JOB MATTERS RECRUITMENT LTD’s Post

OK...I bit...🦈 and I know I shouldn't have, but it's honestly so boring and tiresome seeing the same nonsense posts do the rounds on this platform. Usually I try not to add to the noise but hopefully this post will add some kind of value 😂 The 'No agencies please' line sometimes seen on job ads... Why do (some) agency recruiters take this SO incredibly personally? A company, that you likely haven't even bothered to prospect, is hiring for a job which, as part of their role and the associated recruitment process, requires external advertising. Fun Fact - if you believe so strongly you can fill that role and are the perfect recruiter for it, the company should have long been on your radar and you should have been prospecting and relationship building in anticipation of a role like this coming up. Now the other piece that seems to be getting peoples knickers in a twist is that (some) agency recruiters truly believe that the only way for a role to get filled is with external assistance (plot twist: we have been operating at a 98% direct fill rate for years and I personally filled over 150 roles in 2021/22 with only 4 coming via an agency due to time constraints and capacity 💅🏽 and yes I will absolutely dine on those stats til the end of my days because I am bloody proud of that achievement 😂) Fun Fact - TA folk, and especially those with an agency background, have the exact same capabilities as those wanting in on the role. We too have a passive network and are aware enough to pipeline and talent pool for our open AND upcoming roles (because we often have insight of whats coming our way). And the line 'no agencies please' doesn't stipulate anywhere that we don't actually work with agencies. Theres nothing to say that we don't already have existing relationships in place and have our agency partners already working on the role QQ - agency friends, you always tell us we should work with you exclusively so if we already have someone working the role, doesn't it undermine everything you tell us to then speak to, and add, multiple agencies to the same vacancy? 🤷🏽♀️ Anywho, I hope this clears things up and highlights that the line really isn't there to upset, offend or undermine anyone, its to save our inboxes from spec CV's and allow us the time to do what it is we're here to do. Thank you & Goodnight x 🎤 (oh and link in the comments to the comment that prompted this post in the first place!)

Can Recruiters Find You on LinkedIn? Can You Find Them? Here's a twofer for job seekers: And if you want an all-in-one summary of your LinkedIn to dos from a recruiter point of view, here it is. I know we've seen these lists lots of times, but this one is up to date, and is written based on how recruiters use LinkedIn to find candidates. Good to know. https://lnkd.in/gK2-YbTG In case you're job hunting and you're hoping to find a recruiter, here's some advice. This article has screen shots. I found it very useful, with "bettcha' didn't know" tidbits. https://lnkd.in/gVYdpHKM

Why do you need to self-Google regularly . . . whether or not you’re job hunting? To know what people who Google “your name” will find out about you. And to safeguard your online reputation and personal brand. Like most people, you probably Google people's names before you hire them to do work around your house or provide some kind of service, unless you've gotten a strong recommendation from someone you trust. Executive recruiters and hiring managers at your target companies are no different. If you’re a candidate of interest, they will Google “your name” to find out as much as they can about you, to help them assess your fit. The hiring process is costly. Hiring professionals don’t want to waste time and money on candidates who are unacceptable or undesirable. They use social media to source and assess candidates. Anything you post to your social media accounts that is open to the public will be available to them, to help them decide whether you’re a potential fit for them. #onlinereputation #onlinepresence #jobsearch #personalbranding https://lnkd.in/dP9WHMU7

Having trouble identifying an authentic job offer email? I have recently found myself, like many others, throwing out applications to any position I am a good fit for. First Advantage was among those companies that I applied for, and I conveniently received an email from a supposed Hiring Manager for the company. In emails from atypical sources, one of my key takeaways is the verbiage used in the head and body of the email. Well, they checked that box off. It's on the road to authenticity. I might want to let them know I'm interested! Let's take a closer look at the image below. 1) Is this domain name on the email valid? Is it typical to only have your first name before the domain name? Would their email address not be careers@fadv.com? There are many questions we could ask here, but I'll shelve that information for later. 2) Credentials! Joseph Cooper is our supposed hiring manager for First Advantage, with a company image that does not load properly. An address, along with the company's main page URL is provided as well, but curiously, no contact number. With these two main pieces of information, we have gleaned that additional investigation should probably be taken, before assuming this email is legit just because they know where punctuation marks go. Personally, I contacted First Advantage and inquired about their Hiring Manager. The email address & the name of our recruiting friend is non-existent in their database. LPT for my job hunters out there; if you are ever unsure of the authenticity of an email, cross-reference it on the company's website. If your own research fails you, contact the company yourself and ensure it's the real deal. Happy hunting!

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Finding and Attracting the Exceptional, demands Precision. Would you trust an executive search agency that posts job ads to find top-level talent for your organization? As a corporation, when you’re looking for executive talent, you expect a tailored, precise approach—not just another job ad. Yet, it’s interesting to see how many executive search agencies are relying on job postings to reach candidates. Lately, there seems to be an exact frequency of these ads everywhere—no matter the location or industry. If you do a quick search right now, you’ll see it too. It raises an important question: Is this really how we want to approach executive search?. Probably, there is something else going on, but that is a matter for another moment. Hiring top executives is one of the most critical decisions for any organization, and it requires a specialized, targeted process. When an executive search agency resorts to job ads, it signals a lack of access to exclusive talent pools and personalized networking. This mass-market approach not only dilutes the quality of candidates but also reflects poorly on the agency's ability to deliver tailored solutions for high-level recruitment. Relying on job ads for executive searches, basically, is like fishing with a drag net, expecting for the perfect candidate to magically appear in your net. Additionally, it diminishes the value of what executive search agencies should provide—personalized, high-touch engagement with top-tier talent. Ultimately, it leads to a longer hiring process, limited candidate selection, and increased recruitment costs. Corporations should demand more from their executive search agencies, but should also monitor their activities. If an agency is relying on job ads, it’s time to reconsider the partnership. True executive search is about leveraging deep networks, industry insights, and personalized outreach to find the adequate match for your organization.   By working with an executive search firm that uses a targeted, strategic approach, you’ll access a higher caliber of candidates—those who are not actively looking but are open to the right opportunity. This leads to better alignment between the executive’s experience and your business needs, a more efficient hiring process, and ultimately, stronger leadership that drives your business forward. As a recruitment / headhunting / executive search expert, I help organizations navigate the complexities of executive hiring by leveraging deep networks, exquisite interviewing methodology and a customized search process. My approach ensures that you’re not just filling a role—you’re finding the leader who fits and enhances your company’s vision and culture. Why settle for mass-market solutions when you deserve tailored excellence?. #ExecutiveSearch #LeadershipHiring #CLevelHiring 

Executing an Effective Job Search Campaign – Tip 5 of 10 Trying to identify and secure a new role is hard enough but launching a campaign without clear focus and thorough preparation will invariably lead to a less than optimal result. Therefore, your pre-campaign preparation should include: 1. A Career Search Objective that answers the question, “So, what are you looking for?” 2. A powerful CV, Capability Profile and LinkedIn profile aligned to your objective and a comprehensive set of marketing messages. 3. The actions you need to take to respond effectively to advertised positions, approach head-hunters and recruiters, make targeted direct approaches and network confidently. 4. How to manage the interview so that you optimise impact, credibility and fit. 5. How to negotiate effectively to increase the offer and secure other benefits. Assuming that you can tick the above 5 points, over the next 10 weeks we will be sharing with you 10 things you can do to ensure that your job search is an effective one. Tip 5 of 10: PLAN YOUR ENVIRONMENT Set aside a space where you can work, keep your records and, ideally, be away from the hubbub of the rest of the house. An office is ideal, but a desk in the corner of a bedroom or dining room is fine. If possible, avoid areas such as the kitchen and sitting room where the distractions are too numerous. Check that your voicemail message is professional and clear on any of the numbers you are going to use as a contact telephone number (home, mobile etc). Similarly, with many people using Teams, Zoom, Skype and other virtual meeting platforms, ensure that your public profile, URL, username etc., reflects the right image. Set up a system so you can put your hand at once on the right information when someone calls to say, ‘is this a convenient time to talk about your application for XYZ position?’ If you are between positions, like other home-based workers, you may start feeling lonely, missing the buzz of a busy office and day-to-day contact with others. Try to balance your referral meetings so you don’t go for more than a day or two without seeing someone – even if only remotely. One of your other aims is to recruit new members to your network, so where possible attend meetings of local groups, get involved in the Chamber of Commerce, go to networking events, and participate in your professional association etc. So, managing an effective job search campaign might not be as daunting as you first thought and may not require anything more than a fresh perspective. It sounds simple and it is, it’s just not always easy, especially when trying to do it alone. For practical advice on how to effectively manage your job search, contact us to discuss how we can help https://lnkd.in/dtCWZZR #career #networking #cv #marketing #interview #research #recruiter

Executing an Effective Job Search Campaign – Tip 5 of 10 Trying to identify and secure a new role is hard enough but launching a campaign without clear focus and thorough preparation will invariably lead to a less than optimal result. Therefore, your pre-campaign preparation should include: 1. A Career Search Objective that answers the question, “So, what are you looking for?” 2. A powerful CV, Capability Profile and LinkedIn profile aligned to your objective and a comprehensive set of marketing messages. 3. The actions you need to take to respond effectively to advertised positions, approach head-hunters and recruiters, make targeted direct approaches and network confidently. 4. How to manage the interview so that you optimise impact, credibility and fit. 5. How to negotiate effectively to increase the offer and secure other benefits. Assuming that you can tick the above 5 points, over the next 10 weeks we will be sharing with you 10 things you can do to ensure that your job search is an effective one. Tip 5 of 10: PLAN YOUR ENVIRONMENT Set aside a space where you can work, keep your records and, ideally, be away from the hubbub of the rest of the house. An office is ideal, but a desk in the corner of a bedroom or dining room is fine. If possible, avoid areas such as the kitchen and sitting room where the distractions are too numerous. Check that your voicemail message is professional and clear on any of the numbers you are going to use as a contact telephone number (home, mobile etc). Similarly, with many people using Teams, Zoom, Skype and other virtual meeting platforms, ensure that your public profile, URL, username etc., reflects the right image. Set up a system so you can put your hand at once on the right information when someone calls to say, ‘is this a convenient time to talk about your application for XYZ position?’ If you are between positions, like other home-based workers, you may start feeling lonely, missing the buzz of a busy office and day-to-day contact with others. Try to balance your referral meetings so you don’t go for more than a day or two without seeing someone – even if only remotely. One of your other aims is to recruit new members to your network, so where possible attend meetings of local groups, get involved in the Chamber of Commerce, go to networking events, and participate in your professional association etc. So, managing an effective job search campaign might not be as daunting as you first thought and may not require anything more than a fresh perspective. It sounds simple and it is, it’s just not always easy, especially when trying to do it alone. For practical advice on how to effectively manage your job search, contact us to discuss how we can help https://lnkd.in/e4TUwNcH #career #networking #cv #marketing #interview #research #recruiter

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