Applying for a Job? Make Sure You Read the Job Description!

There is nothing more important prior to applying for a job than reading the job description. Read it thoroughly, or even read it twice. Applying for a job you do do have the skills and qualification for does you no favors.
If you apply for a job which you match the requirements, you are much more likely to make an impression on the hiring manager, and be selected for an interview.
If you only look at a job title and salary, and this is your guide for job searching – stop now, you are not helping yourself. Ask yourself, why am I looking for a change, what should my next career step be, do I want to want in a certain industry. Having a passion about looking for a new position is key.
As a recruiter, we probably receive between 300 – 1000 applications for every job we advertise and I will honestly say we are lucky if 10% match the specifications.
Therefore it is very time consuming and the specifications are not ones we have randomly made up – our clients have required candidates have these certain skills or qualifications. I will admit that while some clients do have some flexibility, be sensible on what you feel this would be classified as.
If a client is looking for a Finance Director, and is asking for a fully qualified CA through articles with 10 years experience. You may get away with applying if you have 8 years. If you are a Graduate, be reasonable – do not apply – and you may feel I am ranting – I assure you we see this situation in all industry sectors on a daily basis.
So work with the below to give yourself the best chance of being selected for a job –
  1. Know Yourself.
    To evaluate a job description, it’s important that your qualifications are fresh in your mind. This means you’ll need to evaluate your resume to ensure it is up-to-date with your most recent education, job skills and experience.
  2. Read Beyond the Job Title.
    Sure, the title will give you a clue about what the job entails. But many people see the title, read the only beginning of the description and quickly submit their resume. Take the time to read the entire document, focusing your attention on the most important parts.
  3. Make Note of the Company Culture and Job Roles.
    These are generally listed at the beginning of the job description. They are often standard language that is included in all the job descriptions the company produces. They are important clues that can help you decide if the organization is the right one for you; however, they won’t really help your recruiter decide if you are right for the organization. Bookmark these and come back to them.
  4. Pay Careful Attention to the Job Requirements.
    Requirements such as education, job skills and experience are areas in which you can set yourself apart from the competition. Focus your attention on the first three or four items in the list, which are likely the most important requirements for the job. Do you possess the required qualifications? Note whether the requirements are listed as mandatory or preferred. You’ll need to meet mandatory requirements to even be considered; preferred education, skills or experience could put you ahead of the pack if you have them. If you don’t, it’s possible other factors in your resume will make you an attractive option.
  5. Do You Want the Job?
    If you’re qualified, are you on board with the company culture and potential job roles? Don’t apply for a job you feel lukewarm about, because your insincerity could be detected in both your resume, and in your interview (if you’re contacted for one). Recruiters want to hire candidates who are enthusiastic about the job. If the position doesn’t excite you, move on.

Follow these five steps to find a rewarding position that is right for you. Thorough review of the job description can save you tremendous effort and prevent frustration in your job search.  A little effort is worth the payoff: a job you love!

Counter Offers – Employers

All companies will face the situation when one of your valued employees walks into the office and says they are resigning to take up a job with another employer. The question is, what do you do? Should you make a counter offer? And if you do make one, how should you do it?

You should firstly take into consideration that studies have shown that 69 percent of employees who accept a counter offer leave their current employer within six monthsof accepting that counter offer. The problem is that a counter offer often only addresses the employee’s concerns in the short-term and can simply act to postpone rather than cancel the inevitable exit. So, in short making a counter offer does not really work in the long term or even medium term.

You really need to consider the following before making a decision, take the time and be 100% sure that this is a considered process and not a snap decision. It must be in the best interest of the business, as sometimes a change, “new-blood” is not always a bad thing.

Is the employee really irreplaceable?

Consider the loss of this employee, and what are the real consequences of this employee leaving and how quickly can his or she be replaced?’ I mean, could the employee be replaced in a reasonable time with an equal or better performer, at a comparable, possibly even lower pay rate? Especially in the current climate, there are candidates with outstanding skills and commitment ready to offer their services. Take the time to call your recruiter and ask them – “can you find someone? for me” understand the market.

Over the 12-month period do you think you can bring in a new employee who can provide a similar or better output and a lower/similar payroll bill as a result of your new hire and letting this one go? If so, then you may feel that a counter offer is not essential and you might consider easing the employee’s path to exit by not counter offering.

Remember, employees have to leave some time; statistics show that the average employee might hold up to 10 jobs in a lifetime, so you might want to be a little philosophical about it if the employee has served well above your firm’s average tenure.

Always ask for evidence of the job offer

If you really do feel that the current employee is irreplaceable I would highly recommend that you only consider a counter offer once you have written proof that a job offer has been made, be that email or contract. While I would love to say that we would all be 100% honest in the level of remuneration, new job level and responsibilities, some employees will take advantage of the situation. Do not make a decision which could come back to bite you.

Counter offers don’t always have to be about remuneration

If you do decide to make a counter offer, remember that it does not have to be financial, while yes, a higher salary always helps, many people are looking for career progression, growth, and the opportunity to prove their ability. You should have some idea of the employee’s all round frustrations and motivators, be that lack of career progression, boring job, wanting to work more flexibly, etc.  Sometimes it is more of a personal reason, does the employee want to be closer to family, in an area where there are better schools – can you relocate them? Once you understand all these factors you can then tailor a counter offer which is most likely to offer the employee the best outcome and encourage them to stay.

In our opinion, unless the employee really is invaluable your business, don’t do it. The employee looked around for another role, and their commitment to your company will never be as strong.

If you are in this situation, please do not hesitate to call our Consultants, we are here to provide guidance, and with over 50 years combined experience behind us, we have seen most situations that can occur.

Counter Offers – Employees

Counter Offers….

They really can be the most difficult decision one can make during the course of  your career, but think carefully.

You have a job offer which you have accepted and you feel it is the right time to move on, whether for higher remuneration or for career development, now is the time to resign.

You have your resignation letter in hand, you have thought out everything you plan to say to your employer (gone over it 100 times in your head), and you head for your meeting. You have probably visualized how this will go and suddenly your Manager is counter offering you.

Now you are in an unexpected state of confusion with two offers on the table, how do you move forward from here? The answer is think seriously. You had many reasons why you choose to take the time to look at other positions, attend interviews, and come to the decision to leave – does a counter offer change any of these?

If you are seriously open to reviewing an offer from them, document in writing what you need to stay. Is it more responsibilities, a promotion, better remuneration, improved working conditions, shorter working hours, being closer to home? Ensure they understand all reasons as to what it would take to get you to stay, but remember greed is not the answer, it will only stab you in the back further down the line.

Once you have a counter offer in writing, ask yourself if it will really change want made you want to move on in the first place.

Most recruiters, just like ourselves, will advise you against accepting a counter offer. Your immediate reaction to this may well be that they have to gone to all this work to find you a new position, and now you are withdrawing. Yup, when counter offers get accepted, most consultants will spend probably a good 10 minutes jumping up and down and banging their heads against a wall.

However, we are here not just to find the perfect employee for a client, but to find you, the employee, your perfect next career move, and if the counter-offer is the best option, we do understand.  But as recruitment experts, we have seen the pitfalls that have come from accepting a counter offer, and you must bear in mind the following should you accept :

You have accepted the counter offer, have been promoted / received a higher salary / secured more benefits, but I can assure you that if you think you still hold the same respect in your employers eyes you are sadly mistaken. You may well end up in a hostile work environment, excluded from certain situations and actually compromising your career success.

Are you irreplaceable in the short-term? An Employer may have a requirement for someone to be in your position and faced with the possibility of having to find other solutions immediately, he/she has made a fast agreement to keep you there. But really they are buying time to find a replacement, and before you know it – two offers is now none and you are out of work.

Can accepting a counter-offer when you have signed a new employment contract put your reputation at stake? Absolutely! We all seem to forget that an Employment contract is a legally binding document, that once accepted a commitment has been made in more ways that one. If an employer withdraws a signed contracted – says they no longer need someone – I can assure you – the employee will state the employer to be in breach. But even if your new employer is generous enough not to hold it legally against you, they will remember, for they are now back to square one looking for someone to fill the gap you created.

Candidate & Client Update – April 2016

Hello to all our Clients and Candidates!News

Yes, our blog has been quiet, but we are now rectifying this situation, and we would firstly like to take this opportunity to wish you a Happy Independent Day for Monday, and hope you all have a good break over the longer Easter holidays.
I would like to highlight, and to our candidates, don’t panic, the market is quieter than we would like to be at the moment but this is really very normal at this time of year. Recruitment tends to have traditional peaks and troughs during the course of the year, and those troughs are in line with the school holidays, so April, August and Christmas, are not necessarily the best times to look for work.
We have had a very good start to the year, with our first quarter resulting in more job opportunities than over the same period last year, so we are optimistic that once we are into May, more roles should be on the market. However, please do rest assured that should suitable opportunities arise, we will be in touch.
The Recruitment Matters Team!