Totally not true that recruitment firms work harder if competing with another recruitment company. Let me explain.
Most recruitment firms in Thailand compete on price and not on service or the quality of candidates. A “contingency” recruitment firm will only be able to invoice their client if their candidate is hired. Only then will the recruitment firm receive an income and the recruitment consultant a commission.
Consequently, it now becomes a matter of speed. Who comes first with a box of resumes? Who gets a first shot at getting the candidates interviewed?
The root cause is that clients only pay a fee contingent on hiring a candidate (a.k.a. success based) who was presented by the recruitment agency (hence the term contingency recruiters).
Recruiters of course know that client companies often multi-list their job openings. Because all that the clients have to do, is sign a document that confirms they will pay a fee if they hire. Consequently there is neither commitment nor risk for such clients.
When poverty comes in at the door, love flies out of the window. An old proverb that conveniently explains why a recruitment consultant gives up easily on your job, in cases where a quick database and Internet search shows up no relevant candidates.
A recruitment agency consultant may easily work on 20 jobs at the same time. To beat the agency next door, it’s all about getting that resume under the client’s door before anyone else. This forces the consultant to be a lot less worried about what exactly defines the client’s perfect candidate. Are you thinking the same as me? It’s like throwing spaghetti on the wall; meaning a trial and error method – try whatever to see what works. But the recruitment consultant must move quickly to the next, hopefully easier, job to stand any chance of meeting targets and receiving a commission.
The irony of this mad circus is unfortunately not favouring hiring managers and their companies. Rather than getting full commitment when they get recruitment agencies to compete, they really get a lot less attention and service.
- Naively clients think, recruitment firms work harder when they are in competition on a search job. Totally untrue. Good recruiters put effort where clients are working in partnership and show commitment.
- Hiring companies think they will get a better spread of candidates. Mostly, they won’t. They will get more inappropriate candidates and recruiters competing on speed, taking shortcuts, and flinging resumes at the order. One quality recruiter, with time to do a proper job, will unearth unique hidden talent.
- Hiring companies don’t understand that dealing with many recruiters is time consuming, frustrating and costly. If they worked that out, they would see the benefit of getting one recruiter to do all the work.
via Why DO clients give out job-orders in competition? | Greg Savage – The Savage Truth
If you are old enough, you may recall the shampoo commercial, “You never get a second chance to make a first impression”.
You must have heard the saying that a first impression can make or break a business opportunity or relationship. That includes anything from meeting customers, pitching your business to new clients, to dating for a romantic partner, and of course very much to job interviewing. Continue reading “How you should dress for the job interview?”
Are you one of the many employees in Thailand who willingly accepted a non-compete clause in your employment agreement? Or perhaps you were forced to accept a non-compete as a condition for getting the new job?
In more and more countries around the world, the non-compete clause is illegal or it comes with a lot of restrictions. But unfortunately not yet in Thailand where employers can still demand that an employee cannot take work with a competitor for years. Continue reading “Do you have a non-compete clause in your employment agreement?”
Your CV is a personal Career Balance Sheet; like the Balance Sheet or Income Statement used in Accounting. The CV lists absolutely everything you have done since kindergarten, primary school, the first job to the current; it can include dates, periods, all training activities or articles, publications. You name it. It can stand the toughest of audits. Continue reading “Your CV is too long”
You have heard me talk about this before; the appalling service level to keep applicants and candidates updated on their interview process.
I met an executive the other day who was interviewed two months ago by a hiring company. So far, he has not received a follow up call or email, no thank you for considering a job with our company, nothing to say the job has been offered to another candidate (I’m just guessing because who knows?).
“Treat others how you want to be treated.” Continue reading “Talent Acquisition – Stop damaging your company’s reputation!”
Who does not love lists and rankings;, think: Thailand’s 50 Richest List to the Best Countries for Business to the Top Weirdest Most Promising New Jobs.
Forbes ranked 250 recruitment and executive search firms in 2017, the first ever such list. Boyden was in the Top 10.
In their new ranking for 2018, yes, Boyden is still there in the Top 10. Other great firms in the Top 10 include Korn Ferry, Egon Zehnder, Heidrick & Struggles, and Spencer Stuart. Continue reading “Who are the leading executive search firms according to Forbes?”
If you think that recruiters help you a find a job, I’m sorry to be the one to tell you: Executive search firms and recruitment companies find candidates for jobs – they do not find jobs for candidates. May I say, don’t shoot the messenger please (read: me).
When you call or email a recruiter, and ask if we can help you find a job, we can only do so if one of our clients has a job opening that matches your experience and skill set. Recruiters have to be focused on their clients’ needs. That is how the business works. Continue reading “8 reasons why you should hang-up when a headhunter calls”
If you want to know why recruiters in corporate Talent Acquisition departments and recruitment firms are considered in the same undesirable league as unscrupulous real estate agents and sleazy second-hand car salespeople, be ready for a blunt wake-up call.
Candidates complain to me that way too many HR people, Talent Acquisition departments, and Recruitment firms do not keep them updated on the hiring process. I just came out of an interview with a senior manager who took a day off to meet the multi-national industry leader about a big job; this meeting took place two months ago. Since then, no email nor phone call, no feedback or update what so ever. Continue reading “Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling”
My old boss told me: “If you hang around the night club until past midnight, waiting and waiting for that spectacular love-at-first-sight individual who would sweep you off your feet, you would most likely end up going home alone “.
In any hire, you must find a good balance, and make a trade-off if necessary, between three things; they are: Continue reading “Perfect Hires Don’t Exist”
Any chance you have been to New York the last 12 months? Perhaps visiting McDonald on the corner of Third Avenue and 58th Street to get yourself a cheese burger?
So this is how it works at that particular McDonald restaurant; you go to a touch screen kiosk, click the food and beverage you want. You use your mobile phone to pay… then pick up your hamburger that has been grilled to perfection by a McRobot.
I was recently the key-note speaker at an event for the Young Professionals of the German-Thai Chamber of Commerce. I was talking about how the YP’s could possibly compete with the robots in the future job market.
What does McKinsey and World Economic Forum say Continue reading “How you can compete with robots in the future job market”
Perhaps the most important thing you must get right, to leave a good first impression, is to get your greetings right. Whether you are a candidate coming for an interview or a sales manager trying to impress a prospect customer.
But which one I may ask? It could be a wai if you are Thai, a bow if you are Japanese, la bise (cheek kiss) to good friends if you are French, or a firm handshake if you are American.
Screw it up and not getting your handshake, wai or bow correct, spells trouble ahead.
Handshake, wai or both? Continue reading “How a wrong handshake will eliminate you as a candidate”
Once upon a time, Tom Sorensen, was an ordinary candidate who experienced almost every job search faux pas in the book. Today, he’s an accomplished search consultant with over 35 years’ experience and recognized as one of Thailand’s top recruiters.
If you’re looking for real advice from someone who’s been on both sides of the table, then look no further and visit the links below! Continue reading “Once upon a time, Tom was an ordinary candidate”
Last night over a nice Valentine’s Day dinner, I asked myself if he had an HR Director? I mean he as in Saint Valentine.
Well, I don’t think so. But since we were celebrating Valentine’s Day, what an opportune time to wonder what if? Valentine’s Day is associated with romantic love and has evolved into a time where lovers express their love for each other by presenting flowers, greeting cards and confectionery. Continue reading “How Valentine would select his HR Director”
Can you remember when HR was called the Personnel Department and typically reported to the Head of Accounting? Back then, people were seen as a number or a cost in the company’s income statement.
It’s probably only 10 to 15 years ago that we in Thailand became familiar with the words HRD and OD. And it was also about that time where universities in Thailand started to offer HR and organizational development in their HR curriculum. Since then we have seen HR Business Partner being introduced in bigger organizations or more recent HR Analyst. What’s next? Continue reading “The obvious reality is that HR has never been your friend”
That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.
Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”