Job Progression is Important, But Why?

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For a couple of weeks Curta has been running a free webinar series every other week geared towards Recruitment Professionals and Agency Owners. We’ve had such great turnout at all of our sessions that we’ve decided to get ready for our next weeklong training session. Below is an excerpt from our last Recruiters Foundational Course:

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As you progress in your Recruitment career, you understand that you can tell a lot about a person based on their resume. When sourcing candidates, Recruiters should always be wary of the resume with no clear job progression or a big break between jobs.

If you see a big break, you should take a big step back.

A break in job progression can say a lot about the person behind the resume, and as I always say, “Past behaviour indicates future behaviour.”

Longer they climb, the more they know.

A candidate who has spent time climbing the career ladder has clearly invested time into learning the ins and outs of the industry in which they work. Someone who has been climbing the ladder within a certain organization, or has a very clear and developed job progression has certainly had more in-depth and valuable training than someone who has jumped around in his or her progression and career choices.

This candidate would also be interested in training and development opportunities, with a significant interest in continuing to progress their career.

This is also valuable information for your client if they end up liking that candidate, it tells them how much they will need to invest into training for that potential employee.

Expect them to keep jumping if they tend to jump around.

Looking at a resume with a lack of focus and career progression is a direct reflection of the candidate. If there is no clear progression on their resume or they often take time in between jobs, it can mean that it will be very difficult to tie that candidate down for any period of time.

Tells you how to approach them.

Aside from predicting future behaviour, a candidate’s job progression is a great way to determine your approach. A blanket approach with all levels of experience is an ineffective way of attracting to quality candidates. Remember to respect the qualifications and tenure of those you’re contacting.

Salespeople are the exception to the rule.

As always, salespeople are often the exception to the job progression rule. There is often very little standard job progression in sales. They can go from a manager to a vice president within a couple of years, only to go back to a managerial role.

An important rule to remember in terms of job progression is simple, “Past behaviour indicates future behaviour.”

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As of April, we have officially kicked off our 2015 Spring Training programs in tandem with our free webinar sessions. Our next Recruiter Foundational Training Program will be taking place June 22nd – June 26th from 9AM – 12PM EST each day. In the following weeks after the completion of the class, our professional Curta Coaches will be available for personal training sessions to assist in your advancement.

We are happy to say that our last graduating class has made $50K in billing since the end of the Training Program in April and are sure we will have the same success with our next class.

For more information about the upcoming class click through to the brochure here. To register for the class, please do so via PayPal through this link. As always, for more information please feel free to contact Rebecca Sargeant at (905) 627-5060.

This is Why People Hate Us

What happens in this video is why candidates hate the Recruiting Industry.

Every time an untrained, desperate Recruiter steps out into the marketplace and mass emails canned responses to candidates, the reputation of our industry takes yet another hit.

If you’re not concerned about the reputation of the Recruiting Industry, then you should at least be worried about your own. If your Recruiters are sending irrelevant job offers to unqualified candidates, they are hurting your brand. Do you think that top talent is going to want to work with green Recruiters that are desperate to jam a candidate into an open position?

If your Recruiters are untrained then they are NOT ready to be in the market.

Thank you so much to Matrix Resources for posting this video!!

8 Steps to a Stress-Free Job Change

In our busy world it is difficult to make changes without planning. Buying a new house, new relationships and changing jobs are a few examples of the most overwhelming time in our life. Without planning, they can seem almost impossible and cause you to make the wrong decision.

Changing jobs is very stressful, and the idea of “sneaking around” behind an employer is taxing.

Here some tips on planning a successful career transition:

Set out and clarify your career goals.

This is the step that most people miss. They know that their current place of employment is not working, so they know exactly what they don’t want, but don’t plan where they’d like to go instead. Think about company culture, career advancement, location, flexibility, management, and income. Remember, this isn’t a wish list, but a plan of action. Set priorities and good things will follow.

Open a new personal e-mail account just for your job search.

This is one of the first things you need to do as it will be one of the primary channels of communication between you and prospective employers. This is for your career search only. Cover your bases. Personal e-mail accounts are usually safe, but if they are forwarded to your work account or smart phone, they will cycle through your employers e-mail server and could get you caught.

Update your resume.

Rule of thumb here is that you should be updating your resume every year, so this is something you should already be doing on a regular basis. The regular rules of resume writing still applies here. Submit your resume the way you would submit a candidate to your hiring manager.

Reach out to your personal network.

If you know someone who works at a company you are interested in, take them out for coffee and pick their brain on working there. Get referred into an appropriate hiring authority. Many companies have referral bonuses. Your friends will be more than happy to put you in contact.

Connect with a Recruiter who knows your industry.

A good recruiter will know everything about your industry, including who is hiring and standard salary ranges. Take the time to meet and understand the Recruitment Professional to understand how they work. Agree to certain terms for your search as you do not want to be bombarded with every job opportunity simply because your terms were too loose. As well, every company you have already represented yourself to should be communicated with your Recruitment Professional.

Get your professional and personal references in line.

Make sure the business and personal contacts are aware that you would like to use them as a reference. If you are in a small industry where everyone knows everyone, it can be risky.

Plan ahead on getting out of the office for potential interviews.

Taking sick days, coming in late or leaving early several times a week will raise suspicion. Plan whole days off or work-from-home days where you can step out for a couple of hours to “run errands”.

Interview attire.

If you have to leave directly from your current office and you have to maintain the business casual attire, plan on an outfit that can be upgraded when you leave. For gentlemen, it can be as easy as adding a blazer and a tie. Or even changing your shirt in your car and adding the tie and jacket. Maybe even switch from loafers to dress shoes. For the ladies, changing shoes and adding sharp accessories can dress up a casual outfit.

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Taking the time to plan will ease the stress and make your search an enjoyable one. It may take some time to find that right career move.

I would love to hear more suggestions on how to make any job search more enjoyable and safe for everyone.


David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list for more information about upcoming training sessions and coaching openings.

I Don’t Train Hiring Managers, I Fix Them

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All of the hiring managers that I’ve met are really great at their job. They are effective managers and great leaders; but not so good at hiring.

Many of the hiring managers that I’ve worked with don’t understand the challenges in the marketplace, or the process that most recruiters take when looking for the perfect candidate. Hiring managers are great managers, but most don’t work with recruiters effectively.

The communication and cooperation between the hiring managers and recruiters, and sometimes even HR, becomes a barrier so information gets lost along the line. This means that the level of quality expected from a candidate ranges adversely from manager to manager. There are managers who communicate their job requirements well, and there managers who don’t. None of this is a reflection on their skill as a manager, but rather their ability to communicate with their recruiter.

Fixing a Hiring Manager comes down to a fundamental understanding of the recruiting process and what your business actually needs. Make sure that your hiring manager has a clear understanding of how they should interview for this role, and what they should be looking for when screening resumes. Clear guidelines should set up when planning for the role and writing the job description, not to mention company branding and candidate experience becomes an essential aspect to manage.

Everything revolves around communication and how to speak effectively with recruiters. You don’t need to train a hiring manager; they already know what they’re doing. Just iron out the kinks so that you can find the right people to build the business.


David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list for more information about upcoming training sessions and coaching openings.

Two Ways Poor Communication is Sabotaging Your Placements

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You’re submitting candidates and your hiring manager is turning them down again and again. Your candidates are getting into interviews and all of the sudden the deal is blowing up. It happens to the best of us and most of the time can be avoided with sound communication between the recruiter and the hiring manager.

The biggest problem that I run into with hiring managers is the split in communication. Oftentimes you’ll get the job requirement from the hiring manager and they’ll fill in the blanks, giving you a better understanding of the personality they’re looking for and what kind of person will fit well with their team.

The recruiter will start their search and find candidates based on what they understood on the initial conversation with the hiring manager and one of three things will happen:

The hiring manager will shoot down every candidate you submit. This is usually because of a misunderstanding between recruiter and hiring manager. Did you misinterpret the needs they have? What did you miss in that initial conversation?

Candidates will land an interview, but they are never the person your hiring manager is looking for. The hiring manager will say something like, “They weren’t a fit for my team” and shoot down the candidate despite how perfect they were on paper. Solve this problem by asking to quietly observe an interview.

A great example of this is a hiring manager I had worked with in past. None of my candidates were getting past the interview, so I asked if I could observe to figure out what was happening during the transition from paper to person. It turned out that the hiring manager was interviewing for a different job than I was recruiting. The weighted importance of the requirements was not matching up on paper, and the job wasn’t as junior as the hiring manager had implied. With two different jobs rolled into one, no wonder the managers were having a hard time filling the positions. We adjusted the questions and the job description to find more suited candidates.

The third situation? Everything works out perfectly.

Avoid sabotage by making sure that your hiring manager knows the importance of a good job description. When they ask for five years experience, ask them exactly what five years of experience in that position will give your candidate. Clarify what you don’t understand and get into specifics.

Everything comes down to an accurate job description and excellent communication between hiring manager and recruiter. If you have a bad job description, everything will slide from there.


David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list to stay updated on upcoming training sessions as well as coaching openings.

Build Your Agency from the Bottom Up – Free Webinar!

Curta is presenting Build it From the Ground Up, a free webinar focused on moving from just your desk to an entire agency.

The webinar will be on Friday May 15th from 2:00 p.m. – 3:30 p.m. EST with limited registration space available.

Jeff Chaponick, the CEO of MAC Executive Recruiters, will be on hand answering your questions about how he took his business from the ground floor to a team of 100 Recruiters. In 2015, MAC will be on track to bill enough to climb into the top 10% of recruiting firms.

Jeff will be welcoming questions from other independent business owners about growing their own agencies and expanding into 2015. All questions must be submitted ahead of time to Rebecca Sargeant, who will be moderating the call. Please submit all questions to rebecca@curta.ca before the webinar date.

Join the webinar at this link.


22c88caJeff Chaponick was in the garbage business and sold his company to Waste Management, retiring to Florida at 33. Six months into his very boring retirement, Jeff met the owner of a new Management Recruiters International (MRI) franchise who helped Jeff start his recruiting career.

Jeff became a top 10 (out of 5000) recruiter for MRI globally and was then recruited to join the Lucas Group. Jeff did this for several years until he decided to form his own firm in 2002. Since then, MAC has acquired a team with more than 100 years of experience among its managers alone, and has doubled, even tripled, in size year-to-year.

You’re a Recruiter, Not a Used Car Salesman

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There is a split in this industry; the people who chase a job req and the recruiters who care about growing a candidate’s career. I like to think I’m the latter.

As a recruiter and a business owner, I operate on honesty and trust. If I help you grow personally and professionally, you help advance my career. It is reciprocation in its purest form. I am not looking to jam the first suitable candidate I find into a job position that they are not interested in. If I have your best interests in mind then I build my brand on integrity and trust, instead of cheesy sales tactics. I am not a used car salesman, but a recruiter.

If I call a potential candidate, I’m not selling a job that isn’t suited to their lifestyle. If this potential candidate has a sick mother and four children to care for I’m not pitching the opening I have halfway across the world.

Ask if they’re looking to advance their career. If they are open to moving their career along, then slowly ask what their dream job would entail. If their next step is to a job that involves a lot of travelling and they’re looking to see the world, then tell them about the opening you have in Hong Kong.

It only takes 30% of the recruiting industry doing it badly before they give everyone a bad name. Bad hunters shoot at squirrels, purple squirrels. If you’re looking for big game, don’t fire your gun without thinking.

In our industry, it’s not about chasing req’s. It’s about helping businesses and candidates meet personal and financial goals. Recruiters build the workforce and develop businesses through staffing.


David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list for more information about upcoming training sessions and coaching openings.

This Isn’t About You…

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Everyone lies.

We all lie just to get through the day. It’s the lubrication of life.

If all of us didn’t tell the occasional white lie, society wouldn’t function as a unit.

Your candidate will ultimately lie to you. They will lie on an application, or they’ll lie on their resume. Don’t take it personally; it’s not about you. As far as your candidate is concerned, you are a stepping-stone to their dream job.

However, don’t let the lie go. If you think that your candidate may not be truthful, you need to address it. A small lie will be a big deal if your candidate makes it all the way through the hiring process. Your candidates are your brand, you don’t want to a client to have a bad experience with your dishonest candidate.

It doesn’t matter how perfect a candidate is, if you are not upfront about their past there will never be a positive outcome.

Good headhunting is never personal. It’s not about you!


rebecca_smallFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list for more information about upcoming training sessions and coaching openings.

The Future of Recruiting

Businessman drawing strategy concepts

I’m sure some of the old school headhunters can remember when they didn’t have access to an email address at work. When recruiting was still pen and paper, with only the phone and a maybe a fax machine keeping you company in your office.

A time before you could Google someone’s email address and find out almost everything out about them.

A time where online presence didn’t exist and you couldn’t screen a candidate by checking their Facebook profile.

The amount of lead generation that you can get from a couple of well-written and well-timed emails has virtually changed the way that we do business today, so the real question is what’s next?

How do you get the attention of that potential candidate if their email starts to get too jammed up?

The majority of recruitment professionals carry their cellphones with them at all times, so is text messaging the next step? Marketing software like Constant Contact and Instant Customer already have SMS Marketing capabilities. So do you start sending targeted text messages?

Do you text a candidate for that first contact?

Where do you think the future of recruiting is headed?


rebecca_smallFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list to stay updated on upcoming training sessions as well as coaching openings.

Do You Really Understand?

The first thing you need when reading a resume is a basic understanding of what this potential candidate actually does.

This goes beyond their job position and what industry they’ve spent their time.

Do you understand how they contribute to the bottom line? Do you understand how their production is measured? Do you understand how they make money for your client?

You should really KNOW your candidate.
You should really KNOW your candidate.

Like we’ve said before, your candidates are your brand, so you need to make sure that you can spot a top performer amongst all of the other candidates. If you have a better understanding of what they do and how they contribute to the development of a business, then you have a better understanding of how you can market their skills to your client.

Nothing matters more to any business than production.

Understand how a candidate benefits the bottom-line and the job orders will start to pile up.


rebecca_smallFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Our next session is April 13-17 to teach Recruiting Fundamentals, contact myself for more information about this training opportunity. Click here for a brochure or here to Register Today.