The document describes a recruitment consultancy called Definitive Consulting. It provides expert, independent career advice to help candidates make the right career decisions. It rejects short-term fee chasing and only represents candidates on an exclusive basis if it genuinely thinks it can make a difference in their career. The consultancy guides candidates through a multi-step process involving assessing goals, developing a career strategy, securing interviews, and providing ongoing support even after a new role is secured. Definitive Consulting boasts a high success rate in helping candidates secure interviews and job offers.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
Starting a small good business in nigeria oct 2009Rose Azuike
The document provides advice for starting and running a successful small business. It emphasizes the importance of experience, research and development, education and training, mentors, and financial discipline. Location and marketing are also highlighted as important factors. The key recommendations are to gain experience in the industry before starting, conduct thorough market research, continue learning and improving skills, and reinvest profits back into the business for growth.
This document outlines the top 10 reasons why businesses are not growing fast enough and provides tips to overcome each issue. The top mistakes include having no defined target market, spending too much time with the wrong clients, not asking for introductions, poor client engagement, poor time management, spending too much time on tasks that could be delegated, poor hiring and training habits, not building strategic alliances, expecting to receive referrals without giving them, and spending time in the business but not on developing the business. The tips provided for each issue focus on defining the target market, spending more time with top clients, asking for introductions, developing a client engagement plan, improving time management through planning, delegating more tasks, improving hiring and
Futurepoint.ie is an Irish career development and management company led by Paul Walsh. It provides smart strategies and training to graduates and professionals to help them succeed in career development and management. The website contains information on topics like finding the right job fit, identifying interests, defining one's values and motivation, enhancing one's identity, understanding personality types, developing stories to showcase one's skills and experience, preparing for interviews, and following up after interviews. The goal is to help job seekers and professionals present themselves authentically to potential employers.
Two companies, the Center for Sales Strategy and LeadG2, are merging. They share a culture focused on quality, integrity, and responsiveness. Employees are empowered to use their instincts rather than rigid rules. The companies exist to help other companies improve sales and marketing performance through training, tools, and tactics. Leaders emphasize building a strong sense of community and family within a fun and collaborative work environment.
This document provides an overview of a company's culture through various quotes and descriptions. The company emphasizes quality, integrity, and responsiveness in its work. It aims to help clients succeed by using employees' instincts rather than rigid rules. The culture is described as warm, collaborative, creative, and family-like, where people feel respected, rewarded and valued.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
Starting a small good business in nigeria oct 2009Rose Azuike
The document provides advice for starting and running a successful small business. It emphasizes the importance of experience, research and development, education and training, mentors, and financial discipline. Location and marketing are also highlighted as important factors. The key recommendations are to gain experience in the industry before starting, conduct thorough market research, continue learning and improving skills, and reinvest profits back into the business for growth.
This document outlines the top 10 reasons why businesses are not growing fast enough and provides tips to overcome each issue. The top mistakes include having no defined target market, spending too much time with the wrong clients, not asking for introductions, poor client engagement, poor time management, spending too much time on tasks that could be delegated, poor hiring and training habits, not building strategic alliances, expecting to receive referrals without giving them, and spending time in the business but not on developing the business. The tips provided for each issue focus on defining the target market, spending more time with top clients, asking for introductions, developing a client engagement plan, improving time management through planning, delegating more tasks, improving hiring and
Futurepoint.ie is an Irish career development and management company led by Paul Walsh. It provides smart strategies and training to graduates and professionals to help them succeed in career development and management. The website contains information on topics like finding the right job fit, identifying interests, defining one's values and motivation, enhancing one's identity, understanding personality types, developing stories to showcase one's skills and experience, preparing for interviews, and following up after interviews. The goal is to help job seekers and professionals present themselves authentically to potential employers.
Two companies, the Center for Sales Strategy and LeadG2, are merging. They share a culture focused on quality, integrity, and responsiveness. Employees are empowered to use their instincts rather than rigid rules. The companies exist to help other companies improve sales and marketing performance through training, tools, and tactics. Leaders emphasize building a strong sense of community and family within a fun and collaborative work environment.
This document provides an overview of a company's culture through various quotes and descriptions. The company emphasizes quality, integrity, and responsiveness in its work. It aims to help clients succeed by using employees' instincts rather than rigid rules. The culture is described as warm, collaborative, creative, and family-like, where people feel respected, rewarded and valued.
This document discusses the difference between being a "Sales Manager" versus a "Salespeople Manager". A Sales Manager spends most of their time (90%+) chasing business themselves rather than growing their team. This stretches them thin and prevents them from maximizing their team's potential. A Salespeople Manager, on the other hand, spends equal time (50-50) growing their team through selecting, assessing, focusing on strengths, noticing achievements, and investing in their people. By transitioning from a divider of work to a multiplier of their team's talents, the manager can watch their business take off as their people are activated and revenue is built on the skills of the team rather than one person.
This document discusses strategies for finding great talent that fits an organization's culture. It emphasizes that fit is more important than experience and provides ideas for evaluating fit, such as projecting candidates into the company and opportunities. It also stresses the importance of authenticity, selling the vision to attract top talent, uncovering potential issues, and having a thorough selling strategy for each search.
This document discusses finding and hiring great talent that fits an organization. It notes that average CMO and agency tenure is decreasing while expectations for new approaches are increasing. This means organizations should focus on cultural fit, problem-solving skills, and future-focused thinking over past experience. References and selling the organization's values are important to determine fit. The hiring process should be treated like a sales process, moving quickly while sincerely engaging candidates.
Short course on consulting for a client...learned lessons from my experience...one view, not the only view. Thinking about consulting in many dimensions.
The document provides advice from a marketing manager to their agency partners on how to best serve clients and win business. Some key points include: take a genuine interest in clients' problems rather than just selling your own credentials; expose clients to new ideas and help them learn; spend time in clients' organizations to better understand their business; and align your agency's success with your clients' success by linking compensation to client metrics. The overall message is that agencies should focus on truly understanding and helping their clients rather than just completing tasks.
6 Unconventional Hiring Strategies to attract and hire top talentInterview Mocha
This document discusses 6 unconventional hiring strategies to attract top talent. It begins by introducing social recruiting, video interviewing and gamification as new strategies. It then discusses using creative job ads that draw attention through fun imagery. Another strategy is mass auditions, where candidates are invited to mimic company operations. Puzzles, brainteasers and case studies are also suggested to evaluate problem solving skills. Companies are advised to have candidates spend time with multiple hiring managers through short interviews and tasks. The final strategy recommends attending meetups and events in fields related to open positions and implementing referral rewards for employee and non-employee referrals.
The document discusses the common pitfalls that CEOs face when leading their own hiring processes, and promotes the services of JK Consultants to help address these issues. It identifies four main pitfalls: 1) failing to lay a proper foundation by rushing to hire without analyzing needs, 2) only searching shallow sources and not reaching all available candidates, 3) lacking a sense of urgency and not actively recruiting, and 4) conducting superficial interviews that do not fully evaluate candidates. JK Consultants offers recruiting services to help clients identify top talent, conduct in-depth screening and interviews, and has a strong track record of candidates exceeding goals.
This document provides an overview and guidance for starting a business. It discusses introspecting on one's skills and vision, defines the target market through research, outlines steps to formally structure the business such as choosing a name and legal form, and emphasizes the importance of a business plan to identify strengths/weaknesses and guide operations. The document is from Neusource, a company that offers outsourced accounting, taxation, and management support services to startups and small businesses.
This document outlines topics that will be covered in a series of sessions on starting a business. The sessions will cover developing a business plan, understanding customers and competitors through market research, creating marketing strategies, and financial planning. Specific topics include determining if entrepreneurship is right for you, developing products and services, pricing strategies, hiring employees, and working with accountants and the IRS. The goal is to provide information on all aspects of starting a business to give attendees the best chances of success.
This document provides career planning advice for those seeking a career in the pharmaceutical industry. It recommends taking time to understand your current situation and future goals through self-reflection on your interests, strengths, and values. It also suggests brainstorming career options and potential employers, as well as developing a professional network to explore opportunities. When working with recruitment consultants, it advises choosing an agency carefully based on your specific needs, maintaining open communication, and not allowing your resume to be submitted without permission. The key steps outlined are self-assessment, goal-setting, opportunity research, and managing relationships with consultants.
Ghana HR Solution is a 15-year-old human resources consultancy that offers organizational training, recruitment, and HR outsourcing services. It aims to help clients improve employee effectiveness and competence. Ghana HR's unique approach provides high value services to help clients adopt best HR practices. It strives to understand client needs and tailor solutions through a team-based approach.
A career is composed of jobs, titles, and accomplishments over time, not just one position. Career planning involves 5 stages: self-reflection to identify values, interests, and skills; self-clarity and visioning to explore options; goal setting and planning based on interests and skills; and implementing and adapting with action plans and adapting over time. The stages involve self-assessment, research on jobs and markets, setting long- and short-term goals, and taking steps with schedules and support toward objectives.
The document provides 10 tips for launching a new business: 1) have passion for your business idea, 2) conduct research to gather information, 3) surround yourself with positive and professional people, 4) set clear and measurable goals, 5) be willing to take moderate risks, 6) remain adaptable to changes, 7) be proactive once your plans are set, 8) differentiate your business to attract customers, 9) keep things simple, and 10) secure necessary financing. An entrepreneur should have traits like autonomy, determination, optimism, flexibility and the ability to learn.
Penser Digital is a marketing company that focuses on telling stories rather than just promoting products. They aim to satisfy customers by providing eccentric and creative ideas. The company believes in having no fear and focusing on innovation. They strive to exceed customer expectations and always satisfy customer needs. Their team includes marketing and sales managers from various locations in India who are passionate, optimistic and dedicated. They partner with clients committed to their own customers and take chances on bold ideas.
The document discusses the importance of customer care and developing an emotional connection with customers. It emphasizes valuing customers and understanding that people are different. It encourages organizations to dedicate themselves to giving customers what they want by ensuring staff understand the relationship between good customer service and profitability. The document prompts reflection on whether an organization truly believes great customer care matters and walks the talk, how customer care can be improved, how success is defined and rewarded, and whether training is provided on customer service.
Tips on doing freelancing works. This presentation was actually made by Chandra Marsono (chandramarsono.blogspot.com), not mine.
The slides was presented in FreSh event in Jakarta. More on FreSh can be read at: http://media-ide.bajingloncat.com/category/fresh
The Meraki MR62 is an enterprise class, single-radio 802.11n cloud managed access point designed for deployments in harsh outdoor locations and industrial indoor environments. The MR62 uses advanced 802.11n technologies including MIMO and beamforming to deliver the throughput and reliable coverage required by the most demanding business applications, even in harsh environments.
Definitive Consulting is a rapidly growing recruitment consultancy specializing in accountancy, finance, and legal sectors. They aim to do more than just match skills to jobs - they assess skills, personality, and ambition to match career aspirations with business needs. They represent both clients and candidates, taking a long-term view to understand career goals and introduce exceptional people who can make a genuine difference. They are predictable in their approach, retaining top consultants with in-depth knowledge of clients' changing needs. Sometimes they provide candid advice, even if not what clients or candidates want to hear. They do not waste time, thoroughly understanding requirements to put forward only suitable candidates likely to progress. They guarantee success on retained assignments, having never
Shareholder Activism By Institutional Investors Evidence From Cal PersDeepak Agrawal
The document summarizes a study on shareholder activism by the California Public Employees Retirement System (CalPERS) between 1987-1993. The study analyzes whether shareholder activism leads to changes in corporate governance structures and shareholder wealth. It finds that larger firms with lower stock performance and valuation were more likely targets. Shareholder activism was effective in influencing governance changes and benefited shareholders if control structures changed. However, activism did not significantly impact firm operating income, cash flows, or asset sales.
This document discusses the difference between being a "Sales Manager" versus a "Salespeople Manager". A Sales Manager spends most of their time (90%+) chasing business themselves rather than growing their team. This stretches them thin and prevents them from maximizing their team's potential. A Salespeople Manager, on the other hand, spends equal time (50-50) growing their team through selecting, assessing, focusing on strengths, noticing achievements, and investing in their people. By transitioning from a divider of work to a multiplier of their team's talents, the manager can watch their business take off as their people are activated and revenue is built on the skills of the team rather than one person.
This document discusses strategies for finding great talent that fits an organization's culture. It emphasizes that fit is more important than experience and provides ideas for evaluating fit, such as projecting candidates into the company and opportunities. It also stresses the importance of authenticity, selling the vision to attract top talent, uncovering potential issues, and having a thorough selling strategy for each search.
This document discusses finding and hiring great talent that fits an organization. It notes that average CMO and agency tenure is decreasing while expectations for new approaches are increasing. This means organizations should focus on cultural fit, problem-solving skills, and future-focused thinking over past experience. References and selling the organization's values are important to determine fit. The hiring process should be treated like a sales process, moving quickly while sincerely engaging candidates.
Short course on consulting for a client...learned lessons from my experience...one view, not the only view. Thinking about consulting in many dimensions.
The document provides advice from a marketing manager to their agency partners on how to best serve clients and win business. Some key points include: take a genuine interest in clients' problems rather than just selling your own credentials; expose clients to new ideas and help them learn; spend time in clients' organizations to better understand their business; and align your agency's success with your clients' success by linking compensation to client metrics. The overall message is that agencies should focus on truly understanding and helping their clients rather than just completing tasks.
6 Unconventional Hiring Strategies to attract and hire top talentInterview Mocha
This document discusses 6 unconventional hiring strategies to attract top talent. It begins by introducing social recruiting, video interviewing and gamification as new strategies. It then discusses using creative job ads that draw attention through fun imagery. Another strategy is mass auditions, where candidates are invited to mimic company operations. Puzzles, brainteasers and case studies are also suggested to evaluate problem solving skills. Companies are advised to have candidates spend time with multiple hiring managers through short interviews and tasks. The final strategy recommends attending meetups and events in fields related to open positions and implementing referral rewards for employee and non-employee referrals.
The document discusses the common pitfalls that CEOs face when leading their own hiring processes, and promotes the services of JK Consultants to help address these issues. It identifies four main pitfalls: 1) failing to lay a proper foundation by rushing to hire without analyzing needs, 2) only searching shallow sources and not reaching all available candidates, 3) lacking a sense of urgency and not actively recruiting, and 4) conducting superficial interviews that do not fully evaluate candidates. JK Consultants offers recruiting services to help clients identify top talent, conduct in-depth screening and interviews, and has a strong track record of candidates exceeding goals.
This document provides an overview and guidance for starting a business. It discusses introspecting on one's skills and vision, defines the target market through research, outlines steps to formally structure the business such as choosing a name and legal form, and emphasizes the importance of a business plan to identify strengths/weaknesses and guide operations. The document is from Neusource, a company that offers outsourced accounting, taxation, and management support services to startups and small businesses.
This document outlines topics that will be covered in a series of sessions on starting a business. The sessions will cover developing a business plan, understanding customers and competitors through market research, creating marketing strategies, and financial planning. Specific topics include determining if entrepreneurship is right for you, developing products and services, pricing strategies, hiring employees, and working with accountants and the IRS. The goal is to provide information on all aspects of starting a business to give attendees the best chances of success.
This document provides career planning advice for those seeking a career in the pharmaceutical industry. It recommends taking time to understand your current situation and future goals through self-reflection on your interests, strengths, and values. It also suggests brainstorming career options and potential employers, as well as developing a professional network to explore opportunities. When working with recruitment consultants, it advises choosing an agency carefully based on your specific needs, maintaining open communication, and not allowing your resume to be submitted without permission. The key steps outlined are self-assessment, goal-setting, opportunity research, and managing relationships with consultants.
Ghana HR Solution is a 15-year-old human resources consultancy that offers organizational training, recruitment, and HR outsourcing services. It aims to help clients improve employee effectiveness and competence. Ghana HR's unique approach provides high value services to help clients adopt best HR practices. It strives to understand client needs and tailor solutions through a team-based approach.
A career is composed of jobs, titles, and accomplishments over time, not just one position. Career planning involves 5 stages: self-reflection to identify values, interests, and skills; self-clarity and visioning to explore options; goal setting and planning based on interests and skills; and implementing and adapting with action plans and adapting over time. The stages involve self-assessment, research on jobs and markets, setting long- and short-term goals, and taking steps with schedules and support toward objectives.
The document provides 10 tips for launching a new business: 1) have passion for your business idea, 2) conduct research to gather information, 3) surround yourself with positive and professional people, 4) set clear and measurable goals, 5) be willing to take moderate risks, 6) remain adaptable to changes, 7) be proactive once your plans are set, 8) differentiate your business to attract customers, 9) keep things simple, and 10) secure necessary financing. An entrepreneur should have traits like autonomy, determination, optimism, flexibility and the ability to learn.
Penser Digital is a marketing company that focuses on telling stories rather than just promoting products. They aim to satisfy customers by providing eccentric and creative ideas. The company believes in having no fear and focusing on innovation. They strive to exceed customer expectations and always satisfy customer needs. Their team includes marketing and sales managers from various locations in India who are passionate, optimistic and dedicated. They partner with clients committed to their own customers and take chances on bold ideas.
The document discusses the importance of customer care and developing an emotional connection with customers. It emphasizes valuing customers and understanding that people are different. It encourages organizations to dedicate themselves to giving customers what they want by ensuring staff understand the relationship between good customer service and profitability. The document prompts reflection on whether an organization truly believes great customer care matters and walks the talk, how customer care can be improved, how success is defined and rewarded, and whether training is provided on customer service.
Tips on doing freelancing works. This presentation was actually made by Chandra Marsono (chandramarsono.blogspot.com), not mine.
The slides was presented in FreSh event in Jakarta. More on FreSh can be read at: http://media-ide.bajingloncat.com/category/fresh
The Meraki MR62 is an enterprise class, single-radio 802.11n cloud managed access point designed for deployments in harsh outdoor locations and industrial indoor environments. The MR62 uses advanced 802.11n technologies including MIMO and beamforming to deliver the throughput and reliable coverage required by the most demanding business applications, even in harsh environments.
Definitive Consulting is a rapidly growing recruitment consultancy specializing in accountancy, finance, and legal sectors. They aim to do more than just match skills to jobs - they assess skills, personality, and ambition to match career aspirations with business needs. They represent both clients and candidates, taking a long-term view to understand career goals and introduce exceptional people who can make a genuine difference. They are predictable in their approach, retaining top consultants with in-depth knowledge of clients' changing needs. Sometimes they provide candid advice, even if not what clients or candidates want to hear. They do not waste time, thoroughly understanding requirements to put forward only suitable candidates likely to progress. They guarantee success on retained assignments, having never
Shareholder Activism By Institutional Investors Evidence From Cal PersDeepak Agrawal
The document summarizes a study on shareholder activism by the California Public Employees Retirement System (CalPERS) between 1987-1993. The study analyzes whether shareholder activism leads to changes in corporate governance structures and shareholder wealth. It finds that larger firms with lower stock performance and valuation were more likely targets. Shareholder activism was effective in influencing governance changes and benefited shareholders if control structures changed. However, activism did not significantly impact firm operating income, cash flows, or asset sales.
Designed for demanding office environments, the MR16 offers twice the throughput and performance of MR12, and provides high-speed, reliable and cost-effective wireless coverage even in the most challenging indoor RF scenarios. Only available with the Meraki Enterprise Cloud Controller.
The document introduces Definitive Consulting, an international recruitment consultancy that specializes in finance, consulting, and legal sectors. It provides a tailored, strategic approach to helping clients achieve their career goals by finding roles that are a perfect fit. Key aspects of its approach include an in-depth initial interview to understand a client's goals and skills, exclusive representation for four weeks to enable proactive job searching, and continued support during and after the hiring process.
The document provides an overview of a career in recruitment consulting. It describes recruitment consultants as salespeople who build relationships to source and place both candidates and clients. Their role involves understanding needs, matching requirements, interviewing, managing offers and ensuring a smooth process. Recruitment consulting offers rewarding career opportunities with direct influence over progression and compensation. However, it also requires resilience and a strong work ethic to manage various demanding components while achieving targets amid ups and downs. Overall, the career provides valuable skills, industry knowledge, opportunities to earn a high income, and work in a fast-paced social environment.
The document discusses the role of a consultant and the key skills needed for consulting. It defines a consultant as someone who provides professional or semi-professional advice and services in exchange for compensation. Some of the main skills discussed include: building relationships with clients, understanding client needs, clearly defining roles, coaching clients on issues and solutions while letting them decide, and delivering results. Technical expertise, communication skills, marketing/selling abilities, and management skills are also highlighted as important consulting competencies.
D Shefrin & Associates Search Brochuresheroldt
David Shefrin and Associates is a recruiting firm located in Scottsdale, Arizona that specializes in finding talent for career colleges and management positions. They believe in developing long-term relationships, providing unlimited opportunities for employees and clients, integrity, diversity, loyalty, and connecting organizations with top talent. The document outlines their process for conducting executive searches, which includes developing a detailed position profile, recruiting qualified candidates nationally, evaluating candidates, assisting with negotiations, and providing follow-up support. They aim to find the absolute best candidates to meet their clients' needs.
Benchmark is a recruitment agency that aims to help candidates secure their dream jobs. They employ expert recruiters with connections to leading companies in South Yorkshire to find opportunities that match candidates' interests. The agency provides assistance like CV advice, mock interviews, and insider information on hiring companies. Candidates have access to exclusive jobs through Benchmark's client relationships. The selection process is rigorous but helps candidates by giving them an edge over other applicants.
Benchmark is a recruitment agency that aims to help candidates secure their dream jobs. They employ expert recruiters with connections to leading companies in South Yorkshire to find opportunities that match candidates' interests. The agency provides support such as access to job listings, CV assistance, mock interviews, and introductions to hiring managers. By working exclusively with select clients, Benchmark is sometimes able to offer candidates exclusive interviews where they compete against only a few other applicants rather than over 100. The agency encourages candidates to recommend friends who may also be looking for work, as both the referrer and referee will receive a £50 voucher if the referee is hired permanently through Benchmark.
Increasing your chances of success by engaging with a niche consultancyCompliance Consultant
Fortunately, there are more positive alternatives to using a smaller consultancy compared to the Accentures, McKinseys or the big accountancy firms like Deloitte, E&Y etc. We not only consider that size doesn’t matter, but large size can actually be a disadvantage in meeting your needs.
A great guide for Trainees & Graduates looking to launch a career in recruitment! Advice on how to prepare, how to make successful applications and how to perform in interview
Recruitment Consultant Training Tips-So You Want To Be Promoted 4 Professiona...GSR2R
Every employee has the desire to be promoted and earn a bigger income – that’s the dynamics of success in the corporate world and it seems especially so as a recruiter.
This document discusses finding and hiring the right employee. It begins by outlining the need for employment, including financial support, socialization, fulfillment and skill-building. It then provides tips for finding the right job, such as determining preferred job aspects, developing a search strategy, considering all skills, and devoting time to searching. Requirements of jobs are outlined, including qualifications, knowledge, and personal attributes. Finally, tips for hiring the right employee are given, such as looking for career commitment, testing skills, ensuring compatibility, continuously improving hiring processes, and considering interns for permanent roles.
Optimus Search is a growing recruitment firm that placed over 240 professionals in 23 countries last year. They build long-term relationships with clients across various industries to understand job requirements. Most candidates placed with Optimus use them again due to their high placement success rate of 94%. Optimus offers competitive pay, bonuses, and career progression opportunities for new recruits. They provide hands-on training and mentorship to help recruits succeed in their roles.
EICT Summer School August 2023 - Things I never knew I never knew - about bu...Fiona Nielsen
Expert workshop session delivered at IECT Summer School for Entrepreneurs on August 23, 2023, by Fiona Nielsen.
Fiona is a serial entrepreneur with lots of experience in hiring, leading and laying off people as part of her startup journey. In this presentation Fiona shares practical down to earth tips and examples on how to build a great team at your startup.
Topics include breakdowns of how to:
- Get great people on board
- Always improve your leadership
- Invest in good culture from the start
For example "1. Get great people on board"
Attract the right people to apply/express interest
Describe the role you are looking for and be specific about making the title reflect the job, e.g. “co-founder” or “marketing intern”
Always include the mission and vision of the company. Don’t fluff it.
Consider why anyone would work for you - beyond being paid a salary.
Great candidates have a choice of where to work, they will choose a place where they find meaning, feel motivated and challenged, and feel welcome.
CareerBuilders is a boutique executive search and recruitment firm. They strive for excellence on behalf of candidates and client companies by providing seasoned recruiters with industry experience to place candidates in positions that match their skills and goals, and offer growth opportunities. They are committed to establishing relationships based on trust and confidentiality with both candidates and clients.
Whether you’re in your first year of university or your last, the time to start planning your career is now. Learn how to prepare and make the most of your time at university in 8 steps, so that by the time you’re ready to graduate, you’re ready to launch straight into a successful career.
From learning how to decide what type of job, employer and workplace you want, to how to sell yourself and make valuable connections by networking, these tips will help uni students and graduates be prepared for the world of work and to find their place within it.
Planning for a successful career never stops. Once you’ve taken the 8 steps listed here, there are a number of other resources you can check out further advice on USQ’s Social Hub and USQ’s career resource centre, Career Hub.
Definitive Consulting is an executive search firm that specializes in recruiting for professional services firms in advisory, assurance, consulting, legal, and taxation. They aim to deliver competitive advantage to clients through exclusive access to top talent. Definitive Consulting consultants have in-depth knowledge of their niche markets and work closely with clients to identify and hire key staff. They take a strategic, long-term approach to building client relationships and prioritize finding the perfect match between candidates' skills and companies' needs.
Our professionals have distilled years of inside information and knowledge to give you an advantage over the competition – on average over 130 people apply for job postings. The Job Course will arm you with the skills, tools and tricks of the trade to make you stand out and secure that role.
This document provides a 3-step interview guide from Robert Walters, a leading professional recruitment firm. It outlines the importance of preparation, provides tips for the interview itself such as dress, body language, and answering competency-based questions. Finally, it discusses closing the interview professionally and following up with the recruiter afterwards. The overall guide advises job seekers on best practices for undertaking a successful interview.
Sharon McCormick started The Listening Centre after realizing there was a lack of local, cost-effective employee assistance providers in the Midlands region as a result of her experience in HR. The Listening Centre provides workplace counseling and other services to organizations of all sizes in the area. A typical day involves delivering counseling sessions, assisting with critical incidents, and designing training workshops in response to client needs. McCormick values her team of 18 practitioners and specialists, as well as the fulfillment and diversity her work provides in meeting the needs of clients and customers through an ethical, localized service.
The success of any business depends on attracting, engaging and retaining the right people.
Want to hire the best talent? "Posting and praying" isn't enough.
Take a page from the marketer's playbook and learn to apply marketing fundamentals to making the best hire.
How to define yourself to your target audience and not let the market to define you. High Net Worth clients want to hear that you understand their needs, goals and aspirations before they allow you over their walls.
1. We’re different (and by that we mean better).
But to reap the benefits of working with us, you need to understand how we operate:
What’s different and why, what we need from you, and what you can expect from us.
Please read on…
2. 2
Big decisions change your life, so don’t leave your career to chance. Get expert, independent advice.
You wouldn’t choose a mortgage on a whim. You’d find a financial advisor you trust to understand your
circumstances, represent your interests with integrity and know the market inside out so they can find the best deal
for you. After all, once the decision is made you’ll either reap the benefits or live with the consequences.
Finding your next job should be no different.
Career decisions are even more delicately poised - the right move could put you on a fast track, but the wrong move could set you back years.
It’s not just about which job you take, it’s about how you go about finding and securing it. You need to think about:
• Your long term career goals and what your next move should be
• Where to look for the right move and which opportunity to pursue
• The package you can negotiate now and the longer term pay-off
• Protecting your reputation along the way.
3. 3
As with any big decision, expert, honest and independent advice is vital.
Think of genuine recruitment consultancy in the same way you would think of trusted financial advice.
It costs nothing, except a little time and commitment, but the benefits in terms of getting the right deal (both now and
over the longer term) are potentially huge:
• Don’t fall into the career opportunist trap.
Dead end jobs are not as easy to spot as you might think
• Keep your CV and reputation in safe hands.
It is a precious career tool and a good consultant will use it sparingly. If you don’t know where it might end up, don’t part with
it at all
• Broaden your horizons.
The right move for you might not be the obvious one, so understand all your options before you decide what to do next
• Plan ahead.
A detailed and personalised career strategy developed with help from an expert consultant is like a road map
Regularly reviewed, it will help you to make the right career move at every turn
• Get it right.
Work with a consultant who will invest time in you - understanding your goals to help you make the right move and get the
right package even if that means staying where you are
• Find a guardian angel.
A true consultant is someone you can turn to even after you start a new job - for advice and guidance, and to help iron out any
early teething problems.
4. 4
At Definitive Consulting we reject short-term fee chasing so prevalent in recruitment agencies large and small...
We offer genuine, independent career advice, to help you make the right career decisions:
• Every potential candidate gets expert, independent career advice.
We’ll work with you to understand your aspirations, skills and experience, and develop a strategy to guide and inform the next
step towards your career goals. If we don’t think the time is right for you to move, we’ll tell you
• Becoming a Definitive candidate is never a foregone conclusion.
We will only agree to work with you if we genuinely think we can make a difference, and we only represent our candidates on
an exclusive basis
• We treat our candidates like people, not commodities.
We won’t upload your CV to public databases, or mail shot it to every potential employer we can think of. We’ll take a
proactive, personalised approach to protect your confidentiality whilst finding a selection of ideal opportunities
• We’ll take the uncertainty out of the process.
Interview preparation, resignation coaching and package negotiation, as well as support during the early days in
your new role, are all part of the service.
5. 5
Genuine consultancy works.
Definitive Consulting is one of the UK’s fastest growing specialist recruitment consultancies, driven by our ability to
provide outstanding advice and service to outstanding candidates:
• Major employers know Definitive candidates are a cut above: Four out of five candidates that we submit to employers for each
opportunity secure interviews
• Definitive candidates only pursue the right opportunities and are well prepared: 95% of offers put to candidates are accepted
• Word gets around: Our candidate referrals double year on year.
Some of the biggest brands in the accountancy, finance and legal sectors trust Definitive Consulting to match exceptional people with outstanding
career opportunities:
Accountancy & Finance
WHSmith, JP Morgan, Zurich, Bayer, RSM Bentley Jennison, Baker Tilly, Horwath Clark Whitehill, Target Consulting, Vantis, Alix Partners,
Navigant Consulting.
Legal
Herbert Smith, Berwin Leighton Paisner, Reynold Porter Chamberlain, Baker & McKenzie, Nabarro.
6. 6 6
Anyway, now you knowknow moremore about us, you’ll want to know more about what happens next.
Anyway, now you a bit a bit about us, you’ll want to know more about what happens next.
Well, we don’t just talk a goodagame and our success isn’t down to luck. We guide every candidate through an innovative step by step step
Well, we don’t just talk good game and our success isn’t down to luck. We guide every candidate through an innovative step by
methodology. It might take a take longer longer than simply uploading your a selection of recruitment websites, and you might have to invest invest
methodology. It might little a little than simply uploading your CV to CV to a selection of recruitment websites, and you might have to
some time intimeprocess, but if you care about your career career it is time well spent.
some the in the process, but if you care about your it is time well spent.
Here’s how it works:
Here’s how it works:
7.
8. Step 1: CARMA 8
Goal based candidate induction. Before we agree to represent you, we will ask you to take part in a CARMA
appraisal - a unique candidate consultancy process based on long term career goals, which is vital to our ability
to deliver personalised and effective career counsel: One of our experienced industry specialists will act as your
personal career consultant, meeting with you to gather a detailed picture of your career history and goals.
• This meeting can be arranged at a time that suits you, be it early morning, over lunch or after hours.
• Based on the information you provide, your consultant will quickly give informed and honest feedback on what your next
career move should be.
• If they think you are not ready to move, they will say so, provide detailed feedback on the additional skills and experience
required to realise your goals and agree to stay in close contact with you until you are ready. Under these circumstances,
they will not agree to represent you in any immediate job search.
• If they believe that you are ready to make the step up and that they can make a real difference, you will receive a clear and
personalised career strategy designed to ensure you can achieve your long term goals.
• If they believe you could achieve your aims with your current employer, they will advise you on how to negotiate the package,
training or career path guarantees you should be looking for.
• If current employer negotiation is not an option, or is not successful, they will agree a targeted approach, based on your career
strategy and a selection of desirable employers and potential roles.
9.
10. Step 2: 4WD 10
Four week exclusivity, guaranteed delivery. We only represent candidates on an exclusive basis. However, if we do
not deliver at least two interviews for ideal opportunities during the first four weeks, our period of exclusivity will end.
This exclusive approach allows us to invest time and effort in securing your ideal career move, as well as removing
complication and uncertainty from the recruitment process.
Registering with an agency on a non-exclusive basis is fraught with risk.
Your CV will be speculatively mailed to a database of employers, without any thought for your long term goals and often without your
permission. Losing control of your CV in this way can have disastrous consequences, and you will be pushed to pursue any “opportunities”
come along, whether they are right for you or not.
By contrast, every candidate we represent gets a tailored proactive service.
We will call a selection of employers agreed with you in advance to identify the opportunities that are right for now and in the long term, but we
won’t even mention your name without your permission.
You might think that exclusive representation will narrow your options, but nothing could be further from the truth.
Definitive Consulting has a reputation for delivering high quality candidates that are not available through any other recruitment consultancy.
As a result, employers always pick up the phone when our consultants call, and you will be a ‘must see’ candidate. We might come up with fewer
options, but they will all be right for you and, just as importantly, you will be right for them. Remember, 82% of the candidates we put forward for
any role are invited to interview.
11.
12. Step 3: Step Ahead 12
Putting you in control, from search to selection. To secure the right opportunities for you, we don’t leave anything
to chance and make sure you are always one step ahead of the competition. We will:
• Agree target roles and employers with you
• Have initial telephone conversations with employers to discuss your CV - your name will not be mentioned without
your permission
• Secure you at least two informal meetings or formal interviews with potential employers
• Send your CV to the employers with whom meetings have been arranged
• Meet with you to provide a detailed briefing on each role, employer and the people you will meet
• Carry out detailed interview preparation, even if you are only meeting for an informal chat
• Take your feedback on the meeting or interview first
• Gather employer feedback from your meeting or interview and discuss it with you either in person or over the phone
• Arrange second interviews, and carry out detailed interview preparation
• Manage the offer and package negotiation process on your behalf, and in close consultation with you
• Help you make a painless exit from your current employer, with resignation advice and preparation.
13.
14. Step 4: Stay Ahead 14
Any-time advice and support in your new role. Our work on your behalf doesn’t end when your new role is secure.
Your consultant will remain as an independent career advisor, available whenever you need them.
In the early days:
• To make sure you are settling in and help to iron out any initial teething troubles. We will call you during your first week, to see
if there is any way in which we can make settling in easier, even if that means making some discreet calls on your behalf. Less
than 1% of the people we place leave their new employer in the first 12 months.
As time goes by:
• A consultant will contact you every three months to see how you are getting on. They can help with
everything from salary negotiations to training needs, and will be happy to offer expert advice on your
career strategy at any time.
15.
16. Our candidate promise 16
When it comes to proper recruitment consultancy, you should be able to take some things for granted.
But we’ll put them in writing anyway, just to be sure.
We take your career, confidentiality and reputation seriously, so we:
• Never mention your name during initial conversations with potential employers, unless you give us permission
• Never distribute your CV without your permission
• Never upload your CV to public recruitment databases
• Discuss with you and agree in advance the most convenient and discreet way to keep in contact with you - by text message
or mobile, at specific times or on a personal email address
• Only target employers we have discussed with you in advance
• Only pursue opportunities that are right for your career
• Carry out detailed research on every employer and role we discuss with you, so we can give you a clear, honest and realistic
picture of the opportunity
• Work closely with you to arrange interviews or meetings and give at least 48 hours notice of agreed times whenever possible
• Call you with interview feedback within 48 hours
• Catch up with you at least once a week between offer acceptance and start date
• Speak with you on your start date, to check that everything is OK
• Keep in regular contact to make sure everything is working out, and continue to look after your interests.
17. 17
About Definitive Consulting.
Definitive Consulting is a recruitment consultancy specialising in the accountancy, finance and legal sectors.
By combining in depth market knowledge and expertise with a commitment to genuine consultancy, the company
gives clients and candidates access to people and opportunities that are not available anywhere else.
It has four trading divisions:
• Legal - responsible for hires in and inhouse legal practices (from newly qualified up to and including Partner level)
• Finance & Industry - responsible for industry (or in house) hires from part qualified up to and including Director level
• Tax and Audit - focused purely on the tax and audit disciplines, predominantly within chartered accountancy practices
• Advisory - unique in specialising in all advisory disciplines (such as M&A, forensics, insolvency and corporate finance) across
all types of businesses.
Established in 2002, the company has offices is London and the South West, serving clients locally, nationally and internationally. It is one of the
UK’s fastest growing recruitment businesses.
18. 18
If you know someone who is talented, motivated, dynamic and hungry for success we’d like to know them too
(and they don’t even have to be looking for a new job).
Talented, high performing candidates are the life-blood of Definitive Consulting. They are the reason leading
employers pick up the phone when we call – we are known for the quality of the people we represent.
What is more, because we insist that our candidates register with us exclusively for a minimum of four weeks, they
get a genuinely consultative, personalised and proactive service. Not surprisingly, around 80% of our candidates
come to us following recommendations from friends and colleagues.
Those who have worked with us know that we only represent people when we can make a genuine career difference.
So, if you are happy with the advice, consultancy and service you get from us, recommend a friend – and you’ll earn
a reward.
• £25 John Lewis or House of Fraser vouchers
• iPod Touch or iPod Nano
• Molton Brown Premium Skincare
• Fortnum & Mason Hamper
• Veuve Clicquot Champagne
• A Mont Blanc Pen
• £500 De Vere Hotel vouchers.
Rewards provided only once we have successfully represented a candidate previously unknown to us. Terms and conditions www.definitive-consulting.co.uk