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I have just spent a really enjoyable hour chatting to Esther Caines who is the Manager of the HR Division at Search Consultancy in Edinburgh. Esther has worked in recruitment for over 10 years and has a very successful track record which means that her experience and thoughts are valuable to anyone who is currently looking for a job and is keen to use recruitment consultancies as an effective route to the job market.

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I started by explaining that the reason I was keen to do this interview was because more and more of my career coaching clients are feeding back to me that the service that they are receiving from recruitment agencies is (often far) below their expectations. I was really keen to find out why this is happening and how candidates can help themselves to work effectively with recruitment agencies.

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In what ways do you think the recruitment market has changed over the last 18 months?

• Networking is key - It very much depends on the sector that you are working in but generally I would say that the main change has been in the way people go about looking for a job. Those who are well networked and in touch with their contacts, will find it easier to pick up work and will find a job quicker. You have to make an effort and put yourself out there, for some people that’s a step outside their comfort zone but it’s really important. Your job search needs to be a blended mix of adverts, agencies, networking and applying directly.
• There are jobs - Two years ago it was par for the course for companies to use recruitment agencies but now there are much more direct responses. Good candidates are getting snapped up quickly so we still have shortages in certain senior areas. It’s false to think that there are no jobs out there, there are jobs but often they are very specific roles that require a specific skills set. A lot of clients are being very specific about what candidates they’ll consider. I’m looking forward to getting away from this.
• Social Media - In less than a year, the impact that social media has had is unbelievable and things like LinkedIn and Twitter are growing all the time. We track where all of our candidates come from and there has been a significant increase in those coming through these social media sources.

How can candidates give themselves the best chance of being successful with recruitment consultants?

• Phone first - Because of the way the market has changed, it’s really important for candidate’s approach to change. I like it when candidates phone me before sending their CV – it means that we establish a dialogue and build rapport straight away. It also means that when I receive their CV, it stands out and isn’t just another name on the list.
  
• Professional CV – It’s really important to have a well written CV, I want to easily see where their last job was, whether or not it’s relevant and which company they were with.
• It’s a partnership – The candidates who I build the most successful relationships with are those who understandthat it’s a partnership – a two way relationship. Yes, I aim to get them a job but I’m also looking for a long-term relationship with my candidates. I’m looking for someone who is clear about what they are looking for but that needs to be balanced with having an open mind and beingflexible about the opportunities that they’ll consider given the current market.

What makes a good candidate stand out from an average candidate?

• Career path - Someone who knows what they’re looking for in their career. I like someone who has had a career to date, has had career progression and is looking to further themselves. I like someone who has managed their career properly, someone who hasn’t jumped around too much. A well managed career path is attractive. If someone has been in a role for a significant time, they have had a chance to deliver.
• Get in touch - It’s about building a relationship with me so I like it if someone sends an email addressed to me or they phone me directly. If someone leaves me a message, I will always return their call.
• Commitment - It’s important for a candidate to be well presented both in their CV and in person – it means they’re taking their job and taking me seriously. Candidates need to show that they are committed to their career and what they want to do, they can do things like voluntary work pertinent to their job search or write an article for a publication – it is likely to be read by someone relevant and is a great addition to their CV.

Once you are representing a candidate, what is the best way and in what frequency should they keep in touch?

• Regular contact - It’s vacancy led so it depends on the candidate. If I’m representing a candidate for a vacancy then I’ll keep in touch with them regularly to keep them up-to-date with progress. It’s frustrating if I’m working with a candidate and actively trying to find a role for them and then find that they’ve found another job without letting me know. This goes back to my earlier point that it’s a two-way relationship.
• Have a reason to call - The candidates that I’ve got a good relationship with but don’t have a role currently, it’s good to speak to at least every two weeks. I don’t mind candidates calling me every couple of weeks and it’s even better when they have a reason to call me rather than just to ask, “are there any vacancies?” It’s good when candidates phone and let me know that they’ve got other applications and interviews – it shows me that they’re a strong candidate and that they’re in demand.

I’d like to thank Esther for her honest and interesting responses. I welcome your thoughts and comments on this interview.

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This entry was written by Judith Drysdale, Director at jdconsulting, www.jdconsulting.uk.com

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“The horns and halo effect is one in which one person’s judgement of another is unduly influenced by a first impression; it may be either unfavourable (horns) or favourable (halo)”, The Oxford University Press.

We cannot underestimate the powerful and lasting influence that the horns and halo effect has in an interview situation- this all comes down to the importance of the first impression that you make in the first two minutes of an interview.

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Horns Effect - if you make an unfavourable first impression at the very beginning of the interview, the interviewer will make an almost instant decision they he/she can’t see you fitting in to the role/team/organisation for which they are interviewing you. The interviewer will then be looking for the negative in everything else that you say throughout the interview. Your challenge then is to change the interviewers mind and make them believe that you can do the job. Changing their mind is a very difficult thing to do, it is so much easier if you make a positive impression in the first place…

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Halo Effect - If you make a favourable first impression at the beginning of the interview then the interviewer will be looking for the positive in everything that you’re saying and will give you the benefit of the doubt throughout the interview. They have already decided that based on first impressions, you can do the job so you just need to keep them on that track and the job will be yours.

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So how can you make a positive first impression at the start of the interview?

• Look professional – look the part and feel comfortable in what you’re wearing
• Look confident – shoulders back, stand tall when you enter the room, be prepared  - you will then ooze confidence
• Smile – look as if you want to be there
• Make eye contact when you greet the interviewers (nerves can sometimes push our eyes to the floor)
• Have a firm handshake when you greet the interviewer
• Be friendly – show your personality and build rapport

If you do all of these things then you can be sure to make a positive first impression and the Halo effect come into play.

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This entry was written by Judith Drysdale, Director and Coach at jdconsulting,www.jdconsulting.com