Author: Naomi Marshall

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.

CV’s – The basics do matter!

Posted on by Naomi Marshall

2 facts:

  1. As a recruiter I see hundreds of CV’s a week (no surprises there)
  2. Every day I see CV’s that are disappointing

There I said it. It’s out there and if I’m really honest with you there are some that are WAY worse than ‘disappointing’…  and it’s not just from junior or less experienced candidates. Senior candidates eg, those with a lot more experience in the workforce and letting themselves down in this department.

However, the positive point here is that it can be corrected/amended/adjusted very quickly. The first step is simply identifying that you need to make some adjustments.

Here are 5 tips regarding some of the very basic parts to ensuring your CV won’t let you down during the recruitment process:

1. Correct spelling, grammar and punctuation DOES matter. Especially for senior EA’s who will be expected to represent their bosses and company brands with a high volume of written communication. Remember that whilst you may feel your CV is only a paper or soft copy document of your experience and once they meet you then you will really shine. The truth is it’s the very first thing a potential employer or recruiter will see.

You may have looked at your CV 20 times, a recruiter/employer will look at it once. Often for less than 1 minute. If there are errors, trust me they will pick them up in a nano-second. Please take the time to stop and read each line. Ask a friend/old boss/respected business operator to glance over it for you if you are still worried that it’s not perfect.

2. Your CV is a work in progress. Formats and layouts change as years go on. You can’t exect t create a document then keep adding roles to it as the years go one. What looked modern and up to date 5 years ago can look very outdated now (eg the Times New Roman font v’s Calibri). Fonts and style guides change. Great fonts can be downloaded easily for free now so take advantage and put in a small amount of effort for an effective result.

There is so much great information on the net now about good CV layouts. Start searching and do your own research. Make the effort as the end result is your livelihood. Isn’t that worth making the effort for?

3. ALWAYS PDF your CV. That way you know that what the reader receives is exactly what you created. If you have put in the effort to stylise your CV and then send it through as a Word document the formatting and fonts can change.

I know that a lot of recruiters want to receive your CV in a Word document. That’s simply because they want to reformat your CV into their own report format if they send it to a client. Have a word doc of your CV ready to go in case they request it (or tell them to buy the right Adobe software to convert a PDF back to work – or maybe I’m just being cheeky).

4. With dates, you don’t really need to include the day of the month that you started and finished but you should definitely include the month. Eg January 2015 – March 2016. This shows me that you worked there for 14 months. If you only had 2015 – 2016, what does tell me? You could have worked there for anywhere between 24 months – 2 months, or any amount of time in between.

Often I hear a candidates say “but I was only there for a short period of time and I don’t want to draw attention to it”.  Well in that case it’s going to come out eventually when a recruiter/employer asks you the correct dates so be on the front foot and put the months in, then include reasons for leaving on every position.

5. The final one is regarding the tense you use to speak to your audience. Eg Present, Past or Future. Eg if you are in a role currently you should communicate in present tense and if it’s a role you have left then you should use Past tense.

In addition, remember that every time you add a new role onto your CV also include an end date for the role previously (eg the role you have just left). I often see the wording ‘present/current’ listed for the most current role and also the one before it. I know this has simply been an oversight and the candidate has missed updating it. However, again take the time to ensure this is correct and don’t allow a recruiter/employer to correct you!
There are so many other factors to consider when putting your CV together and these points only outline very some of the very small details. Many CV’s are very good however, with a couple of small tweaks they can still be elevated to a higher level.

Take 5 minutes to triple check your own CV and ensure you are confident it’s the most professional reflection of you and your experience that it can be.

 

Do’s and Don’ts of Social Media and the Workplace

Posted on by Naomi Marshall

There is no doubt about it – Facebook and social media are just part of our day. Checking in, liking and sharing is just part of most people’s daily habits. But how should you manage your social media activities in the workplace?

Here is the thing: You are being paid to do a job. You are being paid for (most often) 8 hours of work, give or take. You are not being paid to talk on the phone to your mum for an hour, send your friends snapchat selfies from the water cooler, take 2 hour lunch breaks, arrive late every day and take 20 sick days.

So that may be worst case scenario – but let me tell you, that is definitely a real case scenario. We see it. All. The. Time.

Here is a little list of the do’s and don’ts of how to use social media for personal reasons in the workplace.

Do:

  • Check your personal emails, Facebook, Instagram, Twitter, Snapchat or anything else that is currently trending, on your way to work and on your way home. Consider this to be your window to get all your updates.
  • Put your phone on silent as soon as you arrive at the office.
  • Take a lunch break and use that time to login to your social media.
  • Use your discretion and check something if you need to, or respond to a message, text message, etc.
  • Put your phone in your top drawer if you are easily distracted or get a lot of pop ups and messages on your screen.
  • Use LinkedIn if you need that social media fix. Login, like, comment or share on something work related. Learn something new. Then close the window and get on with your job.

Don’t:

  • Login to your Facebook, Twitter, etc on your work computer.
  • Get involved in chats or posts that involve your time, concentration or energy during work hours.
  • Look at your phone every 5 minutes. Every 10 minutes or every 20 minutes.
  • Assume you are being discreet and your boss won’t realise. They do.
  • Document your day at work in selfies and updates.
  • Don’t waste your workday, your boss’s time or your employers money by surfing Facebook or Instagram on their time.
  • Don’t be afraid to occasionally check a post or look something up quickly when you have a moment. If you are doing all of the above, you are obviously not take advantage of the situation and your boss most likely won’t mind if you have to quickly do something on social media of a personal nature.

We get it, sometimes things come up and social media is part of our every day lives. But just like all good things, it is about balance. Do your job when you are at work. Leave the social media for before, after and during your lunch break.

Unfortunately, it seems that often people are assuming that being on their phone and checking social media is a given in the workplace and a right. It is not and it will not end favourably if your boss feels that you are spending too much time on social media when you are in the workplace. We encourage you to follow the above guide and use your common sense when it comes to social media. Essentially you are paving the way for future workplace rules and employees.

If you want to talk more about office and workplace do’s and don’ts – check out our Sprint Coach.

 

 

 

What Should a Candidate Expect from a Recruiter?

Posted on by Naomi Marshall

A good recruiter will partner with a candidate during their job search and often well into their career. Just like all professional relationships, there is always a limit to what the recruiter is able to do (we cannot force a client to offer you a job), but all candidates should expect the following to happen when dealing with a recruiter. (Sadly, this is not always the case but rest assured, there are plenty of great recruiters out there willing to do all these things and even go beyond!!)

A Face-to-Face Interview

Before a recruiter sends your CV to a client or company, they should have met with you and interviewed you first. From time to time (when urgency is a problem), the recruiter may wish to telephone interview you, or set up a Skype meeting. However in any case, they should absolutely have spoken with you in detail first to understand your experience and what you are looking for. This is as much about an opportunity for you to get to know the recruiter representing you, as it is about you having the opportunity to demonstrate your skills and personality.

The better a recruiter knows you, the easier it will be for them to sell you into their client, and the better your recruiter can explain to their client why you are the right fit and have the right skill-set for the job. Hint: If the recruiter doesn’t know you, they won’t be able to fight for you and back you when it comes to the crunch.

Advice on your CV, Presentation & Interview Tips

Recruiters advising candidates on any improvements that can be made to their CV is part of the service. If you have a terrible CV, but excellent experience that is clearly not represented in your CV – your recruiter should tell you. Any advice or tips that they give you should be constructive and helpful. Again, we want you to get the job and sometimes a little guidance is needed (remember that we are experts on this.)

A recruiter lives and breathes CVs, candidates and clients. We know what we are talking about and if we are telling you, it is because we want to help you.

Briefing before an Interview

Before you go to a client interview, your recruiter needs to brief you about the company, the person you are meeting with and what they are looking for in a candidate. This DOES NOT mean you are not expected to do your own homework and research, however, a good recruiter will give you as many pointers as they can to help you succeed in your interview. It is after all, in their best interest for you to smash the interview!

Feedback on Interviews

Your recruiter should be able to give you feedback on all your interviews, including your interview with them. We can often help guide and advise on where you can improve your interview skills after the first interview (and we hope to pick up anything that could be an issue for a client in that interview – hence the importance of having a face-to-face meeting with your recruiter in the first instance).

It is part of our job to speak in detail with the client after your interview. From that conversation, your recruiter should be able to give you feedback on your meeting with their client and how you went.  Take this feedback on board, as it could be the difference between you nailing your next interview and totally flunking out!

Follow up

A good recruiter will care where you land. Whether they place you, don’t have any appropriate jobs on at the time or don’t in fact place you in your next role – they should follow up with you and keep in touch. A candidate should always expect a follow up email, text, or phone call from their recruiter.

On the flip side of this – you too can follow up with your recruiter.  A solid, two-sided relationship is ultimately the best type of relationship for a candidate and recruiter.

A Friendly Ear

This one is a tricky one as we are all super busy and from time to time, this friendly ear is taken advantage of/the line is a little blurred. BUT any good recruiter will be available as a friendly ear to their candidates.

We understand that just because we see people going through the recruitment phase every day, doesn’t mean that the candidate does as well. As recruiters and consultants to businesses, we are speaking with HR and business leaders daily so we do know a lot of what is going on in companies and how businesses work. Just like in all of life, we appreciate that our knowledge and experience is better shared than kept bottled up. A good recruiter will be available as a sounding board and able to offer some insight when a candidate needs.

Just like in any industry, there are plenty of average recruiters out there but there are some really great ones too.  More often than not, it is the candidate and recruiter who establish a really solid ongoing relationship, that have the best outcomes.

For Naomi and the team at Sprint, we pride ourselves on having genuine and long lasting relationships with our candidates throughout their careers. It is not uncommon for us to place a candidate in several of their roles over the years that pass. This is recruitment at its best. It won’t always work like this, but we hope by sharing the above, you know what you as a candidate should expect from your relationship with the recruiter.