to see the salary in the job description, or even the job type. It is a freelance job or a fixed-term contract? And above all: how much are you gonna pay the worker? Try to go on any job boards, pick up 10 job offers and search for the salary field. You’ll notice that only few will explicitly talk about the salary. And we are gonna explain why this is wrong, for the candidates and for the recruiters.

5 reasons why the recruiter should point out information on the salary

The salary is not the most important aspect for any candidates. Indeed, a lot of researches says that the salary is not  always their top priority. This priority scale is function of several variables: age; culture; nationality; geography; civil status; job category; job position. Just to name a few.

If the recruited has made a portrait of the perfect candidate, then he should already know what this candidate will expect in terms of money. It’s also good to take in mind that a person is unlikely to give out this information. They don’t want to appear as opportunistic or as people that are too attached to money. We should rationally assume that under the same conditions (benefits, job type, contract, career option, company reputation,…)  a person will likely prefer the job which pay more.

So, let’s explain in 5 points why any recruiters should be crystal clear on the salary.

1. You risk to lose time (and money).

Any recruiter know well how hard could be to find the right candidate. The hiring process is time consuming and it costs money to the company.

Imagine that a candidate catch your attention. You set up a meeting with him and during the interview you discover that he is not going to accept that salary. This is lost time that you could have be saved if you listed the salary from the beginning.

2. The candidate could lose time (and you risk to sully your reputation).

You need to think that the candidate is gonna lose time as well in the recruiting process. What’s the point to engage him in this process if you are not sure how he will react when you’ll talk about the salary? During the meeting, you should handle with people which are already fine with the salary level.

Nowadays, it happens often that we make interview on skype or any other VoIP platform. But it is not rare that a company requires a face to face meeting to know better the candidate. Now image that a candidate makes a long trip to arrive to the company headquarter. He awaits his turn kindly, comes in your office to have the interview…just to discover that the salary is not what he expected.  How would he feel in your opinion?

If this happens systematically, it’s just a matter of time before someone goes on Internet to express his disappointment. In this case there is a chance that the other candidates will join the conversation to share the same feeling. And in the worst case scenario that conversation could become viral. At this point it will be very difficult for your company to attract the best talents.

3. Transparency is a fundamental key for employees engagement. Be transparent from the very beginning.

Transparency leads to engagement, and engagement leads to a comforting environment and to more productivity. If you are transparent you will win the trust of your employees and they will feel that the company really cares about them.

Be transparent from the very beginning and you will add some points to the motivation of the new employee.

4. You could miss high skilled candidates.

Sometime a company is afraid that the candidate would pretend too much money simply because he is over skilled or he comes from a biggest enterprise.  In this case the candidate will be rejected without even thinking.

Write down any details within your job description: the age of the candidate; the salary; the job type. Everything. If you write the salary in your job offer this candidate knows what to expect in terms of money and you shouldn’t be worry anymore. So, think twice before closing the door to these candidates. They could have the tools and the skills to boost your company.

5. You are making a favour to bad companies.

If every company would be transparent on this matter it would be easier to drive out bad companies, which apply salary rates below the minimum wage. This is particular important in the journalism sector, where may companies rely on freelancers to cover their editorial needs.

 

 

 

Hello World! JobsIntoMedia is on!

JobsIntoMedia

Hello World!

I’m Raffaele Del Gatto, former HR Manager and World Editor of IBTimes Italy. My working relationship with the Newsweek Media group ended in June 2017, and since then I’ve been working hard to build this Job Board. The Website looks nice and everything seems to work just fine. Naturally, if you see any bugs you are encouraged to report them here. I’m very proud for the work that I’ve done alone and I’m very exited to see it running. I really hope that this Job Board will be useful to both companies and candidates.

Right now only companies can register and publish their job offers. Quite soon even professionals will be able to do so and to post their profiles and their resumes.

There is still a lot of work to do in order to make JobsIntoMedia the perfect environment for the sector. I wish that the project will grow fast. Soon other people will join the team and we will be able to start ambitious projects to serve the sector. So, stay tuned and join our social pages.

Oh, I forgot to tell you. The Job Board is completely free. Just register to the website and start to publish your Job Offer.