Marker Consulting - making a difference within the recruitment industry - Articles - Candidate Resources

Candidate attraction: have you got what it takes?

no@spam.com (Marker Consulting) — Mon, 13 Oct 2008 08:05:09 UTC

In days gone by it seemed employers were in the box seat when it came to hiring new staff. Potential employees would clamor for the opportunity to be considered by them, and were often faced with steep competition due to the sheer number of potential candidates also being considered for the position. In those days it was indeed the employers market.

These days however it would seem that the tables have well and truly turned and it is now the candidates who are in the prime position. Increasingly candidates are being offered an array of clients to consider and are finding themselves in a position of greater control than ever before. For this reason it has become more important than ever for recruiters to realise that candidates are their primary focus.

Recruiting and the Curse of Assumption

no@spam.com (Marker Consulting) — Mon, 06 Oct 2008 22:08:45 UTC

By Mark Whitby

Have you ever been guilty of making assumptions? I know I have. During the placement process, there are lots of things you might assume.

For example:
• Assuming the candidate will get good references.
• Assuming the candidate will prepare for the interview.
• Assuming the candidate will show up!
• Assuming the candidate is only interviewing with your client.
• Assuming you already know what the client is looking for.
• Assuming the client is using you exclusively.
• Assuming the client won't use you exclusively.
• Assuming the client can and will sell their opportunity to the candidate.
• Assuming the client will offer the right package.
• Assuming the candidate will accept the offer.
• Assuming the candidate will stay in the job once they've started.

These are just a small fraction of the many assumptions recruiters make. And we all know what happens when we "ass-u-me." That's right – it makes an "ass" out of "you" and me."

Conditioning your candidates: getting back in the drivers seat!

no@spam.com (Marker Consulting) — Mon, 29 Sep 2008 07:58:39 UTC

Are you the type of recruiter who is forever calling your candidate or leaving them messages in an attempt to get their feedback following a client interview? Do you seem to be constantly waiting, increasingly frustrated by lack of follow up or follow through by your candidates and clients alike?

Make fall offs a thing of the past?

no@spam.com (Marker Consulting) — Sun, 14 Sep 2008 07:43:46 UTC

At some time or another every recruiter has uttered the dreaded word "fall off". You will instantly recognise that recruiter as the one who has just turned a lighter shade of pale, are unhappily mumbling under their breath or are kicking themselves that they should have seen it coming.

Stay one step ahead of the game!

no@spam.com (Marker Consulting) — Mon, 01 Sep 2008 07:36:42 UTC

Whether you are a seasoned recruiter or a rookie, the recruitment industry is similar to competitive sport. We are all vying to kick that winning goal (make a placement) or taking our team through to the grand final (over achieving our budget).

We all know that in order to succeed and be the best they can be, professional sportsmen and women must commit themselves fully to their sport. The same can be said for those of us in the recruitment industry. In order to be truly effective in this industry we must have passion, drive, determination, discipline and dedication to go the extra mile and be all that we can be. After all, competition is fierce and the number of competitors is on the increase.

Looking for Passive Candidates

no@spam.com (Marker Consulting) — Sun, 02 Jul 2006 01:41:08 UTC

LinkMe can put clever recruiters in touch with candidates who are carefully managing their careers.

LinkMe.com.au is a next generation online career management tool creating a candidate world with over 45,000 members and growing. Candidates nominate whether they are actively looking for work and lets recruiters tap into a hidden candidate pool.

LinkMe works by growing candidates through activity centered around eDM, exposure on partner sites, communications, search engine optimisation and PR.

Candidates register their details and upload their resumes to become LinkMe members at no cost. Regular communications prompt members to update their resumes and remain fresh in the market place.

Once inside the member area they can maximise their potential by building an online network to leverage opportunities through the connections they have.

Assessment tools like AssessMe and AssessMe Platinum allow members to develop a career profile and make informed decisions about their future. These profiles can be attached to member resumes to enrich their offering to recruiters.

Member blogs are a new LinkMe initiative allowing members to connect a "career diary" to their resume. Recruiters can get a more rounded impression of the candidate they are interested in as resumes can be somewhat limited in the day to day functioning of a job.

The LinkMe model cuts the cost of sourcing qualified candidates with a range of cost effective solutions to suit a variety of business requirements. Easy to use, recruiters can save time with access to a fresh pool of fresh candidates using very sophisticated technology, to find candidates by experience, qualification and by location.