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Part 2 By Paula Beezehold, 26 February 2010
In the previous edition of talent torque®, JSM Appointments shared some insights gained from questionnaires sent to clients and candidates regarding their experience in dealing with external recruitment consultants. As recruitment consultants serving the engineering profession, JSM Appointments is in the ideal position to identify the needs of both clients and candidates, and voice concerns and advice from both parties.
Word of advice
The questionnaire required of candidates to indicate what attracted them to a specific job; and of clients as to the advice they have for prospective candidates to better their chance for successful placement.
To feel that one has a meaningful job where one can make a difference contributes to candidates preferring one job over another. Friendly people and pleasant working conditions also have a big swing factor. Money is important but not an overriding consideration. Faye Milner, HR Manager of Lycopodium Minerals, agrees, saying that individuals are increasingly reluctant to move from their current jobs unless they are certain it is the right decision – whether the new job pays a couple of dollars more is not the deciding factor.
Gordon Williamson, Operations Manager on the Gorgon LNG project in Chevron, adds that on the financial side a big incentive remains a sustainable salary package, i.e. a package that improves credit rating or enables a mortgage application, provides pension contribution, profit sharing, stock holding or free medical. A job where one can have mobility as part of career progression is also listed.
From a candidate's perspective adequate homework needs to be done on the company the candidate expresses an interest in. Read the position description, have a list of questions, review the company website and dress appropriately. Be honest about what you are looking for – if the specific job isn't it, you won't last long anyway.
Milner advises candidates to be flexible and not demanding. “Some candidates immediately ask what the salary is going to be without first having a discussion. The most important thing is to learn about the position and the company, and only when the employer selects you as their preferred candidate will they be more likely to negotiate on remuneration.”
Western Power's Resourcing Team Leader, Workforce Capability, Emma Hibbs, advises candidates to significantly reduce the length of their CVs and improve the quality of the information contained in it. “As an employer I want to see a brief summary outlining key skills, experience and personal attributes. If relevant, 5-10 years work history briefly describing areas of responsibility can be included, but more important is highlighting key achievements and relevant qualifications and training.”
When it comes to recruitment consultants prospective employers should ascertain the reputation of the consultant. “Use professional recruiters, not body shops,” says Williamson. “Confirm that the company has defined recruitment processes for the entire recruitment cycle from job description, to compilation to offer, covering either specific disciplines or job levels. Confirm the competency of the recruiter to conduct systematic screening, interviewing, and selection analysis. Look for hard evidence of training and experience in all aspect of assessment techniques.”
In order for a candidate to develop and manage a good relationship with recruitment suppliers, the candidate needs to be honest and stick to one or two suppliers to represent them,” says Milner. “Don't saturate yourself in the market. Be patient.” Hibbs suggests that candidates attend face-to-face meetings and maintain appropriate contact so that the recruitment consultant knows for which positions to contact the candidate. “Also, do not over-market yourself with multiple agencies,” she confirms.
The bottom line is to choose your recruitment supplier carefully and making sure that they are knowledgeable of your market. Establishing a good relationship with a reputable recruitment partner can save organizations a lot of trouble, time and money and ensure that the right person for the job gets the job.
You said it
What would you like to change in the engineering recruitment industry?
· Establish a professional body to exercise control in the industry and implement standards which need to be adhered to by all recruitment agencies.
· Treat me as an individual, not another number.
· Consultants who are less sales driven and have a good understanding of the market and engineering profession.
· Greater respect for the HR departments.
· More opportunity to share the risk while the recruitment process commences, especially in the contracting business.
· No submitting of candidates without backup of traditional recruitment processes like interviewing, reference checks, etc.
· Be more proactive. Identify critical skills and develop talent pools that are a match for the organization's culture.
How does your company benefit from using external suppliers?
· Access to a wider pool of candidates.
· Getting more senior vacancies filled. It is a conflict of interest for HR to do it internally – depend on a reliable supplier who has the right contacts within the industry/company.
· When they are true partners with HR and able to develop a talent pool of suitable candidates, the time to offer is reduced and the overall retention rate increased.
· Getting the right candidate when using honest suppliers. The process can be lengthy but benefits are exponential upon placement of the right candidate.
· A very small number of recruitment consultants are very good. These are often from smaller organizations who work hard at building relationships.
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