4 Qualities of a Successful Staffing Agency

Hiring can sometimes be a nightmare. You need someone to fill a position quickly, but you’re not sure where to look, or you don’t have time to take care of it on top of all the other things you have to do. There are lots of companies dedicated to servicing this issue, but weeding out the good ones from the bad can be almost as confusing as actually hiring for the job you’re looking for. This week, we’re here to help you make the distinction a little more painlessly. Here are four qualities of a successful staffing agency:

A Good Curated Network
A good recruiter knows that their strength only extends as far as their contact list will allow it to. Any respectable staffing agency will place the highest emphasis on making sure their candidate pool stays “free of leaves” and will screen their candidates extensively before adding them to their database. Bear in mind that a great network only stays “great” if it’s updated constantly. Look for companies that maintain a strong presence within the professional community and seemed to be as engaged now as they were 5-10 years ago. Otherwise, you may end up with a list of people who were fantastic prospects – a decade ago.

Regional Knowledge
Before you get too excited about the size of a company’s database, make sure that they actually have a strongly established network for the region you’re hiring in. If they claim to hire all across Canada, press them about the areas that they say they have the strongest presence in. If yours is one that they’re still “developing”, then it might be best to find another agency.

Industry Know-How
So the agency has a solid network in your area and a strong commitment to keeping it that way. Seems like a great time to jump on board with them, right? Well, not so fast. Before you decide whether a company is right for you, make sure that they’ve actually got experience hiring for the field and the type of position you need. A recruiting organization dedicated to helping young professionals might not be the best place to find new senior management; likewise, a staffing firm with a history of helping marketing/sales professionals probably isn’t going to have the right structure to help you find a new mobile app developer. Do some research on the companies you’re considering and observe whether they’ve hired successfully for the areas you need. Meet with them and ask them questions about the industry and see how comfortable they are with the subject matter.

They Communicate & Ask Questions
When sitting in a meeting with a representative from the agency, there should be plenty of questions being asked from both parties. If you’re the only one who seems curious, then that should be a big red flag. Hiring can be a complicated process, and every company has very different ideas about what the ideal employee will be. A good recruiting organization will maintain a constant dialogue with you to make sure that they know exactly what you’re looking for. This an on-going process, since new questions can come up on almost a daily basis. For example, if someone has a great personality and all the skills required but only has 4 years of experience instead of 5, should they be considered for the role? Regular follow-up is key in ensuring that stellar candidates don’t slip through the cracks in those kinds of situations.
Staffing is already hard enough without creating another headache by wrestling with ineffective recruitment agencies. Bad hiring can cost an organization thousands in a very short amount of time, so focus on finding the one with the right connections, location, knowledge and engagement before you fork over any of your hard earned cash.

 

L. Wang | DBPC Blog

4 Interview Formats & How to Conquer Them

The dreaded interview is still an intimidating prospect to job-seekers young and old. After all, not all of us are born extroverts and learning to sell yourself is a skill that can be difficult to hone even for the most intrepid salesperson. Adding to that difficulty is the fact there’s more than just one your career. Few things are worse than sitting down with an employer and realizing that you are completely unprepared for the type of environment they have set up. This week, our objective at the DBPC Blog is to help arm you with knowledge about some of the most common evaluation / interview formats and provide tips on how to make sure you excel in each of them.

Behavioral
In this type of interview, the employer evaluates your past experience and work ethic from your previous jobs, and they are attempting to examine whether you have real-world experience applying the skills you outlined in your resume. A key factor to remember during any behavioral evaluation is that even if you are discussing your history in the past tense, what they are really trying to do is imagine how you will perform for them in the future. Try to use the most recent examples possible, and demonstrate that you have consistently exhibited desirable behaviors over a long period of time. Bring the past into your present and future, and you will be able to instill confidence in your interviewers.

Situational
The situational interview is common in retail and other customer service industries. It involves giving the applicant a hypothetical scenario and then asking how they would respond on the company’s behalf. This structure is often used to determine your response to stress, unruly behavior and unexpected problems or setbacks. The most important message you can send to an employer during this type of evaluation is to demonstrate that you can maintain your composure – even when you are initially unsure on how to resolve the issue. Your key objective is to show that you can keep clients and customers calm and reassured until a proper solution can be found.

Unstructured
The unstructured interview tosses out many of the formalities of the other evaluations. Both parties may end up meeting over drinks or dinner rather than in a formal business environment. Do not be lulled into a false sense of security by the more laid back atmosphere. You may be tempted to “let your hair down in this scenario, but you must keep in mind that you are still being evaluated. In fact, this is the perfect opportunity for your employer to get a better sense of the “real” you when you are removed from a more staid office habitat. Do your best not to say anything you would not have said in a more formal setting.

Case
This type of interview is utilized in professional environments such as IT, law, consulting or engineering. Similar to the situational interview, applicants will be presented with a hypothetical scenario; however, this time, it will be significantly more technical and detail-oriented. It will test the breadth and the depth of your industry knowledge, as well as your ability to apply the skills they are looking for in true-to-life situations. Being able to demonstrate ingenuity and practicality is the surest way to win over employers in this environment. Companies want employees who can solve problems realistically in ways that account for time and budget restrictions. Preparation is key. The last thing you want to be doing is “winging it” in a meeting like this. Treat it like you would treat an exam. If you feel you are lacking expertise, study previous cases from magazines or at an academic library. Also, keep in mind, there is not always a “right| answer that the employer wants. Usually, what is more important, is that they are able to analyze your thought process and see why/how you came to your conclusions.

Going to an interview does not have to feel like you’re wandering blindfolded into a minefield; hopefully, at this point, you will feel that you have a better grasp on where the pitfalls for each interview format lie, and you will be aware of what you need to do to successfully navigate around them. The rest is up to you to make the best first impression that you can.

Investment Options for Non-Risk Takers

Living paycheque to paycheque and relying on retirement money isn’t feasible and not enough to sustain a living due to the unpredictability of the economy. This is where investing and saving comes in, which usually depends on your attitude towards risks. Aggressive risk takers aim for higher returns – go big or go home; moderate risk takers earn average yield; conservatives protect themselves from price volatility and want to make sure that their capital remains secure.

The following are some of the most common investment options for non-risk takers:

GIC, Term Deposit
This offers guaranteed rate of return (fixed, variable or market-based) and good option for capital preservation. You can also use this as the fixed income part of your portfolio. Investments with longer term offer higher yield.

TFSA (Tax Free Savings Account)
Since its introduction in 2009, this type of investment has become very popular among Canadians irrespective of age and/or earning level. Due to flexibility and zero tax penalties, TFSA offers not just stability but liquidity. Additionally, the contribution limit is cumulative and indexed to inflation.

Bond
In essence, when you invest in bonds, you’re lending money to the government and/or corporation(s). You can choose between short, medium, or long-term and earn fixed return based on the coupon rate. Again, the longer the term, the higher the return. Its value fluctuates because it can traded or sold, but it can be cashed anytime.

Money Market Fund
Aside from liquidity, one doesn’t need a lot of capital to open an account. This is also ideal for those who don’t want to worry too much about the stock market. Financial institutions invest your hard-earned cash in short-term debt securities to various businesses and government bodies.

RRSP, Annuities
These are unique products wherein you enter into a long-term “contract” with financial institutions, including insurance companies, in order to accumulate assets and help manage your income upon retirement. Some of its benefits include tax deferral, lifetime income, payout flexibility and safety.

Cash Value Life Insurance
This is considered a good investment because the returns are safe. Additionally, it provides protection during “extraordinary” events not just for yourself but for your family as well plus you earn something on the side. You pay higher premium but it has the potential to build cash over time.

Low risk investments don’t provide big returns, but they offer stability and security for those who can’t afford to lose money or would just like to avoid as much risk as possible. If you’re new to the investing process, it’s important to prepare a financial plan and know the reasons why you’re doing it. Do your own research and analyze what’s available. Experts say, “Diversify.” Explore different low-risk and/or short-term options and spread your money across the board but limit your portfolio to the number of instruments you can handle and what support your needs and goals. You can then use what you earn to develop a more aggressive plan in the future.

Protect your source of income and have your assets work for you!

 

Z. Ricafrente | DBPC Blog

Employee Selection Strategies

Employee selection is one of HR’s strategic roles and key performance indicators. It involves manpower forecasting, staffing and retention activities. By planning, recruiters collaborate with hiring managers in predicting and anticipating the demand for personnel. This is a pro-active approach to ensure there is adequate supply of highly qualified candidates suited to fill in current and future vacancies. Human resources and requisitioning department heads identify and justify the need for new hires. Consequently they define job specifics, set parameters and allocate budget. As an executory body, HR is well-trained in this field. To achieve their goals they employ appropriate selection systems as well as standardized policies and procedures that are necessary for delivering the best prospects.

Below are some employee selection strategies, most admired firms adapt to ensure success in hiring the best candidates.

  • By putting in place effective recruitment initiatives, organizations will be able to serve job openings at any given time. Sources and availabilities of talents possessing the knowledge, skills, and abilities (KSA) necessary to perform the most critical and technical tasks, will vary depending on Top Management’s support and how a particular company adjusts to changing technological trends. Great hiring entails significant operating expenses and for some, sizeable investments in infrastructure.
  • Create an employment brand. Do you provide competitive compensation and benefits package? Is your company in the top echelon of corporations? Have you been operating for over a decade or more? Do you take care of your employees? These are just some of the many questions applicants consider before joining any organization. If your answer is yes to all questions then there’s a big probability that you will be able to find the perfect match. Make your company the employer of choice. This way, you will be able to attract topnotch individuals to come and join your firm. As a result, you will have a pool of well-qualified candidates to select from as well as more negotiating power to ensure that you’ll take in the cream of the crop that best suits your budget.
  • In Canada, the job market is very competitive as it has a huge blend of talents, coming from a variety of cultural backgrounds, and skills sets. Therefore, HR must have more options expanding and improving its selection schemes, so that it can provide better impact to the organization. Efforts must be made to exhaust and optimize all recruitment channels and sources by deploying computerized screening and electronic database management systems like Taleo.
  • A candidate may have all the skills and experience required to be successful on the job, but a recruiter must confirm that they have the proper references. Conducting a comprehensive background investigation validates the credibility of a recruit. Through this process, a company can certify their credentials. Resumes are unfortunately often manipulated. As a consequence, feedback from employers matters more and more. Be vigilant in doing reference checks, it should be a direct supervisor of the candidate that you are speaking to since colleagues can be friends with an overly emotional attachment to the prospect.
  • In some countries, checking the candidate’s background is not limited to just authenticating work performance, attitude or contributions with past employers. It extends to knowing how the person relates to the community. This may require them to undergo drug testing, or other tests to comprehensively assess their character before placement.
  • Do not limit yourself to interviewing candidates using only the “generic” interview questions. Take time to develop a unique and well-structured one to assess competencies to a greater extent. Most applicants, because they’ve been applying to so many jobs, are used to answering the standard questions, and many simply say the answers hiring managers want to hear. To really target the person that’s right for the job, perform an extensive screening. For example, if you are looking for a sales personnel, give him actual sales simulation exercises, and see how he’ll be able to use his expertise in actual scenarios.

The list could go on and on, but one thing is for sure, there is always risk attached to hiring. Even if you have selected “the best of the best”, organizational fitness still matters. Install an on-the-job trial to be sure that you’ll only choose the right fit before fully offering the job. If your first choice fails, try the second one. That’s why it’s always necessary to have a backup. Try to have at least three shortlisted candidates on your list for any position.
Adapting best practices in your process will surely influence the company’s bottom line in a meaningful way. Remember, through effective selection, organizations will have repeat customers, increased revenue, a more engaged workforce, sustained job performance, lower turnover, and much more.

 

M G Beltran | DBPC Blog

How to Prepare and Present Yourself for an Interview

If you’ve been invited back to an interview it means you have already impressed the potential employer on paper. Interviews are about “selling” yourself and your skills. It is imperative that you exceed their expectations, to make a good and lasting impression. This will make you stand out from your competition. Follow these steps on how to prepare and present yourself for an interview and you will be able to make a good and lasting first impression.

First Impressions
Succeeding in an interview is mostly about your professional appearance and the interviewer’s impression of you. The old saying that goes “You never get a second chance to make a first impression” and that’s always the case meeting people for the first time, especially for an interview. The first point of the meeting MUST be positive, if not, it will be difficult to change the hiring manager’s mind during the rest of the interview. Arrive five to 10 minutes early, it demonstrates that you respect their time and also proves that you are taking the position seriously. Acknowledge each person you encounter with respect and professionalism. When you shake hands, make eye contact and match the interviewer’s grip, you don’t want to seem aggressive. Don’t be concern about being nervous. It’s normal to feel that way during the interview. Keep in mind the purpose of the meeting is to fully evaluate your personality, qualification and your best interest in the profession. Many interviewers begin with “small talk” to help you relax but bear in the mind that are still being evaluated. Maintain a positive attitude.

Plan to Articulate
Preparation is the key to mastering a job interview. Plan ahead, systematize your thoughts and gather materials such as, cover letters, resumes, and any credentials that will help you land the job. Now that you have gotten the interview, review the job description and focus on its responsibilities and duties. Identify the employer needs. As the applicant, you should prepare anecdotes of specific times where you have used the required skills. Explain how useful those abilities can be for the company, and emphasize your ability to solve problems like the ones the employer might have.

Dress Professionally
Interviewers pay attention to every detail. Your apparel, demeanor, and mannerisms are all elements influencing what they think of you, whether in a job search or even on work. What you wear creates a significant initial impression that can affect the employer’s ability to take you seriously, or consider you for the position. Formal dressing allows you to “sell” and plan better which promotes productivity and camaraderie. It re-affirms your dedication to professionalism in both your work and your appearance. This allows you to exude confidence and self-assurance that recruiters are looking for. So dress for success!

Research the Company
It is always wise to conduct research on the company before the interview. Whether its product and services, opportunities and its competitors, is information will enable you to properly articulate your values and skills to match the organization’s needs. This also authenticates your enthusiasm for the job during the interview, it will likely impress the interviewer that you are fully informed and updated about the company. With this type of preparation, you will also have the opportunity to determine if it’s an organization you will want to devote yourself for the next few years.

 

Leslie | DBPC Blog

Is Your Resume The Right Format For You?

Have you ever been in a situation where you apply to multiple jobs but never get a call back, even though you have the perfect qualifications for that particular job? It happens to many individuals and the main reason why people are not getting interviews is their resumes. This document provides the employer all the information s/he needs to know about each candidate, based on that s/he will decide which applicants are the best for the company and the particular role. Getting a call back for your dream job wouldn’t be that hard, if you knew the correct aspects to arrange your resume. There are three different types of resume formats, chronological, functional and combination. You should select the one that works for your particular experience and the type of job you are looking for.

Is your resume the right format for you? This article will help you to understand each format and what you need to consider to select the right for you.

  1. Chronological Resume
    A chronological resume enlists your work history, going from the most recent job to the oldest one. This format is perfect for people with stable work history that means working for a company for at least three years and not changing jobs repeatedly. You can also use this format if you want to stay on the same career field, this will allow you to showcase your experience in the area.

    Here is how to structure your resume following this format:
    –  As mentioned before, first enlist your work history in chronological order. Initiate with your most recent job, follow by the ones prior to that one, and just mention your experience from the last ten years. List job titles, name of companies and length on each position including month and year.
         –  Below each job, use action verbs to give a short description of your main responsibilities. It’s also extremely important to mention your most relevant accomplishments and provide the results and impact of the same ones by numbers.
         –  After you finish with your work experience, enlist your educational background. Include name of the establishment, degree(s) earned and year of graduation. The extent of this section will depend on your situation, if you are a recent graduate this will be your main focus and you will need to enlist your accomplishments, honors and awards. But if you are an experienced professional, just the basic information will be fine.

  2. Functional Resume
    The main focus of this format is the skills you have acquired during your work experience that are relevant to the position you are applying for. Decide which areas of expertise you wish to highlight and list the responsibilities and achievements you had on each of them. Utilize this type of arrangement, if you have gaps on your work history or wish to have a career change.

    The structure for this format will be as follows:
         –  The initial part of your resume will depend on your experience. If you are a recent graduate or an individual with entry level experience, you should establish a clear career objective, this will show the employer what you want to achieve professionally. But if you are an experienced professional, mentioning the position you are submitting your resume for will be enough.
         –  After the objective or Position, you will start with the Highlights of Qualifications. Under this you will indicate the most important skills you possess that are related to the position you are applying for, it’s imperative to focus on the company requirements and qualifications.
         –  The next part will be Areas of Expertise, on this section remark all the achievements and contributions you had with past employers. Divide them by specific areas like accounting, office administration, customer service and so on. As mention before, just try to include what will be relevant to the specific role or company you wish to submit your resume.
    –  On the third section you will enlist your professional experience and volunteer work. As the chronological format you will start with the most recent job and go back just ten years. Don’t go over specifics of each work, limit the information to company name, role or roles at the company, city and province/state where the organization is located and the period you were working on each position indicating month and year.
    –  At last you will go over your Education, Training and Certificates. Indicate the name of the course, establishment where you took the course, location of the same and the year you graduated or completed the course.

  3. Combination Resume
    As the name says, this type of resume blends the two previous formats. Include the highlights of qualifications of the functional and the professional experience of the chronological. This arrangement will allow you to feature the skills you have that are relevant to the position and at the same time will give the employers the detail work history that they usually prefer.

When selecting a resume format, based your decision on the type of job you want to get and your experience. Take your time writing your resume and if it’s possible target it to each particular job you are applying for, it will take time and effort but it will increase your chances to get an interview. Regardless the format you select, your resume should always have your contact information, educational background, work experience, achievement and qualifications. It should also be visually appealing, with not grammatical or spelling mistakes. Always be sure just to mention what is relevant to your career and professional goals and when applying for jobs make sure to submit your resume just to the positions you are actually qualified for. Getting interviews depends more on your dedication and commitment to your job hunting process, than the unemployment situation as a lot of people think. There will always be companies hiring and is just in you to give a good first impression and show why you are the best for the role, selecting the right format will allow you to do that and take you closer to that goal.

 

V. Sanchez | DBPC Blog

How to Answer the Most Difficult Interview Questions

In a period where everything seems to be fast-paced, we have to be assertive enough to endure any challenges. Success comes with preparation and consistency. For interviewees, nothing is as intimidating as an employment dialogue. Passing it means possible career and stability. Everybody aims to stand out with their resumes and ace the thought-provoking meet up. Consider the following in order to be able to answer the most difficult interview questions:

Employers are definitely looking for candidates with critical thinking talents. Since this stage is demarcated as an elimination process in hiring, interviewers are set to put you in a hot seat and throw challenging queries. Now that you are given the opportunity to prove yourself, you want to prepare and guarantee a good chance of getting into the organization.

When you are asked with situations that make you divulge a weakness, you are probably into the route of saying you have no mistakes or you are a perfectionist. Obviously, you want to impress.
However, even the person you are talking to knows that it is not the truth. Even when this is counter intuitive, you should be truthful. The questioner does not really care about the faults. Rather, he/she wants to see how you succeeded the circumstances. Was it solved systematically? Did you have methods of tracing the cause of the problem? Were you mindful of any consequences it could possibly have on yourself as a team player and on the establishment?

“Tell me something about yourself.” is an overused inquiry. It’s either you have mastered your answer by simply repeating what is written on your portfolio, or you are suddenly caught off guard because it feels awkward to discuss about yourself. Avoid giving dull and expected answers. Share your greatest personal advantage as well as aspirations. Ambitious individuals are known to be assiduous. In addition, state something personal that will make them remember you. Keep it short though. They do not want to hear what happens in your house.

Mentioning about salary on the initial conference is not advisable. It is better to wait for them to do the offer than giving them the impression that it is your most imperative factor. It is a fact that remuneration matters. Nevertheless, be professional and wait for the right timing. When they ask, do not undersell yourself as this gives them an impression your capacity is tantamount to the pay. Give them a figure in the meridian range or slightly higher. A manager who sees the exceptional skills will not be held up by numbers.

Normally, executives will assess you through topics like value that you have added to your former company. They would also want to know the time-frame you could do the same, or even better to their corporation. Give a detailed account of how you were able to escalate the profitability of operations. Disclose any proposed procedures that was adopted and eventually increased savings. Your evaluator is waiting to hear statistics that you can back up. If you are not sure when you can do it for their firm, inform them of any plans that you have in mind instead. They are not expecting that you can provide positive modifications in a month in case they hire you. However, convince them that you have actual plans and you are definitely worth a try.

Now that you have idea on what happens inside those boardrooms or offices during job discussion, organize your thoughts and be ready to land on your dream job. Don’t forget the basics. Do the STAR method (situation, task, action and result). Research about the position and company. Make proper gestures like handshake and eye contacts. Last but definitely not the least, arrive on time.

Improving Professional Image

Did you know that it takes roughly 30 seconds for another individual to make an assumption about you? Did you also know that 93% of how you’re judged is based on non-verbal cues like appearance, body language, grooming, posture and 7% is influenced by verbal communication and tones? It may come across as shallow but physical appearances do matter. The professional image you present and communicate will give the first impression and if good enough, will often be the last.

The Do’s

  • Dress To Impress
    “Dress the way you want to be addressed”, as stated by Bianca Frazier, is the mantra to keep in mind when getting ready. Most workplaces will have a dress code policy in effect but for safe measure: T-shirts, jeans, flip-flops, excessive makeup, pungent perfumes, revealing, sheer and incorrect sized clothing should be avoided at all costs. The aim is to be as least distracting as possible without compromising personal style and creativity.
  • Be Socially Savvy
    A prerequisite for success in today’s highly-connected and relationship-focused environment is being socially adept. Employees wish to interact with amiable and graceful colleagues. Most individuals prefer to have a productive day, not be bombarded with bickering, badmouthing, complaining and gossiping. Ensure you are making the right impression on your fellow workers and supervisors with your knowledge, optimism, social etiquette, civility and charm. The result of practising these traits will enrich personal and professional effectiveness and self-confidence.

The Don’ts

  • Be Inflexible
    Today’s economy demands that businesses do more with less. Roles and duties are not as defined as they were in the past and have become exchangeable. You may be required to partake in a project that is not listed in your job description. That is perfectly fine, as long as you have the technical and educational competence to do so. No job is too menial to be not taken seriously. Ensure all assignments are submitted on time and are completed with the same dedication as your regular tasks. Management will notice your alacrity and, consequently, take you one step closer to reach the top.
  • Misrepresent
    Trust and integrity are exemplary principles to adopt and apply. Employers want loyal, honest and hardworking individuals on their teams. Your words are as good as you are. Be who you are and do what you say you will. This applies to the credentials, references and experience listed on your résumé. Practice restraint and discretion when on social media, do not slander your employer and expect no one to find out. The potential negative impact of falsifying information on your résumé is not worth the risk of misjudgement.

Your professional image is not solely based on impeccable outer looks, although it is a major component. It reflects and encompasses proper conduct, personable soft skills, face-to-face interactions and integrity to shape your reputation. By following the tips listed above you will lay a solid foundation for success.

 

Tabbassam B. | DBPC Blog

Bullying In the Workplace

Recognizing an office Bully
While bullying in the workplace is a form of aggression, it can also be hidden or unrecognizable. Just like the school yard, work place bullies use the same tools to intimidate and manipulate their employees or co-workers. Bullies usually possess certain traits that can easily be misinterpreted for constructive criticism when in actuality it’s another technique for torment. Distinguish between the two and consecutively ask yourself these questions:

  1. Is this person harassing you?
  2. Do they deliberately overload you with work?
  3. Is this person purposely withholding or giving wrong information that you can’t do your job accurately?
  4. Do they seem to find enjoyment in tormenting you?

If your answers to all these questions are YES, you are more than likely a victim of being bullied at work.

The Psychological Association
Bullies primarily have deep rooted psychological issues related to being in control. In most cases the issue at hand isn’t about you personally or your work performance, but more so the insecurities and anti-social disorder that consumes a bully. This in turn, encourages a childlike mentality, with a predominant antisocial tendency of getting under the skin of others. When your attacker lashes out it is no more a display of incompetence and a lack thereof. This behavior is a defense mechanism to deal with their insecurities and are usually threatened by the employees with better potentials. Although bullies and victims are on the opposite ends of the spectrum, they really are not all that different. It has been statistically proven that most bullies were once on the receiving end of this abuse.

Take Action. How to deal with Workplace Bullying?
Office bullying can be devastating for the affected employees and companies. Most corporations have a zero tolerance policy for workplace bullying. They encourage employees that are being victimized to record all incidents in full detail. It is recommended to provide the name of bully, dates, location, and also any witnesses. This structure will solidify your claim so that it can be properly presented and further investigated. Don’t ignore the fact that you’re being bullied. If you are being treated unfairly in a misappropriate amount than others, don’t hesitate to contact your Human Resources department.

The Follow-up
If the bullying still persists and becomes out of control, try other alternatives and escalate your complaint if necessary. If your manager or supervisor is reluctant in acknowledging the bullying reoccurrences, you have the right to take it further to higher management or a union personnel. In some instances complaints do not resolve in a timely manner as they should or when you expect them to. Do not get discouraged as with time and perseverance your complaint will be taken seriously. If the present evidence still hasn’t taken notice, only then a variety of options may have to be taken into consideration. Seek what’s in your best interest, whether it is relocating or consulting with a lawyer.

It is unacceptable for someone to continue with this behavior. They may have had past victims who were timid to speak up for several reasons. But one compliant can make a difference making it a comfortable environment for you and your colleagues.

 

L. Paul | DBPC Blog

7 Traits of an Effective Recruiter

A great recruiter is more than a “job filler”. Although filling an order is part of the job, recruiters should be able to sell, communicate and negotiate. Our report will outline 7 essential traits that classify an effective recruiter.

Customer Relations
Like every customer oriented job, recruiting requires communication and professionalism. A recruiter should possess outstanding interpersonal capabilities and communicate on various levels. The recruiter has to be confident and charismatic and know what client needs. Many factors will affect the completion of an order and it’s part of the recruiters’ job to demonstrate efficiency and wisdom throughout the process. A recruiter should always be accessible. Clients expect to work with someone who will keep them informed and is available when required. Finding the most qualified and suitable candidate should be paramount to both recruiter and client. The recruiter should ensure the candidate and client are compatible and the work environment and culture of the company is adaptable to the candidate. Obtaining and maintaining, the clients’ loyalty can be challenging, but it is one factor which makes a recruiters job more rewarding. Great listening skills and an open communication channel help foster great relationships.

Finding Qualified Candidates
Finding qualified candidates for a client is not an easy task. There are many steps that will impact this process. Sourcing qualified candidates starts with having an accurate depiction of the clients’ requirements. There should be a clear understanding on what kind of person he/she wants to hire and what the requirements are for the position. One of the most effective ways to have a qualified pool of candidates is through the use of tools such as assessments and interviews. An assessment allows the recruiter to distinguish between candidates that meet all the technical requirements of the position. Through an interview the recruiter becomes acquainted with the candidates’ personality, and his/her familiarity with the position. After the interview the recruiter is better equipped to decide if the candidate will be a good fit for the company. It’s also imperative to know more about the candidates’ personality, education and work experience to make an accurate match, thereby fulfilling the expectations of both parties. With the guidance of an effective recruiter, the candidate will also make the right decision regarding the job.

Sales
A vital aspect of a recruiters job is sales. It is not just about acquiring new clients, it is also selling the job to candidates.

The recruiter must know:
a) The company’s target market
b) The employers specific requirements
c) If the employer is serious about the order
d) If the candidate meets the employers requirements

Often times, recruiters lose their focus and offer services to companies that do not have any need for their service. This mistake can be time consuming and costly. A recruiter needs to know who, why, when, where and how to sell staffing services.

IT Literate
Technology is evolving very rapidly. For the most part, recruiting is conducted on computerized software. This allows recruiters to utilize various tools to connect with prospects, contact candidates and source new clients. Social mediums like Facebook, LinkedIn, Twitter and Google+, allow companies to connect with clients and candidates providing opportunities to increase their network.

Detail Oriented
An effective recruiter pays close attention to details. Recruiters should focus on meeting clients needs. Neglecting or overlooking minute details can harm the process, and negatively affect the relationship with clients or candidates. The recruiter has to complete an order with efficiency and accuracy.

Time Management
A great recruiter should always be aware of and consistently meet deadlines. They must be realistic on the length of time needed to fill a position, and never mislead clients. This will eventually impact future decisions for jobs with the company. Candidates also appreciate knowing the time frame for a position to be filled and to be notified when the position is filled.

Team Oriented
Recruiting requires team work, not just with co-workers but also with clients and candidates. Open communication will allow the recruiter to have a better understanding of what the client is looking for. Often times, clients are not specific with their requirements. It is the recruiters’ responsibility to get to know the client and establish a relationship where they can work together to select the best candidate for the position.

An effective recruiter will know what the candidate needs to improve on and the best candidate to choose for the job. Both candidate and recruiter should work together to ensure the candidate has a professional resume. If the candidate gets an interview, the recruiter should provide all the necessary information to prepare the candidate for the interview. Finally, the recruiter must give moral support to the candidate, as some candidates get nervous during interviews. Team work is essential to complete every aspect of the process.

There are several other traits that could be included in this article, however under our consideration, these 7 traits would make a successful and effective recruiter.

 

T. Bhatti & V. Sanchez | DBPC Blog


 

Sources:
http://www.fordyceletter.com/2013/10/22/the-earmarks-of-a-true-recruiter/
http://www.ere.net/2006/10/24/traits-that-turn-a-good-recruiter-into-a-great-recruiter/
http://www.careerbuilder.com/jobposter/staffing-recruiting/article.aspx?articleid=ATR_0046HIRINGRECRUITERS
http://www.ere.net/2012/07/26/8-skills-recruiters-should-have/
http://recruiterfiles.com/10-traits-of-a-successful-recruiter/