Agency Recruitment is Totally Screwed Heres Why!

Agency Recruitment is Totally Screwed Heres Why! The recruitment agency business model is grotesquely dysfunctional. It is broken. Yes. It. Is. Certainly for permanent recruitment. We are just so used to it, have it so imbued in our psyche, that we don’t appreciated how farcical and damaging it is. For everybody. Multi-listed, contingent job-orders benefit no-one. Clients, naively thinking they get a better service because they get agencies to compete, actually get a far worse service because they are actively encouraging recruiters to work on speed, instead of quality. Recruiters suffer because even if we want to, we can’t really ‘partner’ or ‘consult’, or ‘value-add’, and in the end we only fill one out of five jobs, if we are lucky, destroying profit in many cases, and the careers of recruiters too, who simply burn out, chasing rainbows. And, the often ignored fact, candidates suffer the most because they do not get service or due care from third party recruiters, who are too busy chasing mythical job orders in competition with five other recruiters, to actually focus on the candidates needs. That’s right. If recruitment worked like accountants, or lawyers, or doctors, or even real estate agents, where the service provider is not working on each case in competition… our recruiters would work on 20% of the orders they currently do, but fill 300% more! And who would benefit the most? Candidates! Yes candidates, who would no longer be treated like cattle, but rather like crucial partners, as they should. No wonder candidates are increasingly avoiding job-boards, and recruiters, and transferring their job search energy to web-searching, social media, and other tactics. Yes, that’s a screwed system all right. It is getting worse as recruitment evolves: Have a look at my wizz-bang chart below (Yes, agreed, I am not a PowerPoint expert. But I did this at my desk at home, late at night after my third bottle of Boags, and trust me, it may not look pretty â€" but what it represents is uglier still): Look at the left circle: It represents all the candidates available for recruiters to place in jobs. Look at the little segment on the right of that circle. That shows the tiny proportion of suitable candidates that recruiters actually access. To this day, most recruiters focus on so called ‘active’ candidates, those that come from job boards, or who are already on the database. There is nothing wrong with these candidates  per se, except that they represent only a tiny percentage of the available people. What is more, because they are actively job-searching, they will in all likelihood be working with other recruiters already, or possibly well down another recruitment process. Which means that you are not likely to place them. You understand that don’t you? It’s not only jobs that are ‘in competition’. It’s candidates too. And in a candidate tight market, a good talent that you have exclusively is a walk-in placement. Do you even think like that? Do you know who you have exclusively? Do you ask? Do you seek to find these people? Look on my chart at the massive pool of candidates most recruiters do not access. There is your opportunity! Now look at the right circle: This represents the majority of clients’ commitment to actually filling the job. We all know that most clients do not give their agency recruiter full commitment. That is what the shaded segment represents. Tiny commitment. In fact, many use third-party recruiters as an afterthought, or in competition. The vast majority of the commitment clients give to filling roles, goes somewhere else, such as the internal recruitment team, or using LinkedIn, or their own recruitment strategies. So right there you have an incredibly dysfunctional situation. The majority of recruiters access only a tiny percentage of the good candidates, and what’s more, secure only a fraction of the clients’ commitment to filling the job. What other professional would deal with the customers on such a flimsy premise? Who else would invest the time and resources, that we recruiters do, on the tiny off-chance that a fee might be generated? But it gets a lot worse. Not only do most recruiters run their businesses on the same basis as someone playing a lottery, they do it in competition with five other agencies. This is ridiculous. Some very significant recruitment companies with massive turnover, still can’t make any profit because such a huge percentage of their staff time is spent on fruitless work that results in no return. In fact many such businesses are now going bust. Their cost base is too high for their income generation ability. And this is why! Their business model is screwed. And it’s a vicious cycle of discontent. Clients get increasingly irritated because they are dealing with low-level recruiters, who don’t do a thorough job. Ironically the fault for this lies with the client, who asks recruiters to compete on the same job, thereby dumbing down the process. Recruiters get disillusioned, desperate, burnt-out, and take shortcuts, which continues the cycle. And of course worst of all, candidates suffer. But it’s not all doom and gloom. In the chart above lies tremendous opportunity, if you look for it. The prize goes to the recruiter who can develop strategies to access those candidates in the segment of the circle that are not active. The skill of bringing top hidden talent, that clients can’t find themselves, to the hiring table. That is the Nirvana we should all be seeking. That is where the fun and the money is. And of course those recruiters who can blend technology with the craft of recruitment, and who can secure a greater percentage of the clients commitment, via retainers, exclusivity, or other partnership arrangements, will differentiate right now, and into the future. So, the winners will be those recruiters who recognise that the way we work now is terminally dysfunctional, and who act to access the parts of my circles that most recruiters do not. Excellent! Got that off my chest. Time for another Boags… This topic is crucial to our industry. Please have your say below.

100 C# C Sharp Interview Questions To Hire Or Get Hired With - Algrim.co

100 C# C Sharp Interview Questions To Hire Or Get Hired With - Algrim.co ; 80. State some properties of an array? • Length â€" gives the total number of element sin an array • IsfixedSize- highlights if the array is fixed or not • IsReadOnly- explain if the array is read-only or not. 81. What the properties of a string class? • Chars- places the Char in the current string • Length â€" places the number of objects in current string 82. Explain the escape sequence Escape sequence is marked by a backlash(). The item that comes after the backlash should be interpreted literally and treated as a special character 83. Give example of string escape sequence in C#? - newline character - Backspace \- backlash ’ â€" single quote ” â€" double quote 84. Explain regular expression This a template that matches a set of input. Mostly the pattern includes operators, constructor and character literals. 85. Explain constructor chaining This a way of connecting two or more classes in a relationship as an inheritance. In this process, every child class is mapped to parent class constructor implicitly by base keyword. 86. Can multiple catch blocks be executed in C#? Yes we can use multiple catches blocks but only one can be executed 87. Explain the difference between throw exception and throw clause Throw exception is used to overwrite the stack trace and this means finding the original code line number will not be easy. Throw clause retains the information and adds to the stack information in the exception that it is thrown. 88. State the difference between Equality operator (==) and Method in C#? Both methods are used in comparing two value data items or references data items Equality operator (==) is compares the reference identity while the Equals () method compares the contents. 89. Explain the object pool as it is used in .Net This helps to keep the pool of objects in memory to be re-used and it decreases the load of object created by a great margin. It is a container of the object that is ready to use. 90. State the uses of delegates in C#? Callback mechanism Asynchronous processing Abstract and encapsulate method Multicasting 91. Explain why developers use “nullable coalescing operator” (??) in C# The operator can be used with references types and nullable value types. If the first operand of the expression is null then the value of the second operand is assigned to the variable. Example: double? myFirstno = null Double mySecno; My Secno = myfristno ?? 10.11; 92. Explain the Hashtable in C# Used to store the key or value pairs depending on the hash code of the key the key is essential in accessing the element in the collection. 93. State how you would check whether the hash table contains specific key in C#? “containsKey” is the method I would use for the purpose. Example of a sample code: myhashtbl.ContainsKey(‘1’) 94. State the loopholes available in C#? For while Do.. while 95. Give a sample code to write the contents to text file in C#? Using System.IO; File.WriteAllText(”mytextfilePath”, “MyTestContent”); 96. Give the compiler of C#? The compiler is - CSC. 97. State the different types of unit test cases? Positive test cases Negative test cases Exception test cases 98. List the collection types that work in C#? • Arraylist • Stack • Queue • SortedList • Hashtable • Bit Array Preparing for the interview Similar to our other programming interview processes, you can expect to answer some of these questions in person. In that regard, I would prepare yourself by bringing a series of projects or programs which you may have made on your own. If you do not have some examples of software projects you've made, you should spend a weekend putting together something simple. Even the smallest of projects can help employers determine your fit inside the organization and help secure your potential of being hired. It also gives you a great avenue for discussing C# and other ways you implemented a particular piece of functionality utilizing the C# programming language. Think of this as preparing a portfolio or a series of case studies which can easily be digested or shared between colleagues. Footnote As with any of the interview questions pages, I employ you to please email me if you have additional questions that you would like listed or if you see any mistakes that can easily be cleaned up. This resource is vital for those looking to find employment as well as those looking to vet candidates in a professional engineering position.

Membership Site Secrets With my Mentor, Stu McLaren - Classy Career Girl

Membership Site Secrets With my Mentor, Stu McLaren Today I am sharing how I got to where I am today and who my mentor is. Todays podcast is an interview that I did in February with my mentor, Stu McLaren, who I know you are going to love learning from. This is for you if youre thinking about growing your audience and creating recurring revenue in your business. Subscribe  on  your favorite platform below: iTunes Google Play Music Stitcher Radio TuneIn iHeartRadio Sound Cloud Membership Site Secrets With My Mentor, Stu McLaren Stu is the founder of Wishlist Member, a software that turns WordPress blogs into memberships sites. Not only has Stu sold over 60,000 licenses of his software to entrepreneurs around the globe, but he also has led multiple 7 figure online membership businesses. Personally, Stu has impacted my business probably more than he knows because I have been using his wishlist member software since like 2012. Then in 2016, I took his course TRIBE which single-handedly turned our business around and helped us grow our membership sites from 100 members to 500 members in just six months. Some Questions We Discuss in This Weeks Podcast:   How does someone know if a membership site is right for them? How does someone start then to grow that audience without wasting time? How do you go about building up your expertise? How do you build a relationship? What was the turning point for you with making money? How do you set yourself apart from others? What is one thing our listeners can do to grow their business? One action that they can take today. Here are some of the tips from Stu: Q: How does someone know if a membership site is right for them? A: Well, theres a few key indicators, like what I look for is like, is there an ongoing need? So you know, is there an ongoing problem or an ongoing need? So if people are looking to solve something on a regular basis, that is a really good sign.  So heres an example. Trisha Callahan runs a membership site that provides meal plans every single month. Now, the reason this is a great membership site is because shes solving an ongoing need, which is busy families who dont have time to prepare healthy meals. Download my membership site guide, The 6 Secrets to Building a Successful Membership Site. Q: How does someone start then to grow that audience without wasting time? A: There are two ways to be able to generate a lot of traction. One way is to carve out a specific niche. But in the beginning, on the front end, the more specific you can be in how you help people, the more traction you will get. Be specific. Q: How do you go about building up your expertise? A: You start talking about that particular problem or challenge and you start sharing solutions for that problem or challenge. You want to become known as the person who has solutions for that problem. The other way that I love to do this is I love sharing stories. So even in our conversation here, everybody listening, listen to how many stories I have shared already and how many I probably will in the next few minutes. But the point of the matter is that people connect with real stories. And so that is a great way to share your expertise by sharing what others are doing and sharing stories of how they are solving that particular problem. Sometimes it could be people that youre working with, but in the beginning, even if you dont have a big client base, it doesnt have to be people youre working with. But what youre doing is you are establishing your expertise because you are becoming known as the person who was speaking about and solving that particular problem. Q: How do you build a relationship? A: One of the things that I love to do when it comes to building relationship is creating content around the things that you believe in, like your values and your philosophies and the things that you stand for. Because when you do that, people connect not only in your brain, but they connect from the heart too. And this, when people connect here at the heart level, it opens them up in ways that we cant even begin to describe. Like its all happens on a subconscious level, but they, they feel connected when you can give voice to the things that theyre thinking and feeling, theyll just think to themselves, I love her. I am totally connected to her. I can totally relate to her. I know thats what your audience is with you. And its the same for anybody who begins thinking about that. Q: What was the turning point for you with making money? A: What if I make a whole lot more money and I allocate a whole lot more to the causes that Im passionate about? Imagine the impact I could have then. And thats when it was like this whole guilt about making money was just lifted from my shoulders because I realized the more money I make, the more impact I can have. And from that day forward, I love making money. Making money is an amazing thing. Its an honorable thing because what you do with that money is totally up to you. And you can certainly keep it for yourself and buy stuff you want. But theres also an opportunity to be able to give it to the people and causes that youre most passionate about. And so I share that story in a video and that video like took off because people who were also dealing with money guilt totally could connect to that on a heart level. Q: How do you set yourself apart from others? A: The key thing I always hear is theres so many people out there already doing what I want to do. Well, no one has your story. No one has those things that have happened to you that you can share.   And those stories are everywhere.   Oftentimes somebody will ask, where do I get ideas for content like that? Sometimes the best ideas will come from when you got your feathers ruffled for some reason. Stu, theres so many more questions that I can ask you. But what I want to share with our audience today is that youve put together an amazing guide that goes over more detail, like what your pricing model should be for your membership, how your content strategy, even like the types of membership site and models. And so I want to share that link. I dont know if you have anything more to say about that guy, but Ill give them the link for that. You can download the guide at www.classycareergirl.com/tribeguide Q:  What is one thing our listeners can do to grow their business? One action that they can take today. Okay, heres what I would do. I would take a step back and I would look at who you are trying to serve and ultimately at the end of the day, what result are your clients or customers trying to achieve? Because one of the things that is a core belief here in our company and I know youve heard me talk about it a million times but it is this concept called the circle of awesomeness. And basically I see it as so fundamental.   Im going to explain it. It starts with after you make a sale, the number one focus is to help your clients or customers get a result. Because if theyve got a result, then you have great story and thats when you share that story, you generate more sales. But the bottom line is thisif youre not clear on the result that youre trying to help your clients or customers get and you dont have a deep rooted commitment on how you can help those clients or customers get that result, then theres a problem. So the best thing that you can do is get clear on the result and you can start helping people get that result. And if youre in a position where youve already helped people get a result, then what I would do is go back and start collecting the stories of those people because the stories are your best marketing asset. You Might Also Be Interested in: My Journey How I Quit My Day Job

Recruit and Retain Stellar Employees by Offering Excellent Benefits

Recruit and Retain Stellar Employees by Offering Excellent Benefits One year after online discount site FatWallet began hiring employees, the executives realized they needed to recruit more talented programmers and IT staff. They also recognized they’d need to recruit them away from larger, more established companies. To do that, Entrepreneur.com reports, they created a benefits package that includes “health, dental and disability insurance, paid time off and a host of other amenities, including free daily lunches for its nearly 60 employees.” According to a 2011 Harvard Business Review Analytic Services survey, 60 percent of human resource leaders said attractive benefits are “very important” in recruiting and retaining a strong team. Compare that to only 38 percent who said a high salary is very important. Still not convinced? AccessPerks.com references Aflac, saying “96% of employees who are satisfied  with their benefits are  satisfied with their jobs,” while the 2016 Aflac WorkForces Report shares that: 60% of employees are likely to take a job with lower pay but better benefits 42% say improving their benefits is one thing their employees could do to keep them, second only to salary increases and more important than a promotion 16% say theyve left or turned down a job in the past 12 months because of benefits offered Creating an Enticing Benefits Package Employees appreciate the more usual benefits, such as health care, retirement plans, vacation time and the like. So, these typically need to be part of a package that attracts quality employees. If you want to stand out from the crowd, though, be creative like FatWallet was when they added free meals to their benefits list. Be Creative Inc.com lists additional benefits that can appeal to employees. These include two that provide employees with flexibility: telecommuting options and flextime schedules. This might mean your employee can telecommute fulltime or on certain days of the week. Note: Some employees thrive in this environment, while others struggle to remain motivated to focus on the job but, with the right employees, this can make a huge difference in their job satisfaction. And, whether your team telecommutes or works together in an office, is it absolutely necessary they clock in at a particular time? The answer might be yes but, if not, offering employees flexibility can also provide significant job satisfaction. Other benefits listed include on-site childcare, gym access and open office floor plans with comfortable areas for relaxing when on break. Here’s another game-changing benefit: a legal benefits plan. Just like health care plans can provide access to preventive medical and dental services, a legal benefits plan can provide your employees with affordable access to preventive law services. As one of a growing number of group voluntary benefits, most legal plans cover the most common legal issues, such as wills and estate planning, traffic violations, and family law matters. Legal benefits plans may be available at no cost to employers and are simple to administer. U.S. Legal Services provides legal insurance plans that are a no-cost enhancement to benefits you offer your employees, providing them with affordable ways to prevent and/or resolve legal issues. Image Source    Image Source    Image Source

Monster Resume Writing Examples - Pros and Cons

Monster Resume Writing Examples - Pros and ConsIf you are looking for a template monster resume writing examples, then you will be happy to know that the internet is filled with them. This also means that you can choose what best suits your needs. Since there are so many free examples available online, the only thing you need to do is pick the best one and make your own masterpiece.Resume examples for monsters do have their pros and cons. Some of the cons can be hard to ignore, especially if you're trying to create a killer resume. But the cons are mostly good and will help you write your resume the right way. Let's look at them.First of all, template monster resume writing examples can take away a lot of your time. It's just going to take you hours to go through each example and you might get confused. In order to make it work in your favor, just take it piece by piece and you'll get a decent version. Make sure that you stick to the format.The second con of templates is that they're basically free for a reason. By not charging you for it, you are essentially doing them a favor. They want to keep the material up and they will offer you a sample of something you can use at no cost. They will also give you some helpful tips on the process.One of the best resume examples for a monster is one where the format is easy to read. You should only have to look up a few words and understand the rest of the information. If you need to see the entire body of the text, it probably won't look too impressive.Another thing that is going to take time is research, since there are several different sources of this type of material. You will also need to do some further investigation on the resumes themselves. Again, if you have the time, that's great.A third downside of templates is that you can never really tell how well the writer has done his or her job when looking at these resume writing examples. Some of them will look very professional and you may think that they were desig ned with the intent of helping you create a killer resume. On the other hand, you may find that the writer may have made some mistakes. Or worse, it may be a scam.Monster resume writing examples are certainly not bad. The only downside is that they are only good when you know what you're looking for. This is why they are a great way to get a little assistance from the pros.

LinkedIn Tip LinkedIn Groups

LinkedIn Tip LinkedIn Groups In 2006, when I still worked at Cisco, I started a little LinkedIn Group called “Cisco.”   Okay, not very creative or original. But I thought it was a good idea at the time to help Cisco folks leverage our mutual LinkedIn networks for career opportunities. HR didn’t like the idea though which only made me want to do it more   Why groups are a great job search toolBy joining and participating in a group, you (the job seeker) have a powerful way of adding value to and growing your online reputation. As a group facilitator, I can tell you who are the leaders of the discussion, and who are the valued contributors to the group. When you participate, people notice.Furthermore, by being members of the same group as your target company, your odds of getting a favorable response to your job inquiry are much higher.Group Guidelines for the Job SeekerJoin a group that takes you where you want to go, not one that keeps you where you are.Join a group that you WILL participate in. Don’t be a fly on the wall.Participation in a group means posting and responding to discussion. Make sure you are putting your best foot forward, be positive, show your motivation.Tell your truth but don’t shout! If you are unemployed, then don’t be ashamed and try to keep it a secret, but don’t flaunt it either. Just be cool and make sure that you are always honest about where you are and what you are looking for.Identify other leaders in the group and determine whether they could be valuable connections or information sources; if so, then by all means reach out to them.

Summary Sunday What It Takes To Score An Interview

Summary Sunday What It Takes To Score An Interview You can never get enough good advice about what it takes to land a job today- how to apply the right way to jobs, how to get an interview, how to write the RIGHT LinkedIn invite, interview prep help and maybe, just maybe, hanging  your own shingle could be the answer! This is why I love sharing information to help fill the gap in what you know. Plus, what used to work last year (or in years past) may not be the best approach any longer. So every week I review my most popular shared articles on Twitter and repost them here to make sure you see them! Its like a weekly best of the best shoutout. Applying for Jobs Three Reasons Why Employers Never Respond to Your Job Applications by Peter Harris | Workopolis This is a case study of an applicant who wasnt hearing back after shed applied for a job. The reason she wasnt getting responses  might surprise you! (But Ive seen this happen far too often with college students!) And this nugget from the Workopolis article helps you understand just how much work is involved in landing a job It took most people surveyed by Workopolis roughly four months to land their most recent job. In order to get hired during those 16 weeks, most people said that they had to submit 10 job applications and conduct two job interviews. A further 30% of people said that they needed to perform five or more job interviews before being hired for their most recent job. Get the Job: 6 Tips for Your 6 Seconds by Simply Hired | YouTern Every single one of these points is worth emphasizing and re-emphasizing. Are you doing ALL six? Be a Really Good Fit for the Job Apply to Fewer Jobs Extensively Research the Company Customize Your Resume (and Cover Letter) for the Job Get a Warm Referral Finally… Beef Up Your Online Presence LinkedIn How To Write the Perfect LinkedIn Invite (Infographic) by  Siofra Pratt | SocialTalent It isnt enough to just click on the CONNECT button. You must provide a reason someone would want to connect with you on LinkedIn.Interview 50 Most Common Interview Questions | Glassdoor Keep this list of 50 popular interview questions at your fingertips! Practice answering them out loud!  Career 13 Great Reasons to Start Your Own Business (Even if just  on the side) by Jeff Haden on LinkedIn Jeff Haden debunks 13 excuses for starting your own business. There are no excuses. If you want it badly enough (and I hope you do) theres no stopping you! Get Updates As Soon As They Are Published