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4th
Quarter Edition - 2002
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01.
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Welcome | |
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02.
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Market News | |
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03.
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Feature Article | |
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04.
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Food For Thought | |
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05.
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Career Support Program | |
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06.
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Career Humour | |
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The most recent news about the recruiting front from our top executive recruitment team. This section is divided by specialty but be sure to read each one as it may pertain to you! Operations, Logistics & Engineering
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When
writing your resume, always include a brief description of the companies
you have worked for. Include in the description what the company
makes or does, how much the annual revenues are, and who the parent
company is. This information contextualizes your role and gives
the reader of your resume some perspective on the scope of your
experience. Without this information your resume may be passed over
as the person reviewing perhaps 100-200 resumes can't afford the
time to phone you and ask about these details. Our Finance/Accounting Consultants:
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Reference Checking is a valuable and reliable indicator of past work performance and behaviour. Employers today go through an extensive reference checking procedure be it internally or outsourced to a reference checking firm or through a recruitment firm. References are typically conducted towards the final stages of the interviewing process. The reference contacts that are requested will range from 3 to 6 names. The typical rule of thumb is that the more senior the position level, the more contact names will be requested. The reference names should be arranged from the most important contact such as someone you directly or indirectly reported to in your most recent position to the least important. You can give as a reference source, a peer, client or any users you have supported, as well as any subordinates who have reported directly to you. Please note that your contact list should contain individuals who would be able to provide examples of your performance and verify any achievements you have listed on your resume. In other words, they must have worked closely with you in some capacity or another to be reliable and valid. Reference contact names should be listed from most recent to least. Ensure that the title of the reference contact, current or past working relationship and the phone number are listed. Make sure you have the correct phone number always, as it is not the client's job to find it. One of the most important oversights is not notifying your reference sources about your job search and how far along you are in the process as well as the expectation they will be getting calls soon. You may be asking why is it so important? Well, it makes all the difference between an average to great reference. The more prepared your reference sources are to give behavioural-based examples of your performance, the better for you to receive that job offer versus the other candidate on the short list. Reference sources should only be given if they say they are receptive to giving out a reference. More extensive references may include police background checks, credit checks, educational and a designation background check which again will depend on the nature of the position. Any names that you mention either on the employer or recruitment form or even during the interview could be verified if you signed a release form, so don't say or put anything down that is false or exaggerated! Inconsistent or exaggerated data listed on the resume will be double-checked and triple checked which may result in a negative impression and ultimately, no offer being extended to you. If your current or previous employers' company policy is to go through HR, ask your reference source for a personal reference instead and let your potential employer know of this policy ahead of time to ensure confidentiality or to anticipate any problems in receiving a reference. Although frustrating, many organizations are adopting a bare bones reference check policy to avoid liability. Be aware of this. Again, I can't stress this enough- notify your reference sources first before giving out your reference list. Your potential job offer is contingent upon their cooperation. Don't take your contacts for granted. - Staff Writer
Click here to view current positions on the bagg.com website!
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The first day I started in the recruitment business I had everyone and anybody asking me to find them a job. Being a rookie my first response was "sure I can help you", but I soon realized that most of them didn't have the experience or skills to meet my clients' needs. I have learned that the mindset of employers has changed from a focus on purely technical skills requirement to one focused on both hard skills and on people management skills, thus making it more complex to match a potential candidate to a client's needs. When posting a position on the Internet, a Recruiter may receive on average 100 -120 resumes per position dependent on the position. As a Recruiter I may have on average 5-7 positions at any given time that I am recruiting for, which results in approximately 500 -800 resumes being sent to me, excluding resumes from my own direct networking and recruiting efforts. A question
asked by many candidates that call in or follow up on resumes they
submitted for a position, is "what are the criteria that a
Recruiter uses when screening out candidates for an opportunity?"
Personally speaking, every one has a different method they employ
to prescreen the hopeful respondents to the job requirements. My
method involves first understanding fully what the employer is looking
for such as technical skills, education, cultural fit and personality
in a candidate, as well as understanding what an employer can offer
to any potential employee in terms of challenge, growth and opportunity.
The next step is to narrow the 100 or so respondents to 25-30 individuals
that I will phone screen. Candidates who do not possess 60% of the
criteria I am looking for will be filed electronically into our
contact management system for future opportunities better suited
to their background and needs. Typically, my criteria involves looking at experience of the individual, education such as degree or certification in the appropriate field, length of experience and any upward mobility as this is an indicator that the individual is willing to learn, has a breadth of experience and is willing to take on challenges. Once the 25-30 resumes have been narrowed down, I will start with the phone-screen focusing on accuracy of the resume and any discrepancies or "red flags". Also, when telephone screening, I can assess the attitude and cooperation level in a candidate which is vital to not only conducting a successful search but an actual hire as clients are looking for "team players". Money is also a major criteria as it is typically the last point of a break or make hire. Our clients typically do not want to see candidates outside their given compensation range even if the candidate is unemployed because of the risk of the new hire leaving when there is an upward market or if a better offer comes along. My experience is that candidates more often than not will leave once the market is better and the whole search process needs to start again. The last step would be interviewing 10-15 people and submitting the top 3 to 4 candidates to my client for review. For example, one of our clients, a major consumer goods distributor, is looking for a distribution manager to implement a Radio Frequency system within a 400, 000 square feet operations center, managing 200 people in a very challenging unionized environment. I have assessed candidates on the technical background, such as the RF need, not necessarily implementation background but someone who understands how it is used and someone with union experience, exposed to grievances and conflict resolutions, as well as the rules and regulations of a union shop. Companies don't have much time for training people who don't have the particular skillset. My
advice to any job seeker is to first understand the market by researching
the Internet or asking a Recruiter what the market is and then assessing
it to their own background and experience. For those job seekers
who did not get a call back from a recruiter, do not take it personally
as recruiters are working on stringent criteria and a tight timeline.
Take a good look at your background before applying for a specific
position and ask yourself honestly if you meet 60% of the criteria
listed. If not, it might be an area that you want to take professional
development courses to improve on.
click here to view current positions on the bagg.com website! |
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11
Hot Tips for by Eric Gilboord |
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Each quarter we present a topic that we feel would be of special interest to our candidates. This quarter's topics are:
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Financial
Planning Tips
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Alternative
Investment Options Most successful people have an investment plan that emphasizes discipline and patience. We have seen this work in the long-term for equity investing because as a class, it produces the best overall rate of return. Historically, professional management of an equity mutual fund adds the discipline that individual investors lack. These managers buy the businesses and act very much like owners. They do not speculate on the short-term fluctuations of the market. Many of my clients have asked me if there was any successful method to move assets into a rising market and avoiding the inevitable dips. Until recently, my answer had been no such method had been proven to work consistently. One management group has developed a model that allows them to shift between cash and indexes based on certain price and volume characteristics. This summer, an independent analysis was completed by KPMG to back-test the model for 40 years. The results showed significant out-performance of the index with all years showing positive returns to December 2001. This company has a reduced management fee, along with a 15% incentive on any returns above the relative index. This aligns the manager's interests directly with the investor. The key is that this model works better when there are significant fluctuations - in all likelihood that is how our world is unfolding in the years to come. Karl Ruban, B.Comm. (Hons), C.A., C.M.A., C.F.P., R.F.P., is the Vice President of Assante Capital Management Ltd. Karl may be reached by phone at 416-494-2300, fax at 416-494-3030, or email at karlruban@rogers.com.
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WELLNESS
TIPS FOR THE PROFESSIONAL
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Find
balance during the holiday season By Tara Nolan Picture
this - a roaring fire, big mugs of hot chocolate or cider and
your family gathered around you. Does this image sound like
it's too good to be true? For many people the Christmas season
means recitals, crowded malls, irritable shoppers, preparing
for company and the list goes on. Here
are some tips on finding some balance and peace among all the
chaos that can occur before you have to return to work. Plan
ahead Stay
positive Take
good care of yourself Accept
help Plan
for fun, plan for down time Reprinted with the permission of MochaSofa, December 2001, www.mochasofa.ca
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The Career Support Program© was created in response to a perceived need for greater and more personalized support for individuals that we have built relationships with in the past. The mandate of this program is to assist business professionals in realizing their career ambitions to their fullest potential.
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If you are interested in hearing about career opportunities on a proactive basis, please e-mail us at careersupport@bagg.com. Our career support staff will contact you and spend approximately 10 minutes with you on the telephone to create a searchable profile to be included in our database of business professionals. Then as our recruiters have positions that could be a good fit for you, we will proactively make you aware of career-advancing opportunities! Our career support staff will also provide free advice on:
We welcome your questions and concerns! Please contact us on any matters regarding your career or professional growth. If we can’t help you directly, we will be more than happy to refer you to someone who can! Career
Support Specialist ................................................................................................... |
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Humour is an effective tool to help us cope with the increasing stress of our workday. It can also help us increase productivity and creativeness. "Total absense of humor renders life impossible." -Colette |
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Userful Office Phrases
Reprinted
with permission from www.lifeisajoke.com ............................................................................................. |
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Cathy
Cheng |
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For More Information Visit - www.fulcrumsearchscience.com Thank
you for reading our Quarterly
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