I own my resume! Rigth?

The question might seem a bit strange and I can already hear you say: “me of course!”

But not so in Recruiterland

An entire multi-billion dollar industry has been built on the trade in résumés. Companies who work with third-party recruitment agencies to attract new employees, pay these agencies the so-called “finder’s fee” for each successful hire. Fees range from 15 up to 30% of a yearly salary (and in some cases even more). In case of a successful hire, the agency that first introduced the candidate to the company will be entitled to the commission. This is how the battle over résumés began and the reason why there are so many recruitment agencies today; it’s big business.

There is a lot of money to be earned with résumés and it’s a very competitive market so if you have been wondering why certain agencies are kind of aggressive in their approach and are trying to pressure you to accept job offers, this is the reason why. Don’t be fooled and make sure you stay in control of your own résumé and be picky about who you trust.

One might question the added value of intermediate agencies anyhow. Examples like Amazon, Uber, Airbnb and many others have shown that there are different ways. And to be honest, imagine what the effects on an organization could be if instead of having to spend all this money on fees for recruitment agencies, companies could spend it on training and development plans for employees. Wouldn’t that be a better investment?

***

But who can you trust? You can ask yourself a couple of questions:

  1. Are they transparent?
  2. Do they give you the company name and a precise job description? If they don’t, it’s because they are afraid that you apply directly to the company and in that case, they would miss out on the commission in case the company would hire you.
  3. Do they show interest in you when you describe to them what it is that you are looking for or are they just trying to sell you a job in for example sales because that is what you have always done before?
    If they don’t listen to what you have to say, they only care about getting you into another sales function because that is where there will be the highest chance of a match, meaning, yes, commission.
  4. What’s in it for you?
    If you decide to send them your résumé, what will they do for you? What is the service that you will receive from them?
  5. Are they making salary suggestions to you that sound a bit over the top to you?
    Again, think about the 15-30% of the yearly salary that they will get when they succeed in getting you to sign a contract.

***

At BrightOwl we ensure you that you are still in charge of your résumé. Check this out!

  1. We provide a transparent platform, where companies can look for you for you, the Expert, and where you, can browse through jobs. Companies can browse through your blinded profiles. A blinded profile includes all the information you fill out on you profile EXCEPT: your name, profile picture, and current/previous employer.
  2. If you look for a job on our platform you will always see the precise job description and company name. When you open a full job description, you get redirected to the company’s website.
  3. We have an online platform that looks for the best match with your profile. You can also add a few keywords to narrow down your search.
  4. When you are interested in a job, you can like/favorite it. When a company also shows interest in your profile, they can send you a contact request. Only when you accept their invitation, your contact details will be shared and further steps can be taken.
  5. Our tool is a third party, that connects Experts and companies in life science all over the world. We don’t have any interference in salary negotiations. Our job is to match you with the job, you are looking for. And a company with the Expert they are looking for.

RECRUITMENT CHALLENGES IN 2018

People change. This is 1 fact we are certain of. When people change, their interests, values and ideas change with them. They reinvent and reformulate their values and goals. And this affects the recruitment market.

 

The first challenge we see is that people, who are looking for a job, have more power. And they are well aware. The ones, that have a new employer a lot to offer, have high salary expectations right from the start.
Skilled people looking for a job are like single women. They want to be ‘hunted’. They want a guy to put in an effort for them. For job searchers, it’s the same idea. They often have several interested parties, that want to hire them. So, they play them out against each other. And the highest bidder wins.

 

On the other hand, we lack really skilled people. Although technically skilled people. Introducing the second trend. These days it’s harder to find the right match. Just like people, technology evolves and right now… The business is BOOMING more than ever.
Companies need to focus internally. They need to start educating and investing in their own staff instead of firing them when they become unqualified. Because firing costs money and then they need to find a new employee, where they have to invest in any way. So why go through the trouble of finding a new employee while you can invest in a talent of your own.

 

Third challenge: be attractive! People are spoiled. People expect more from everything. Their coffees need to be the bigger the better, accompanied by a (preferably) a homemade piece of cake. When they go to the supermarket, they expect there to be tasters. Your challenge as a recruiter is to surprise them with something. If you don’t, they won’t be interested in you or the company that you are representing.

 

Challenge 4: be visible! People need to know you are hiring. The traditional hiring process is dying. If you want to be noticed, make sure you are visible to your audience at least once a day. What does your audience check every day? SOCIAL MEDIA. This is quite new to everybody but crucial. The challenge is to shift your focus to social media channels and to get noticed in the billions of posts.

 

And last, but not least. The fifth challenge: the job title ‘Recruiter’ is changing. A recruiter this day also has to be a marketer and a product manager. It is your job to make a vacancy attractive and to make it personal.

 

So, let’s sum up the challenges one last time. The traditional recruiting system is dying. Shift your focus and bring your A game! Be different by surprising your audience and keep it personal.

Privacy Control in Digital Job Search

Since the early age of digital job search, the biggest concern of job seekers was the privacy of confidential data. Although the advanced privacy control options have been introduced over the passage of time ,somehow it still remains questionable?

Not every Job website is trustworthy. There are job sites which are not for real jobs listing but aimed to collect personal information. Such spam websites can sell profiles data, misuse them or make it public. Be picky where you are posting a resume. It’s not merely random content; it’s your work profile, your unique identity.

 

 

As far as professional ethics are concerned, privacy should be the first priority of every jobs website. Unfortunately, digital job search comes with risks. All you can do is, be very careful, where, how and under what privacy control you are posting your resume.

Here are few tips on how to control and secure your resume from spammers and identity thieves.

Continue reading..

Top Recruitment Trends 2018

As the year 2017 draws to an end, let’s wind up the achievements and failures of this year and look forward to what 2018 holds for the recruitment industry. With the beginning of every year, come new hopes and predictions.  Regardless of the industry every individual associate thrill and excitement as December approaches to an end.  How will this New Year affect recruitment trends? What factor will be the main priorities in recruitment industry? What new techniques will be introduced to enhance candidate’s experience? How the new trends influence talent acquisition? Let’s take a sneak peak.

AI will Rule the Industry

The recruitment industry has already realized the importance of Artificial Intelligence and how the utilization can ease the work. 2018 will bring a drastic shift from general to the specialized application based on AI. The specific application for screening, sourcing, and filtering will be introduced.  AI will dominate the industry by integrating into recruiting software widely.

Continue reading..

Talent Acquisition Versus Recruitment

There is a misconception that the two terms “Recruitment” and “Talent Acquisition” are the same thing and can be used as alternative terms.  These are assumed to have the same meaning.  But the fact is there is a fundamental difference between the two. The basic difference is short term and long term; either you are aiming for a quick replacement for the open position or long-term talent utilization planning. The recruiters and HR managers figure out the difference between the two. In defining the big picture for your company, talent acquisition comes first.

 

Both of the terms involve the same process steps sourcing, screening, interviewing and hiring. The difference is of approach. Talent acquisition has got more proactive approach to target beyond just hiring. Talent acquisition is the process of attracting potential candidates who can evolve at the company. Its more strategic based process concentrated on the company’s ambition and future-oriented approach.

Continue reading..

The Relationship Between Job Satisfaction and Job Switch

Job satisfaction varies on everyone’s personal preferences. But generally few factors are common when we count on how satisfied you are from your job. These include growth opportunities, skills enhancement, learning, security, pay, respect, and management behaviors. It’s not merely about satisfaction, it’s about how accomplished one feels at work, how much his work excites him to take challenges? How work compels someone to think out of the box? How involved are you in your work? If these questions fall yes to you, you’re at the right place and you’re doing the work you love to do. That’s probably the best way to increase the productivity.

The Impact

Job satisfaction has very strong impact on employee’s performance and interest in the workplace. The more satisfied employees tend to be more productive ones. The more satisfied a person is the higher level of commitment he shows towards the tasks. The employee will be initiative, productive and put up more efforts in his work to achieve beyond the task assigned to him. Productivity is dependent on mental health. Creative thinking can be done only if you are mentally relaxed. The frustrated mind cannot produce great ideas.

Continue reading..

The Recruitment Funnel

Recruitment plays an important role in making or breaking the company’s future. The curve of success will be defined and dependent on the consequences of recruiting. Recruiting itself is a huge responsibility; one has to make sure that your company’s development is in safe hands. The potential, passionate and initiative candidate is all you want through recruitment. Seeking for the top talent needs a pre-defined strategy which includes the plan to approach the top talent, get them in applicants and hire them with the right offer. So many candidates’ career and so many hopes are associated with this process. Understanding the responsibility of society’s better employment chances, recruitment has to redefine the values. To assure that the talent has the path to meet the right opportunity.

Continue reading..

 Hiring Challenges for Startup Business

There are 50 million new startups launching every year in the world. But how many of those actually survive against the challenges and get to achieve the goals and how many among this count fails to overcome the hurdles and barriers. Launching a new business is not a big deal; the success starts to count if you have gone through the initial crucial stage successfully.If you are a new entrepreneur, you surely have come up with great vision and goals for the company. As a boss, your mind is over occupied with the challenges to settle your business. It’s always hard for new companies to step in and standout in this competitive market. In this hustle and bustle of the establishment of the new firm, there are certain factors which will eventually affect the company’s successful launch. There are challenges of arranging the workplace, streamline the processes and one of the most important factors is hiring the new talent who is going to make the future of your company.

Continue reading..

Show Buttons
Hide Buttons