6 Ways Top Billing Recruiters Are Different from the Rest

6 Ways Top Billing Recruiters Are Different from the Rest Top billers are a rare breed of recruiter. Consultants who consistently out-perform their targets and make a lot of money for the business and themselves do not grow on trees. What 6 qualities separate such beasts from the masses? 1. Drive An over-riding and single-minded desire to succeed is key. That feeling of wanting to be the very best and the willingness to do whatever it takes to achieve that goal. Such an individual is prepared to put in the long hours, is often introspective and evaluates ways in which he/she can improve. In my experience, you either have drive or you don’t. What I mean is that drive is rarely taught! 2. Ability to build relationships A top biller is usually a great relationship builder. Relationships are founded on good recruitment and generally being very good at your job. A top biller will then spend time nurturing relationships with their clients and candidates alike. They are good networkers who understand that the bigger pipeline you have, the greater opportunity there is to bill big. 3. Hunger for money Top billers want to make money. They enjoy the finer things in life and are obsessed with keeping up the standard of living they have become accustomed to. When they recruit, their mind-set is totally focused towards making money and this effects the way they work. Greater efficiency, speed, focus and keeping your eye on the prize are some of the traits you’ll see from a top Consultant. 4. Competitiveness Competitiveness is a trait most big billers have. They want to make as much money for themselves as possible, but also they want to be seen to be making the most money. How does this propagate through to the way they work? Well, they are more liable to sit on a good candidate for a few days rather than putting them straight on to the database or introducing them to their peers. They can also be protective over their clients and want to cover things themselves even when they are on holiday. 5. Market knowledge A top biller will understand his/her industry  inside out and usually a number of other verticals as well. They will recruit people into other markets if they can get away with it. Their ability to advise and be a “consultant” in the truest sense of the word gives them greater credibility in their clients’ eyes and makes them the go-to person for recruitment. Top billers advise their clients on salary levels, market conditions and competitor analysis. The really good ones will also advise on internal structure. 6. Time management Top billers are superb when it comes to time management. They are ruthlessly organised and ensure that every minute is well spent in their quest to bill big. Many will have day lists written the day before so they know what they need to do as soon as they get in. Meetings are kept as brief as possible and to the point. Simply, most top billers are just totally focused on making as much money as they can through successful recruitment and they are extremely single-minded in their aim. This is not to say they don’t derive satisfaction from finding someone their perfect job because they do. It is just that this is secondary to making money. About the author:  David Morel is the CEO/Founder of Tiger Recruitment,  a  secretarial/administrative recruitment agency based in London. David founded Tiger in 2001 and is passionate about  best recruitment practice.

Applying for jobs online 3 ways to improve your response rate

Applying for jobs online 3 ways to improve your response rate For students, finding a job after graduation is becoming more competitive. With advancements in technology, students no longer have a geographical advantage when applying for jobs in their area. With these advancements comes a change in the way jobs are posted and advertised. Guest blogger Vincent Karremans, Founder and Director of the on-line graduate careers network Magnet.me, highlights the strategies students can adopt to network and approach employers and hiring managers. Every year, thousands of students apply for hundreds of job vacancies online and get nowhere. However, every year, students are applying to jobs not really sure what they are applying for. Instead, the best thing to do is actively look for jobs that interest you and look for quality over quantity. With this perspective in mind, here are the 3 best ways to boost responses when applying for jobs online: Not a close match? Then it’s best not to waste your time It is important to understand that if you are not at least a near perfect match with the job description, you are more likely to be rejected by the computer or HR personnel reviewing your  application. Therefore, depending on the size of the company and the number of applications it receives, if you don’t closely match the job criteria you will be automatically screened out. While you know you would be fantastic at the job, if the job in question is asking for candidates with a 2:1 or higher and you have a 2:2 you will be screened out of the process. So it is important to prioritise your valuable job search time. Sure, you can apply to those job postings where you’re not a close match and still maybe get an interview. However, it is not the best way to prioritise your time. Be sure to minimise your time spent filling out the application It’s in your best interest to minimise your time on the application. In fact, filling out the application too thoroughly can sometimes hurt your chances. Here are some pointers: Don’t regurgitate your CV on the application On job applications there are questions that will be different to the information you provided on your CV and/or cover letter. However, some information may be asked that appears on those documents. Instead, either take it out from your CV or cover letter and add it in the space provided on the application form. Alternatively, state on the application “Please see cover letter for detailed description for the information required above.” In your application, you don’t want to be repetitive with the information you provide, ensure it is informative and precise. Don’t give out references information to all applications online This is a very sensitive part of the application process and even more so through applying for a job online. Employers and hiring managers will often hire a new graduate dependent on their references. On some occasions they might never follow up on the references they provide. If you are not willing to disclose of your references information, then it is best to state “references available upon strong mutual interest”. It is important to do this to protect your references provide information. In addition, you also don’t want each of your references being called or contacted unnecessarily. Finally you want to inform your references that they may be contacted from an employer or hiring manager regarding your job application. Reach out to the hiring manager directly Don’t just rely on the job post to explain how you apply for the job opportunity. Instead, take the extra step to find the hiring manager (or boss of the hiring manager) and reach out through the online careers network like Magnet.me or through email. Use the job posting as a basis for the content of your email. This approach shows initiative and the hiring manager or employer may invite you to apply for the job as a consequent result, increasing your chances of being appointed to the vacant job opportunity.

Online MBAs Weighing the Pros and Cons

Online MBAs Weighing the Pros and Cons The current ever changing state of the economy and new avenues being opened every day calls for a new set of business administration graduates that will be prepared for this new reality. Current online MBA programs offer formations across industries, may it be healthcare, finance or project management and offer opportunities for students to work in their preferred field. Good accredited MBA programs offer students the possibility to work in a variety of sectors and online programs allow students to follow their formation wherever they want at their own pace. However, before you decide to go for an online MBA, its very important to weigh the pros and cons to see if its really the good decision for you. In this article, were going to explore the advantages and disadvantages of an online MBA so you can make the right choice. Pros Flexibility: one of the most obvious advantages of online MBAs is the flexibility they offer their students. Whether youre a working professional, single mom or a new student, online MBAs allow you to work around your schedule and follow the course at your own pace. Furthermore, some institutions allow you to combine both online and offline courses so you can get the best formation possible. Budget friendly: traditional MBAs can be very expensive, and online MBAs allow students to significantly cut the price of tuition. Online universities have lower overhead costs, allowing them to pass savings onto their students. Not only that, but since most manuals are digital, you wont have to pay as much for study materials. In addition, the content of a regular MBA is easily transferable online, so you pretty much get the same level of education a regular MBA student would get. Go as you please: another great advantage of online MBAs is that they allow students to study at their own pace. You can either extend your formation over the usual 2 years it takes to complete a traditional MBA or take one of the many online accelerated courses available online. In some cases, these accelerated programs allow students to complete their MBA in as little as 18 months. Cons Online formation can be alienating: for some people, college is a chance to socialize and enjoy college life. Unfortunately, you wont get much of that with an online formation. Most of the courses will be taken alone, even though in most cases universities offer a combination of online and offline courses. But the amount of in class formation will depend on the particular program, so be aware of what that proportion is before you choose a particular class. Its easier to get sidetracked: while getting an online MBA can often shorten the time youll have to spend to get your degree, its easier to give sidetracked since many will be juggling school and their other occupation. The lack of structure, which can be an advantage to some, can actually work to your detriment depending on your personality. All in all, the advantages of an online formation cannot be neglected, especially for professionals. Online MBAs allow students to follow their formation at their pace and are being increasingly recognized by major organizations. Online and offline formations have their own sets of advantages and drawbacks, the key is to choose the best option according to your needs, budget and expectations. Image credits: Main.

So You Have A New Job Great! Whats Your Exit Strategy

So You Have A New Job Great! Whats Your Exit Strategy Last month, I did an article on the gig economy.  It was a quick reminder of where our work world is and where its headed.  In a nutshell, the days of one job or even one career for a lifetime are gone.  If you missed it, click the link and give it a read. More recently, Diane Mulcahy, the author of The Gig Economy  reached out with these reminders: She advises: “On the day you get hired at a new job, prepare an ‘exit strategy’ to quit.” That’s because being prepared to hop from one job to the next can help you seize unexpected opportunities and stay fresh in the current job market. This applies to everyone full-timers included.   And as Diane explains in her book, developing a hustling mindset this way is the absolute best way to gain work security. Develop a vision for your next step. On day one of a new job, ask yourself what you’d like to do next and how you can leverage this new job to acquire skills, expand your network and create future opportunities. Recognize there is no job security. Full-time work no longer guarantees financial security. Take steps now to save what you need to feel secure if your job were to disappear and to create your own short- or long-term safety net if needed. Always have a side gig. There’s no better way to create new opportunities than having a side gig or two where you can hone new skills and forge new connections. Bonus: side gigs help provide income security since you won’t have all your eggs in one basket. Make a plan Imagine knowing now that you’re leaving your job in six months. What would you do to prepare â€" professionally, financially, and personally? Make that list and start executing it. Practice good quitting etiquette. Treat your employer well by giving ample notice (as much as possible and more than the requisite amount) and leaving on good terms. Positive relationships are always worth preserving. About   Diane Mulcahy Diane Mulcahy is author of The Gig Economy. The Complete Guide to Getting Better Work, Taking More Time Off And Financing The Life You Want. Five years ago, long before the Gig Economy was part of the popular lexicon, Diane created and launched an MBA course on the Gig Economy at Babson College. That course gained immediate traction.  It was named one of the Top 10 Most Innovative Business School Classes in the country by Forbes. . Image credits. Main.

Finance-Friendly Fields Four Majors with an Amazing ROI

Finance-Friendly Fields Four Majors with an Amazing ROI Many are surprised to discover how few people ever look to their educational aspirations as being viable and valuable investments into their future.Unfortunately, today’s exploding costs forces many students to consider pursuing a career, not according to their likes and preferences, but according to how much they can expect in return.evalOn the flip side of the proverbial coin, online educational facilities make this happen all the easier for those pursuing a career. This being the case, we cover the four fields which have an amazing return on investment With an MS in civil engineering, for example, median salaries start at $82,050 while the highest pay ranges go to $128,110. Among the highest compensated positions were those found in the oil and gas sectors and located in Midland, Texas; Santa Barbara, California; and Houston, Texas.3. Computer ProgrammingAveraging an annual median salary of more than $85,000 is the norm for graduates in fields like information technology Dealing with being a company’s gatekeeper, of sorts, graduates manage hiring, firing, training and developing company policies. Managers are today typically earning a median salary of $87,184 for an ROI of 137 percent. Those specializing in compensation and benefits can expect a return of $94,978 as a manager.In reality, it takes more than a year’s worth of your salary at entry-level to break-even with the cost of your education. Remembering that, you’ll find your ROI is typically 0 percent during the first year, so choose wisely.

The New Employee Lifecycle 3 Tweaks Bring Big Change

The New Employee Lifecycle 3 Tweaks Bring Big Change Reduce Employee Turnover It’s a fact high turnover rates are not only costly to an organization’s bottom line, but also a gut punch to employee morale and company culture. Digital Intelligence Systems, LLC (DISYS), a global managed services and staffing firm with 33 offices around the world, recently launched a new protocol designed to lower turnover rates, provide effective coaching, and continually learn where improvements are needed, through comprehensive employee engagement. DISYS’ Vice President of Global Human Resources, Laura Smith, talked to me about her aggressive 2016-2018 goal to reduce voluntary turnover by 50%. She and her team have spent countless hours dissecting the employee life cycle, carving out touchpoints necessary to enhance the candidate experience, improve the relationship between employee and manager, and further engagement of current and departing employees. “There are key factors that play into the culture within a particular company, and when you are global, these factors are compounded by the influences of local cultural norms. We developed something larger than just another policy. The protocol gives employees every opportunity to be an active participant in crafting their experience so they can shine and advance.” Released in May, The DISYS Employee Life Cycle Protocol (ELC Protocol) encapsulates a strategic, innovative solution to tackling key factors in an employee’s journey: Hiring â€" the candidate experience and internal hiring practices Coaching â€" shifting managers to coaches, introducing a formal mentor program, and a career engagement tool called the Key Impact Success Story or KISS Exit â€" the end-stage of life at DISYS or “What’s NEXT?” Below, Smith shares the key components and strategies behind the ELC Protocol: 1 Hiring “Hiring smarter is a major theme of our new protocol,” Smith said. “Treating candidates the way you would want to be treated is a priority for those involved in the candidate experience.” The candidate’s hiring experience now extends far beyond just a basic interview before selecting a candidate; instead, it’s a high-level initiative Smith recommends any HR team deploy. Hiring managers complete an in-depth job requisition outlining mandatory skills and dependencies. “This forces hiring managers to think beyond the cookie-cutter job description and drill down on what is truly needed for a new employee to hit the ground running,” she said. Next, Smith implements technical and behavioral skills assessments early on in the interview process. Potential candidates are asked to complete one or two assessments, which provides insight into core skills and behaviors. Finalists are also asked to prepare a presentation that helps HR and hiring managers evaluate critical thinking, writing style, and creative approach. She also suggests an interview process that involves multiple team members across disciplines. As candidates move through the behavior-based interview process, feedback is collected that gives a full picture of the candidate’s interview process and creates a data library. 2 Coaching In order to improve retention, coaching is vital! Managers are expected to be honest and transparent with team members. To help develop managers into “Coaching Managers,” Smith employs Situational Leadership II ® theories and training. While this model is new to the company, there are variations on the coaching concept that exist in many companies today. Look into which one is the best fit for your organizations. While coaching is the “soft” approach to employee development, the other critical piece is the creation of performance goals and expectations. Many companies use standard performance appraisals to document and manage expectations. But Smith said, “I wanted to introduce a tool that fosters positive and continuous engagement between manager and employee.” So DISYS joined one of the latest trends in HR and took a bold step to scrap performance appraisals performance improvement plans. Instead, each employee gets a KISS! The “Key Impact Success Story” is completed by employees in tandem with their managers to outline key goals and development paramount to success. Smith said, “KISS encourages a collaborative and engaging approach aimed at success â€" for the employee and for the company.” For peer-to-peer coaching, Smith recommends a Mentor Program. Pairing employees together to facilitate knowledge sharing creates additional avenues for learning and development and fosters company loyalty. 3 Exits or NEXT In many cases, voluntary resignations are a sign the coaching manager has failed at meeting employee expectations or hasn’t acted to correct problems. To combat this, DISYS’ Protocol outlines the steps managers and employees must take when leaving and also includes an extensive exit interview to uncover lurking problems that might need repair. The new formal exit process is called NEXT and includes protocol on treating employees compassionately, fairly, and with transparency. It also includes a formal exit survey. Companies looking to learn more from their mistakes are often well served by an exit interview process that is rooted in empathy and objectivity. In summary, Smith is transforming her HR team to have a stronger customer-service attitude. “We are very proud of the steps taken to ensure we are meeting our business needs and our employee’s needs through this new protocol,” Smith said. “The beauty is it remains a living experience and is as nimble as our workforce. As our talent needs change and the culture shifts, so will the protocol. All our people have a voice in how this new program evolves.” Join Dana Manciagli’s Job Search Master Class ® now and get the most comprehensive job search system available!

What is the Best Writing Style For Resume?

What is the Best Writing Style For Resume?If you're writing a resume, the first thing that should be on your mind is what writing style to use. Although there are many styles of writing used in the resume, there is only one writing style. There is just one format that has been used by the human race throughout history.Different writers will have different opinions on what is considered the best style. But whatever the writing style is, it should be fairly easy to understand.So the question is, what is the best style to use as a professional resume writer? Well, the answer is something along the lines of, and I quote:A professional resume writer will start by asking themselves what exactly they are trying to accomplish with their resume. When they answer that question, they can determine if the style they will use is the right one for them. This step will give them a better idea of what kind of resume that they are looking for. Remember, what you need to do is find a writing style tha t you can deal with.Another way to determine if the style is good for you is to ask yourself a simple question, what does the style do? This may seem like a very simple question but it is actually very important. If you can come up with a style that deals with what the document is about, you will not find that it becomes a problem to you. Now, for example, let's take a look at an essay.A writing style that deals with essays will deal with the different points of view on essay topics. It is a document where the writer has to deal with different points of view. You would not want to go for a style that deals with a single point of view because it will become a confusing document.Resume writing is a bit different from essays. Resumes are basically documents that talk about your job history and education. They can contain letters of recommendation, salary and other relevant information.The point is, you must find a style that you can deal with. Just because the style is the same as some thing else does not mean that it will be easier for you to deal with. If you keep this in mind, you will not run into any problems with getting the correct style for you. That is why I say that the best style is not the one that someone else recommends, it is the one that works for you.