Question for recruitment agencies
Discussion
This is a bit long winded so please bare with me.
I recently went for an interview that went very well. In the second part of the interview with the HR manager she said that the technical guy who had interviewed me had come into the office giving me lots of praise etc.
Throughout the interview she kept asking if I would be happy to work for them, and kept saying "when you start" and other very positive things. As I was leaving the technical guy asked if I would be prepared to jump ship. I said yes subject to an acceptable offer being made.
Now, during the closing stages of the interview with HR I was asked if there was anything else I wanted to say, at this point I showed her my Enhanced CRB check, which has three convictions on it (all motoring related). At this point her face dropped a bit but after a brief chat about them she thanked me for my honesty, they were from 13 years ago so legally I didn't have to declare them.
I was told that offers should be made by Tuesday and I would hear from the agency.
Having not heard from the agency on Tuesday, I rang Wednesday and was told that out of 6 people interviewed 5 would be offered a position, but the company were finalising the offers and should know by Thursday.
Having heard nothing yesterday I sent an email asking if there had been any news, the reply was should find out tomorrow. So I phoned this morning and left a message for the guy at the agency to call me. After not getting a call back I sent an email asking if he had heard anything yet, response was the company is now closed for Christmas so will not hear anything until the New Year.
I am starting to get a bit paranoid now and am thinking that the company have decided against employing me due to my CRB check and the guy at the agency is hoping that I will just go away as they know that this shouldn't be used against me.
I am considering contacting the company directly in the New Year to find out what the score is, is this a good idea or would it p
s off HR/the agency chap?
I recently went for an interview that went very well. In the second part of the interview with the HR manager she said that the technical guy who had interviewed me had come into the office giving me lots of praise etc.
Throughout the interview she kept asking if I would be happy to work for them, and kept saying "when you start" and other very positive things. As I was leaving the technical guy asked if I would be prepared to jump ship. I said yes subject to an acceptable offer being made.
Now, during the closing stages of the interview with HR I was asked if there was anything else I wanted to say, at this point I showed her my Enhanced CRB check, which has three convictions on it (all motoring related). At this point her face dropped a bit but after a brief chat about them she thanked me for my honesty, they were from 13 years ago so legally I didn't have to declare them.
I was told that offers should be made by Tuesday and I would hear from the agency.
Having not heard from the agency on Tuesday, I rang Wednesday and was told that out of 6 people interviewed 5 would be offered a position, but the company were finalising the offers and should know by Thursday.
Having heard nothing yesterday I sent an email asking if there had been any news, the reply was should find out tomorrow. So I phoned this morning and left a message for the guy at the agency to call me. After not getting a call back I sent an email asking if he had heard anything yet, response was the company is now closed for Christmas so will not hear anything until the New Year.
I am starting to get a bit paranoid now and am thinking that the company have decided against employing me due to my CRB check and the guy at the agency is hoping that I will just go away as they know that this shouldn't be used against me.
I am considering contacting the company directly in the New Year to find out what the score is, is this a good idea or would it p
s off HR/the agency chap?This is a very typical way that recruitment agencies handle people applying for jobs that they advertise. They are perhaps the worst communicators in any of the indutsries that I know. The problem is that you have a customer that has a specific requirement and knows the subject area very well, you have a candidate that also has good experience and knows the customers required subject area very well but the piggy in the middle often doesn't understand the very basics of what is required because they have no background whatsoever in the subject.
I see this time and time again and it wastes so much time and money for the customer/candidate it's unbelievable. We always do our own recruiting and will never use an agency simply bbecause they bring nothing to the table apart from an invoice. Unfortunately larger companies run by accountants (who aren't themselves accountable for people actually delivering anything) still persist on throwing their money away under the guise that they are actually saving money.
I see this time and time again and it wastes so much time and money for the customer/candidate it's unbelievable. We always do our own recruiting and will never use an agency simply bbecause they bring nothing to the table apart from an invoice. Unfortunately larger companies run by accountants (who aren't themselves accountable for people actually delivering anything) still persist on throwing their money away under the guise that they are actually saving money.
Silver993tt said:
This is a very typical way that recruitment agencies handle people applying for jobs that they advertise. They are perhaps the worst communicators in any of the indutsries that I know. The problem is that you have a customer that has a specific requirement and knows the subject area very well, you have a candidate that also has good experience and knows the customers required subject area very well but the piggy in the middle often doesn't understand the very basics of what is required because they have no background whatsoever in the subject.
I see this time and time again and it wastes so much time and money for the customer/candidate it's unbelievable. We always do our own recruiting and will never use an agency simply bbecause they bring nothing to the table apart from an invoice. Unfortunately larger companies run by accountants (who aren't themselves accountable for people actually delivering anything) still persist on throwing their money away under the guise that they are actually saving money.
I see why they have a use, for small companies that do not have the time or resources to whittle down 300 CV's its a must. But I think as linkedin and the like get bigger and what not, a lot more in house head hunting will be done. At big companies they will have people working in HR that do this very job, and his £30k salary is a hell of a lot less than paying a recruiter each time.I see this time and time again and it wastes so much time and money for the customer/candidate it's unbelievable. We always do our own recruiting and will never use an agency simply bbecause they bring nothing to the table apart from an invoice. Unfortunately larger companies run by accountants (who aren't themselves accountable for people actually delivering anything) still persist on throwing their money away under the guise that they are actually saving money.
I agree with you on the knowledge front. In my industry (advertising sales) most of he recruiters have done the job one way or another, but I can imagine in more technical roles its a f
king nightmare. Like two adults talking, but having to convey the conversation through a child instead of to each other.okgo said:
Really?
His interview sounded fairly good... I would agree if there were 1 or 2 others, but 5?? I doubt it.
the OP said, in his opening post that:-His interview sounded fairly good... I would agree if there were 1 or 2 others, but 5?? I doubt it.
Having not heard from the agency on Tuesday, I rang Wednesday and was told that out of 6 people interviewed 5 would be offered a position, but the company were finalising the offers and should know by Thursday.
spikeyhead said:
Back to the OP, this is what i guess has happened.
They've interviewed six people for five positions. They have offered those five positions to the other five people. If one doesn't accept then they'll offer you the role.
The above makes sense now, this is why I have neither had confirmation or rejection, the agency and employer are just waiting to see what happens with the others. The annoying thing is I have some very specific training and the experience to go with it, the guy that interviewed my said that he had not had anyone else in with my level of experience.They've interviewed six people for five positions. They have offered those five positions to the other five people. If one doesn't accept then they'll offer you the role.
Okogo:
The interview went really well, however my CRB check seemed to taint things a bit. I know that it is illegal to disadvantage someone with spent convictions, unless the job role has very specific requirements, this does not, it involves sometimes dealing with the general public.
I have sent an email to the person in HR asking if they have any feedback, won't get a reply until the New Year though.
OP have faith.
When asked on a pre-employment medical words to the affect of "do you or have you ever taken drugs", my answer declared "repeatedly whilst at University x years ago" - the in-house Doctor still finds it amusing a decade later when carrying out my annual healthcheck.
On a serious note - learn when to shut up in a job interviews.
When asked on a pre-employment medical words to the affect of "do you or have you ever taken drugs", my answer declared "repeatedly whilst at University x years ago" - the in-house Doctor still finds it amusing a decade later when carrying out my annual healthcheck.
On a serious note - learn when to shut up in a job interviews.
Cheers T5R, will see what happens.
As for learning to shut up in an interview, I assume you are referring to me mentioning my convictions.
Legally I don't have to however I feel if I didn't when their CRB check comes back they may feel I was trying to hide something.
What would you do as a potential employer if an employees CRB check came back with old convictions?
As for learning to shut up in an interview, I assume you are referring to me mentioning my convictions.
Legally I don't have to however I feel if I didn't when their CRB check comes back they may feel I was trying to hide something.
What would you do as a potential employer if an employees CRB check came back with old convictions?
I have employed people who have historically had convictions. However, not all people are as open-minded nor are all managers as wordly wise. Even though HR and RCs can be a pain in the a55, they are (IMO) a valuable tool (there is a pun intended).
Never lie in interviews or any discusssion with a potential employer. However, if within a delicate area only volunteer information if pushed eg CRB.
Last piece of drunken wisdom - forget about it until after the offices reopen and enjoy the festive season.
Never lie in interviews or any discusssion with a potential employer. However, if within a delicate area only volunteer information if pushed eg CRB.
Last piece of drunken wisdom - forget about it until after the offices reopen and enjoy the festive season.
I am an accountant for a recruitment agency.
Whilst I admit beanies are behind many poor margin-based decisions, the driving force in recruitment is consultants' ego and sales commission.
Spoiling a relationship with one punter will always trump the need to maintain a client relationship.
Whilst I admit beanies are behind many poor margin-based decisions, the driving force in recruitment is consultants' ego and sales commission.
Spoiling a relationship with one punter will always trump the need to maintain a client relationship.
Edited by FamilyDub on Monday 27th December 20:36
Simon_m said:
Cheers T5R, will see what happens.
As for learning to shut up in an interview, I assume you are referring to me mentioning my convictions.
Legally I don't have to however I feel if I didn't when their CRB check comes back they may feel I was trying to hide something.
What would you do as a potential employer if an employees CRB check came back with old convictions?
I was taught to ask, "do you have any criminal convictions that are not considered spent under the RHO act 1984."As for learning to shut up in an interview, I assume you are referring to me mentioning my convictions.
Legally I don't have to however I feel if I didn't when their CRB check comes back they may feel I was trying to hide something.
What would you do as a potential employer if an employees CRB check came back with old convictions?
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