Best jobs on the job marketgreat jobs


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Best jobs on the job marketgreat jobs

  1. 1. The Truth About Job Recruiters and how they work A job recruiter must be successful in their positions to gain respect in the community they work in.This means that they need to be able to find potential employees quickly, screen them, and sendthem to the potential employer. The job recruiters also needs to be able to handle several differentclients at once in most cases. There are a few different types of job recruiters. One type ofrecruiter is an internal person for the business. This means that they work in house for a companyand thus taking care of all recruitment needs their company may have.This type of job headhunter usually does not receive a commission on each person they find forthe available position. The second type of job recruiter is called a third party recruiter orheadhunter. These recruiters will receive commissions for every employee they find. Within thethird party option is two types as well. You can have a retained job recruiter that receives paymentup front for the work or you can have a contingent recruiter that only receives payment after theposition has been filled.More often, a job recruiter is assigned to fill top-level positions in larger corporations or in thesports industry. For this reason, a job recruiter differs from a temporary agency or other jobplacement agency. Their main goal is to help their client, the business or corporation, to find theright employee for the position. If you are a corporation, looking for a job headhunter you will wantto be aware of both the advantages and the disadvantages of using their professional services.When you weigh the advantages against the disadvantages, you may find that a job recruiter isnot the best option for your business. First, we will look at the advantages listed below and thenwe will look at the disadvantages for corporations. We will then look at the advantages anddisadvantages for potential employees.Advantages:Saving timeBackground checkHaving someone screen potential employeesTesting the potentialemployees for skillsOften higher level positionsInternal job recruitersAdvertising for thepositionMost corporations find time management to be an essential part of creating a successfulbusiness. This means that any work they are able to get done in a quick and efficient manner isimportant. Often times when you are a part of a larger corporation, you do not have time to spendon finding potential employees, interviewing them, and hiring the correct person along with yourother duties. A job recruiter is able to do the work for you. This means you are saving time forother more important matters. Job recruiters will screen the potential employees, which is also atime saver. The job recruiter will have the information on the job opening, therefore they will beable to screen the resumes that come through the office and eliminate a potential candidate fromthe list, narrowing down the company‘s choices. During the screening process is also the testingaspect of employees. Not all job recruiters will test employees for the skills needed for the position.This is where they differ from a job placement agency. They may test for specific skills or they mayleave those options to the company. Part of testing for certain skills and screening employees areto help the corporation fill higher- level positions. The low-level positions or medium level positionsmay not require many skills. This means that companies tend to do this hiring internally rather thancreating an extra expense. A corporation wants to know that they are receiving a qualified
  2. 2. professional for the position without spending the time interviewing each potential candidate. Whileit is up to the company to higher the potential employee, they are most often working off theinformation supplied by the job headhunter. When a job recruiter is helping to find a potentialemployee, they are saving you advertising costs.Generally, a corporation using a job headhunter will not post the job in the newspaper or amongother sources leaving the recruiter in charge of the description provided as a means to findpotential employees. Part of advertising for the position may include setting up the corporationwebsite for potential employees to find. This is a third party way to make sure that potentialemployees find your job position, but that your corporation does not field the information.The last advantage of having a job recruiter would be choosing an internal recruiter to workdirectly for the company or a retained headhunter. While a retained recruiter does exact a fee forthe work they will continue to work until the position is filled and during that time, they are workingsolely for the corporation that has retained them. In other words, they have an exclusiveagreement.If the corporation has a in house headhunter, the corporation is paying the person a salary ratherthan commissions for a job completed. Most corporations that will choose this option have a highturnover rate or high expansion rate where they benefit from this internal service. In other words ifthe corporation is in need of a job recruiter once or twice a year a in house job recruiter may notbe the best option.Now that we have looked at some of the advantages let us look at the following disadvantages.High placement fees. Usually 20%-30% of the candidate annual salaryControl of the hiringprocessLack of quality control Mostly for large companies with high level positionsThird party jobrecruitersWe left off in advantages talking about internal or retained job recruiters. A retained jobrecruiter can be considered a third party job headhunter. This means that they are outside of thecompany acting on behalf of the corporation, as a mediator in other words. The other type of thirdparty job recruiter that we have yet to mention is called a contingent job recruiter. This means thatthey do not receive payment until the position is filled. They also do not have an exclusiveagreement. These types of recruiters will work for middle management, professional, and technicalranges. Therefore, there is already a limitation there. Fees are another disadvantage for mostcompanies. As mentioned above job recruiters require payment for their services. These fees canbe anywhere from 15% to 30% of the candidates annual salary. Most job recruiters will receive thecommissions as long as the employee is working for the company and that they pass theprobation period which is usually 3 months. So not only is the corporation paying a salary to thenew employee, but they are also paying the recruiter as well. Some firms may have a one- timefee of the above percentage. The corporation also has to look at how much the fees are incomparison to how many employees they will need per year. This can bring the choice of an inhouse job recruiter into the mix. An in housel job recruiter is a salaried employee so the potentialof being less costly is there if the demand for new employees is relative.When considering a job recruiter whether they will be in house or a third party you also have tolook at the typical positions they will fill for you. Most job recruiters work to find potentialemployees for high- level positions such as management, the technical industry, or sports. You
  3. 3. may find filling a secretary position or clerk position out of context when dealing with a jobheadhunter. They are set up to find the employees with skills. They may even search othercorporations for potential employees luring them away for a better position. While this can bebeneficial to large companies such as corporations, they are not helpful for a medium sized orsmaller business.The last disadvantage for a corporation or business stems in the interview and testing process.While it will save your corporation the time and potentially money depending on the fee scale, youlose control of the process to a certain degree. The potential for missing the correct employee ishigh. Job recruiters can receive thousands of resumes and applications making it difficult to sortthrough each and everyone for the potential employee.They may send you several choices and you will find no one in the mix at least not right away. Ifthe position is one of immediacy, this can be a problem. You may also find that the recruiter haseliminated a potential employee based on the information you have provided without consideringall the possibilities. In the instance of using a job recruiter, you are losing most of the control forhiring the right employee. While the corporation has final decision, the possibilities that have beeneliminated could be the difference in finding a permanent employee and one that becomestemporary.As a corporation, you have a responsibility to yourselves for saving time, finding the correctemployees, and saving money. This means that you have to weigh all aspects of using a jobrecruiter for your business needs. While it is your choice more often, the disadvantages overrulethe potential advantages of using a job headhunter.Let us see what the result for potential employees may be when we make the same type ofcomparison. The advantages are as follows:Set up a web pageInterview tipsSearchesJob databaseCareer adviceAccess to position not listedin newspapers and other sourcesNo cost to potential employeeFor a potential employee having aweb page set up with your resume and all pertinent information is very important. It will helppotential employers to find your information online with the ease of access. Job recruiters mayoffer you the service of helping you set up your own web page through their company. This meansthat potential employers will have access to your information without having to call you or seek youout. You will also have access to more searches through a job recruiter. In other words, a jobheadhunter most often has access to potential jobs that are not listed on any database you haveaccess to. Often times when a high level position is available a corporation will be looking to therecruiter to find the potential employee through resumes, web sites, and applications rather thanposting an advertisement online, in newspapers, or with other sources. Using a recruiter can giveyou the access you would normally be denied. Some job recruiters also offer career advice. Theywill point you towards the information you have to learn in order to qualify for the positions theynormally work to fill. They will also in some cases help you to create your resume so that it looksbetter to the potential employer. This is very helpful when you consider how difficult it may be tofind the position you are looking for and need.Briefly mentioned above was the fact that you would have access to potential job you may nototherwise have access to. This bears mentioning again. Most employers save on advertising costs
  4. 4. by using job headhunters to search for potential employees. While you may not be able to see thejob descriptions through searches or databases, you will still have access to potential jobs whenyou submit your resume to a recruiter. They will analyze your resume for the job positions they arelooking to fill. If they see what is necessary for that position they will forward your information on tothe corporation or bring you in for an interview before doing so. This means you have the accessto options you did not before.The last advantage of a potential employee or job seeker using a recruiter is the lack of fees toyou. While the corporation is paying a fee for the service, you can submit your information to theheadhunter for no charge. This is not always the case with job placement agencies. While mostjob agencies will pay you as a temporary employee, some have been known to charge you fortheir services. Therefore making no fees from a recruiter an advantage.As with the advantages, you will find there are several disadvantages for using a job recruiter. Infact, you will find that there tend to be more disadvantages than advantages making the use of jobheadhunters out of favor.DisadvantagesRecruiters work for the company, or are independentSee several thousand resumesDo not alwayscall backPlace resume in a databaseAre often looking for one position with specific skillsOftenhigher level positionsPrivacy lawsMay overlook what is the best job position for the sake of makinga sell to the employerSome of the disadvantages are self- explanatory so we will not spend timeon those; however, we will delve into those that need extra care. Job recruiters are extremely busywith resumes and finding the right employee so they will not call you back if you are not right forthe current positions they have available. This can leave you to wonder about employment andcause undue stress. They will place your resume in a database, which can seem like anadvantage; however, they may not always find your resume again when a job becomes open forwhich you are qualified. A job recruiter is also looking to fill specific positions with certain skills. Ifyou do not have these skills despite your education and background, they will not call you in for aninterview. They are also looking for high- level employees. In most cases a job headhunter willhave their loyalty geared towards the employer. Why? Well simply because they are the ones thatare paying their services.The last and most important disadvantage that must be looked at is privacy laws. Most jobrecruiters are not required to keep your information private. They may even sell your information toother people. While there are certain laws prohibiting this to happen, there are certainly waysaround it. You must read every job application carefully to make sure that they are not able to sellor spread your personal information before choosing a job recruiter to work with. As adisadvantage, this is the most powerful one for rejecting the idea of using any type of job recruiteror job headhunter.There are many reasons why an employer or job seeker may wish to use a job headhunter to findthem a new position. With the advantages of using a job recruiter weighed against thedisadvantages you will find that most often using a job headhunter is not the best option for you oryour company. Job recruiters tend to have recruiting fees, not all headhunters will keepinformation private, and they may not be able to help you. Some recruiters offer web pages,
  5. 5. searches, job databases, and career advice to potential employees. This is why you need tounderstand you options before choosing a job headhunter. This is important when looking for theperfect job opportunity.You must be selective if you are a employee or employer. Use only a job recruiters that have beenreferred to you. The service offered by the job recruiters should always be free of charge for thejob seekers.Jobs