Talent Acquisition – Stop damaging your company’s reputation!

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.”

This is an old saying which means that if you want to be treated with respect, treat others with respect and then they shall treat you with respect. It also means that if you treat other people with arrogance and disrespect, it’s a no-brainer how they will refer to you and your company.

So please, all recruiters working for third party recruitment firms or in corporate talent acquisition, let’s be much better when communicating to those who took time off to come and meet us for a personal interview.

If you are in the process of hiring staff, may I recommend you click on the link below to read the full story from Alex Wayt, FindMyRecruiter. It will no doubt inspire and help you build a brand for your company as an Employer of Choice.

The recruitment industry suffers from a lack of trust. Now, we can’t just lay the blame on a few unregulated recruiters offering terrible service here – hiring companies who fail at candidate experience are equally at fault.

There are numerous cases where an employer regularly misleads, poorly communicates or mistreats candidates, but it’s easier for them to point the finger at third party recruiters. Talk about shooting the messenger, right?

If you’re a candidate who’s been through this yourself, my advice is to hold the company accountable. Instead of taking it out on the recruitment company, take a trip to Glassdoor and let the company have your honest feedback. (Go on, let it all out.)

“Candidate experience has never been so critical to the growth of a company.”

via Talent Acquisition – Stop damaging your company’s reputation! — Find My Recruiter

Who are the leading executive search firms according to Forbes?

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?”

8 reasons why you should hang-up when a headhunter calls

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”

Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling

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”

Once upon a time, Tom was an ordinary 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”

How Valentine would select his HR Director

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”

Artificial Intelligence no match for headhunters

No match as in AI not being as good, strong, or clever as human recruiters who can actually SELL a job.

The U.S. Bureau of Labor Statistics once reported that 83% of a labor market is passive, meaning people are not actively looking for a new job. And consider that only about 20% of the six to seven million higher educated Thais are registered LinkedIn user (and a lot less are regular users that is). So what does that tell you? Continue reading “Artificial Intelligence no match for headhunters”