The Ladders. Grrrr...
Discussion
Kudos said:
I didn't even need to check your profile to guess what line you were in...
No problem, I love a sweeping generalisation first thing in the morning. Luckily all Property developers are above reproach and should be held up by society as an example to us all of altruism, professionalism and best practice in 'caring capitalism' Gargamel said:
Kudos said:
I didn't even need to check your profile to guess what line you were in...
No problem, I love a sweeping generalisation first thing in the morning. Luckily all Property developers are above reproach and should be held up by society as an example to us all of altruism, professionalism and best practice in 'caring capitalism' 
Gargamel said:
Recruitment get's a regular and thorough slating on here on a regular basis, having your profession written of as you are all 
s, is a little harsh.
Good and bad practice in most industries.
So do most other professions and types of people.s, is a little harsh. Good and bad practice in most industries.
Also, you ever wondered why so many people think that way?
People on here? Or a wider audience ?
On here I think there is a community that like to identify around some clear common ground. Recruitment Consultants have fallen into one of those subjects. Additionally there is a above average number of IT people on here, one of the least well served employment sectors in terms of professional recruitment agencies. In some ways IT Contract recruit was always a sector for the sell your own grandmother approach to body shopping, and on many large scale contracts a number of old school firms made a great deal of money on the back of a VERY aggressive sales culture.
Not to many people who have experienced professional “senior” recruitment rush on here to provide examples of excellent service, or good relationships, just like not too many people here rush in to defend pound stretcher or Jeremy Kyle.
I have worked in both “high street” and executive Search and now in-house. In this current role I speak to a high number of rec cons (more than you can possible imagine) and I find some are blunt, sales people with very little that will make them memorable, others are valued partners whose opinion I seek out. A very broad spectrum.
Naturally I know all the tricks, fishing for leads, advertising fake roles to pull in a few choice CVs, marketing “star” candidates etc. But for ALL recruitment consultants results are king, they must place someone to make any money at all, clients are fickle, candidates …(well look on here for candidate behaviour) it is the only genuine double ended sales and I have had deals drop out for all kinds of reasons, everything from a fear of driving through tunnels to pregnancy to last minute counter offers where everything the candidate ever said to you about why the want to leave is reveal as a massive fat lie.
I would say, some consultants are more mature now, provide valuable advice, have access to great clients, know the market and understand your position within that market very well indeed, these people are of course too few and far between but I have been lucky enough to work with many of them.
I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
On here I think there is a community that like to identify around some clear common ground. Recruitment Consultants have fallen into one of those subjects. Additionally there is a above average number of IT people on here, one of the least well served employment sectors in terms of professional recruitment agencies. In some ways IT Contract recruit was always a sector for the sell your own grandmother approach to body shopping, and on many large scale contracts a number of old school firms made a great deal of money on the back of a VERY aggressive sales culture.
Not to many people who have experienced professional “senior” recruitment rush on here to provide examples of excellent service, or good relationships, just like not too many people here rush in to defend pound stretcher or Jeremy Kyle.
I have worked in both “high street” and executive Search and now in-house. In this current role I speak to a high number of rec cons (more than you can possible imagine) and I find some are blunt, sales people with very little that will make them memorable, others are valued partners whose opinion I seek out. A very broad spectrum.
Naturally I know all the tricks, fishing for leads, advertising fake roles to pull in a few choice CVs, marketing “star” candidates etc. But for ALL recruitment consultants results are king, they must place someone to make any money at all, clients are fickle, candidates …(well look on here for candidate behaviour) it is the only genuine double ended sales and I have had deals drop out for all kinds of reasons, everything from a fear of driving through tunnels to pregnancy to last minute counter offers where everything the candidate ever said to you about why the want to leave is reveal as a massive fat lie.
I would say, some consultants are more mature now, provide valuable advice, have access to great clients, know the market and understand your position within that market very well indeed, these people are of course too few and far between but I have been lucky enough to work with many of them.
I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
Gargamel said:
People on here? Or a wider audience ?
I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
I know the number of applicants for roles is often too great for individual attention. However if a candidate gets to interview stage and then doesn't hear back, that is bad practice. I have experienced this on many occasions with so-called 'good' agencies. This is the kind of thing that gives a bad reputation/impression/stereotype (similar to estate agents, or property solicitors who seem to ask questions or complete contracts on the very last day possible).I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
Mind you, don't get me started on corporate HR departments (which I am sure are the bane of most recruitment consultants' lives too).
Gargamel said:
Additionally there is a above average number of IT people on here, one of the least well served employment sectors in terms of professional recruitment agencies. In some ways IT Contract recruit was always a sector for the sell your own grandmother approach to body shopping,
Never has a truer word been said... If only 1 in 10 of IT recruitment consultants had half a clue about the acronyms and buzz words they put in their adverts it'd be an improvement.Gargamel said:
People on here? Or a wider audience ?
On here I think there is a community that like to identify around some clear common ground. Recruitment Consultants have fallen into one of those subjects. Additionally there is a above average number of IT people on here, one of the least well served employment sectors in terms of professional recruitment agencies. In some ways IT Contract recruit was always a sector for the sell your own grandmother approach to body shopping, and on many large scale contracts a number of old school firms made a great deal of money on the back of a VERY aggressive sales culture.
Not to many people who have experienced professional “senior” recruitment rush on here to provide examples of excellent service, or good relationships, just like not too many people here rush in to defend pound stretcher or Jeremy Kyle.
I have worked in both “high street” and executive Search and now in-house. In this current role I speak to a high number of rec cons (more than you can possible imagine) and I find some are blunt, sales people with very little that will make them memorable, others are valued partners whose opinion I seek out. A very broad spectrum.
Naturally I know all the tricks, fishing for leads, advertising fake roles to pull in a few choice CVs, marketing “star” candidates etc. But for ALL recruitment consultants results are king, they must place someone to make any money at all, clients are fickle, candidates …(well look on here for candidate behaviour) it is the only genuine double ended sales and I have had deals drop out for all kinds of reasons, everything from a fear of driving through tunnels to pregnancy to last minute counter offers where everything the candidate ever said to you about why the want to leave is reveal as a massive fat lie.
I would say, some consultants are more mature now, provide valuable advice, have access to great clients, know the market and understand your position within that market very well indeed, these people are of course too few and far between but I have been lucky enough to work with many of them.
I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
Do you chaps realise it is people's livelihood you are dealing with? How hard is it to reply to an email or a phone call? Too busy? Why not recruit someone to do this admin for you? On here I think there is a community that like to identify around some clear common ground. Recruitment Consultants have fallen into one of those subjects. Additionally there is a above average number of IT people on here, one of the least well served employment sectors in terms of professional recruitment agencies. In some ways IT Contract recruit was always a sector for the sell your own grandmother approach to body shopping, and on many large scale contracts a number of old school firms made a great deal of money on the back of a VERY aggressive sales culture.
Not to many people who have experienced professional “senior” recruitment rush on here to provide examples of excellent service, or good relationships, just like not too many people here rush in to defend pound stretcher or Jeremy Kyle.
I have worked in both “high street” and executive Search and now in-house. In this current role I speak to a high number of rec cons (more than you can possible imagine) and I find some are blunt, sales people with very little that will make them memorable, others are valued partners whose opinion I seek out. A very broad spectrum.
Naturally I know all the tricks, fishing for leads, advertising fake roles to pull in a few choice CVs, marketing “star” candidates etc. But for ALL recruitment consultants results are king, they must place someone to make any money at all, clients are fickle, candidates …(well look on here for candidate behaviour) it is the only genuine double ended sales and I have had deals drop out for all kinds of reasons, everything from a fear of driving through tunnels to pregnancy to last minute counter offers where everything the candidate ever said to you about why the want to leave is reveal as a massive fat lie.
I would say, some consultants are more mature now, provide valuable advice, have access to great clients, know the market and understand your position within that market very well indeed, these people are of course too few and far between but I have been lucky enough to work with many of them.
I wish we could call everyone back, I wish clients didn’t change their mind, I wish the commercial pressure to find the next deal was slightly less, but trust me, if you are an underperforming Rec Con behind target and feeling your boss’s hot breath down your back – are your realistically going to invest 10 or 15 minutes per call telling maybe 50 – 100 people why they aren’t right, or are you going to call the two or three that are……
(apologies for any typos - far more than I intended to write)
Today's rejectee could be tomorrows hiring manager, remember that.
Kudos said:
Do you chaps realise it is people's livelihood you are dealing with? How hard is it to reply to an email or a phone call? Too busy? Why not recruit someone to do this admin for you?
Today's rejectee could be tomorrows hiring manager, remember that.
This.Today's rejectee could be tomorrows hiring manager, remember that.
Sitting at home waiting for 'the call' got me thinking about this, why not have a junior person send a rejection email or communication for the 'less suitable' candidates? Some agencies and companies sent rejection letters in the post, these were fine too - just give the candidates closure. Hire an intern, hire someone on minimum wage and give them mailmerge software, a printer, some envelopes and stamps. It isn't hard. Most applicants are not chancers, but I do understand you get a lot of people applying for jobs with a standard letter and inclue mistakes/references to the last company they applied to!
Lardydah said:
Never has a truer word been said... If only 1 in 10 of IT recruitment consultants had half a clue about the acronyms and buzz words they put in their adverts it'd be an improvement.
To be fair the same could be said for a fair amount of people with those words on their CVs.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff