Executive Recruiters - Headhunters

The term head hunter is used to refer to executive recruiters who specialize in recruiting job seekers to fill executive positions in their organizations or client companies. Executive search (informally headhunting) maybe carried out by the board of directors or executives of an organization, or a third party recruiting agency. Headhunters are generally considered more aggressive than in-house recruiters as they have industry experience and reliable contacts and sources.

Head hunters are specialized executives skilled in the job of finding the right candidate for the right position in the organization. These recruiters are focused on finding candidates, who exactly match the qualifications as specified by their clients, rather than finding the most talented or deserving candidate.

Executive recruiters are mostly hired as third party recruiters often when normal in-house recruitment efforts fail. They maybe employed and paid on a contractual or retained basis to help recruit appropriate candidates suitable for various positions.

Firms who are engaged by organizations on a contractual basis are paid only when a search is completed and the hired individual has joined the client's organization. Again, headhunters who work on retainer basis generally get a majority of their remuneration before the search is complete. They are typically small operations that make high margins on the candidate's annual compensation if the candidate is successfully placed.

Executive recruiters act as a matchmaker and ensure that top level as well as technical-specialist positions are filled up with eligible candidates. They carry out extensive research work and maintain regular database of resumes and profiles of deserving candidates. They search and locate the candidate, prepare him for an interview, negotiate the salary and finally recruit him for the client house.

They use advance sales techniques, such as visiting candidate office to gather employee contacts. Most of them are tech-savvy and employ various media sources such as advertising and networking to locate the best-suited candidate.

Again they utilize various research methods with the help of internet, industry associations and directories to generate and maintain an efficient database. Headhunters often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. They may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and then contact prospective recruits.

Executive search is an extremely lucrative industry and successful consultants can earn large sums. They are members in good standing of industry trade groups and associations. Headhunters are not just a valuable asset for businesses houses, but also for job seekers as they get placed at a position which is most suitable based on their qualifications, expectations and preference.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic to be qualified to operate as a license recruitment consultant in Singapore.

5 Secrets to Being a Good Recruiter

The Talent Search Industry is booming and you have chosen to be a Recruiter or a Head hunter. But how do you go about it? Firstly, a Recruiter works for an incentive, which is compensated to him once he completes the entire recruitment sequence, which implies he will get his incentive once his candidate is selected for employment with the Client Company.

Read on to know the 5 secrets to be a good Recruiter with ease.
1. Study the entire procedure of Recruitment. Starting with getting an opening from the Client to screening the suitable candidates to following them up till their selection is done; a Recruiter has to be involved in every step of the procedure. You must know the status of each position assigned to you at any given point of time.

2. Your aim should be to place maximum applicants in a given time using your Recruiting talents. A good Recruiter is trustworthy. The Client Company and the job applicants both like to have a reliable Recruiter, whom they can cooperate with through the entire procedure. If need arises, a Recruiter can also be a guiding light for both the candidate and the Employer and lead them to a good result. A Recruiter has to steer forward the employment contract, as well as be in hold of the situation constantly.

An applicant who is placed in a company which matches his requirements helps him grow in his career. Likewise, an Employer who selects a candidate fulfilling the criteria for that particular position thinks he has got a right fit for him.

3. A Recruiter's work involves inquiring for lots of information. For this, a recruiter needs to be a good listener to be able to get answers to all his queries from both the Client and the applicant. Listening well can lead you to answers to a lot of questions. When you use this knowledge gained for your job, it helps to get through a contract easily.

4. There are other benefits of being a good listener. People feel they are important and not neglected when you hear them out. They start being fond of you. All this then leads to having faith in you. So when it's your turn to talk, the other side will hear you well and respect you.
Recruiter's job also involves being a communication tool between the employer and the applicant. He should make sure that there is no misunderstanding between the two. This will help you build relationships and thus raise the number of positions closed, which you really want to happen!

5. Some things which also need to be taken care of are your language and speaking skills. Always try and speak understandable English. Behave professionally every time you interact. Even if your candidate is not selected, you should not lose heart. Follow the Recruitment procedure sincerely. On the other hand, you can attend various workshops or classes to improve upon your educational qualification. When you are equipped with knowledge, the whole process of Recruitment will seem easier to you. Just use your intuition and common sense, and you have arrived!

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

Benefits of Working For a Healthcare Staffing Agency

Are you a healthcare professional seeking the opportunity to find great assignments in your area of expertise, but are not sure where to start? Why not consider working for a healthcare staffing agency? These are staffing firms that are geared specially towards helping healthcare professionals, like nurses, physicians, x-ray techs or medical assistants; find the kinds of assignments that are both professionally and personally rewarding. If you are a recent graduate of a medical program or are just looking for a change of pace, then a healthcare staffing agency may be perfect for you. Read on for some great benefits of working for a healthcare staffing agency.

Immediate access to the best opportunities. You know already that there are many wonderful opportunities in healthcare and that's one of the reasons why you chose this career path. However, do you know where to look for the best opportunities for you? A healthcare staffing agency will be able to locate and find the best assignment for you. Your skills and interests will be assessed by the staffing agency and they will be able to closely match these up with assignments that will meet your needs.

This is in contrast to trying to do this on your own and experiencing negative results. Many healthcare facilities are trying to keep administrative costs down so they can focus on quality of care for patients, so they turn to healthcare staffing agencies to seek out qualified candidates for their open positions. This means, many top healthcare providers are looking for you and the only way you will ever hear about their job openings is through healthcare staffing agencies. Be the first to know about great opportunities by registering with healthcare staffing agencies.

Access to career tools and support. When you register with a healthcare staffing agency, you can take advantage of all the career tools they offer. Need help with brushing up your resume or interviewing skills? Then take advantage of the help and resources available to you at a healthcare staffing agency. The recruiters there want you to be successful at getting signed on with one of their healthcare clients so they will do everything they can to help you and support you as you begin this process. You will be more successful by working closely with a staffing firm than by trying to do it on your own.

After you get an assignment, the staffing agency will be there to help you with any issues you may encounter and work as a liaison between you and the healthcare administrators to make it a positive experience.

Costs and travel related to job placement. If you are a healthcare professional who is trying to land a job with a healthcare facility that is out of town, or you are a traveling nurse - you can benefit substantially by signing on with a healthcare staffing agency. If you work for them, they will be assisting you with the costs of travel and hotels for job assignments. The staffing agency will make your hotel arrangements, pay you for mileage, meals and other costs associated with your goal of getting on with a great healthcare provider. In many cases, the staffing agency also has opportunities for you to have some or all of your training or educational needs paid for as well.

As you begin your job search, be sure to take advantage of all the benefits and services that a local healthcare staffing agency can offer you as a healthcare professional.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

College Grads - How to Size Up Headhunters

Just as in any professional field, the recruitment industry has it's ups and downs. Some recruiters are fantastic at what they do while other, to put it bluntly, are not. Variations in the quality of companies and the people that work for them are standard, regardless of the industry. However, recruiters have the added responsibility of being able to affect someone else's career. Especially when dealing with recent college graduates who are just beginning their professional lives, recruiters have an enormous amount of influence and should tread carefully in the decision making process.

A poor recruiter will pressure a student into taking a job that holds little interest for them, simply for the sake of making a placement and receiving a payment. When this is done, it leaves the students open to job jumping, thereby lowering their value on the open market significantly.

When asked by a new client as to what we look for in a candidate, the first thing I tell them is "someone with employment stability." Regardless of whether a company is going through a recruiter or hiring on their own, nobody wants an employee who has bounced from job to job. This is basic risk management as it takes time and money to properly train an employee. If they leave, you are not left with much. With this being said, here are some reasons as to why recent college graduates should avoid working with recruiters.

1. Unless it is a large retained contract, there is no money in recruiting recent college graduates. Since headhunters get paid on a percentage basis, 25% of $30,000 is not very much. It may sound like a lot, however, with the expenses and time it takes to recruit college graduates, it amounts to almost nothing. As a recruiter, you are going to have to make a lot of quick and dirty placements in order to make any money.

2. Too many firms endorse resume writers, resume exposure and career coaches. This is not needed for recent college graduates as part of what they paid for with their education was career counseling via a career services center.

3. Why can't they find the talent their clients are seeking elsewhere? Do their clients not know that colleges exist? Why doesn't the client just go to the school themselves? Seemingly, most colleges use career posting systems where you can reach out to multiple schools at once.

After all, people don't refer to recruiters as "headhunters" for no reason. As a client, I would be weary of using a recruiter whom I paid $7,500 to just post it on college career sites.

4. Recruiters often lure in college graduates with inflated projections of how much money they can make at commission based jobs. Many companies looking to hire entry level candidates en masse try to get away with not paying a base salary and having their employees work solely of commission. This is robbery, and a waste of a hard earned college education. Do not work with recruiters who are willing to partner with these types of companies.

5. As a recent college grad, you should pay careful attention to the direction you want to go in with your career. You will have plenty of opportunities to make money, so don't get sucked in by the prospect of a few extra thousand dollars a year. It is better to take a temporary position to pay your bills while you intern at a company you truly love and start to work your way up the ladder.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

Get Hired As A Legal Secretary - How To Write A Covering Letter

The truth is that most recruiters are extremely pressed for time and have to scan many covering letters quickly. They will look for key words and assume that candidates making no mention of their specific legal experience are unsuitable. This may be untrue but the resume doesn't get read and candidates fail to make the recruiter's shortlist. This article will explore the best techniques to write a killer covering letter and land a job as a legal secretary.

Why A Professionally Written Covering Letter?
It can be tempting to pay a firm to write a covering letter for you. If you have been firing off lots of resumes and hearing nothing back, there may be an issue with your writing style, layout or content. The cause is hard to determine as recruiters who trash your resume on account of the covering letter will never contact you with reasons; they are up against tight deadlines to get short-lists created. Don't just hire anyone to write your covering letter. It can be a great investment but you should demand to know what experience the writer has. You should inquire whether they have any knowledge or understanding of the legal industry and as for referrals of satisfied customers.

What Do You Want?
Although a professionally written letter can help; does the writer ask you what you want from your career? How will they help you write a covering letter to find the best job for you if they don't know your particular strengths? Do they even ask what sort of environment you want to work in and the area of law you are most interested in? Any writer who fails to ask you this basic information should be given an extremely wide birth; they may be a great writer but their covering letter writing service won't help you land your dream job.

How To Build Your Covering Letter
To improve and update your current covering letter you should begin by working on the opening paragraph as this is all some recruiters ever bother to read. You must skillfully find a way to outline your specific legal experience and make sure that you accentuate your expertise in the exact skills the job is advertising for. Remember, the recruiter has pored over writing the best job advert in order to find the perfect candidate. They expect a potential candidate to match the job description very closely; re-read the advert to get a sense of the key words the recruiter might be scanning for.

How To Get Shortlisted
You should always use keywords that refer to the vacancy you are applying for. Keep this advice in mind when writing your covering email as well. You want to let the recruiter know, as succinctly as possible how your experience and expertise makes you a perfect match for the job. You need to be as brief as possible to catch the recruiter's attention and leave them in no doubt that your resume is one to investigate further. When you send your covering letter to a recruiter, it won't be the only one they read that day, but if you follow these tips it will certainly grab their attention.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

Use a 30-60-90 Day Business Plan For Job Interview Success

Candidates are always looking for an edge in job interviews, and they try to gain that edge in different ways: crafting a killer resume, dressing for success, practicing interview questions and answers, researching the company, building a brag book, or even practicing positive body language.

However, one thing candidates often overlook, or never even consider, is creating a business plan for interviews. Simply put, this type of plan is a short one-to-three page document that states in as little or as much detail as necessary what a candidate will do in the position that he or she is interviewing for.

To write a personal business plan correctly, you have to take the time to think out the position, your goals, and the company's goals. You have to research the company and your specific desired position in it, analyze what it takes to be successful, and write what is, essentially, a "to-do" list for yourself. This list should take the form of incremental goals, ideally organized into a 30-day plan, a 60-day plan, and a 90-day plan. It is a lot of work to do before you even know if you're hired, but this kind of effort will set you apart from other job seekers and absolutely get a hiring manager's attention. Not only that, but it will increase your chances of success once you do get the job... because you've already mapped out how to be successful.

The 30-day part of the plan is the easiest to put together. In your research of the company and your discussions with the recruiter you are working with, you should discover what the company's training plan looks like-how long it takes and where you receive it. So most of the items in your 30-day plan should be along the lines of attending training, mastering product knowledge, learning specific corporate systems, traveling to learn your territory (if you're in sales), meeting other members of the team, or reviewing accounts.

The 60-day part of the plan usually includes more field time, customer introductions, reviews of customer satisfaction, fine-tuning your work schedule, and getting feedback from your manager.

The 90-day part of the plan is the "getting settled" part of your new job. It should include things that take more initiative on your part: landing your own accounts, scheduling programs, or coming up with new ways to get prospects' attention (again, if you're in sales), as well as continuing to get performance feedback and fine-tuning your schedule.

Keep in mind, these examples are extremely generalized. The more specific you can be in your plan, the better. Research the company and the position, even if you've done the same kind of work for years. Your business plan doesn't have to be long and complicated, but it does have to show that you've done your homework, analyzed this job, and thoughtfully considered how you can best serve this particular company. That's the edge that will get you hired.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

Hunting Recruitment

Headhunting has long been seen as the undercover arm of recruitment. Much of the work is secretive because companies using this technique often don't want to alert their employees, competitors or shareholders to their intentions. Headhunted candidates are handpicked, by a management recruitment consultant so it's a costly and time-consuming business generally reserved for positions paying more than £40k. Traditionally, a proven track-record has been vital and most inquiries have come from personal contact and word-of-mouth recommendation. But online recruitment is blurring the edge between headhunting and conventional recruitment.

The growing number of candidates storing their CVs in online databases means it is now simple for recruiters to brand themselves as head-hunters but do they actually deliver this service? True Head-hunters operate by target lists, name gather routines, research & networking to unearth the very best often from the competition!

If you want to improve your chances of being one of the chosen few, there are plenty of things you can do to raise your profile:
• Consider contacting a headhunting consultancy or management recruitment business to see if they have any relevant executive search jobs/roles waiting to be filled.

• Drop hints to friends, contacts or even suppliers that you could be persuaded to change jobs.

• Get your name on any PR being conducted by your company. Potential employers could pick up on it.

• Start networking and increase your profile at industry events and conferences. Self-promotion is a vital skill.

• When asked who you know for a job, have a serious think as this favour may come round to help you.

Head-hunters or Management recruitment consultants are usually pretty forthright when they contact you, immediately outlining the opportunity. Ask them to call back at a more convenient time if you're at work, as a conversation of this nature would be quite hard to keep discreet. It's a good idea to have a face-to-face meeting with the head-hunter before any interview with the company so that you can get a full job description and receive answers to any other questions you have.

Being headhunted can bring more money, benefits and promotion prospects, so if you are approached, make sure you get the best deal:

• Let the head-hunter make the first move; you may underestimate your worth.

• Look carefully at the total package.

A higher basic salary is attractive but make sure you do not lose some of the benefits you're currently enjoying. Once you have received an offer you're happy with, you may decide to use it as a bargaining tool with your current employer. Tread very carefully; you do not want to antagonize both your current and prospective employers. Once your current employer knows you want to leave they will never forget, often sidelining you for important projects, promotions etc...

Not only that but when you except a counter offer, your current employer maybe be retaining your skills until they can replace you, they may even use a head-hunter or management recruitment consultancy to replace you discretely.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI certificate to be qualified to operate as a license recruitment consultant in Singapore.