The end of 2018 is approaching, marking another year of unemployment at historical lows in the United Kingdom. Recruiters have sometimes called it a ‘war for talent’, due to the competitiveness of the market and the lack of qualified candidates actively looking for work. Never like in recent months has an experienced Administrator been such a rare find, with more and more businesses taking notice and making sure they maximise candidate retention through salary reviews, introduction of flexi-hours and professional development courses.
With few candidates to choose from, recruiters need to read between the lines and really use their instinct and their experience to go beyond what is written on paper and see the potential in people. This often turns out to be a good thing: more and more graduates are given the chance to gain experience in their field of studies based on their character, enthusiasm and desire to learn, with employers in the position of having to implement adequate training and support.
This is not to say that employers and recruiters should compromise too much… We dug out from the depth of internet’s infallible memory the worst CVs that were ever received by employers around the world. Enjoy this list while you have a look through the job opportunities that we have available, and don’t be discouraged if you don’t have the experience: send your CV through and let us work our magic (…but maybe make sure it doesn’t look like any of the ones below)!
- The Guy Who Checks All The Boxes…
2. The Nicholas Cage Incident
3. The Guy Who Wants To Have A PowerPoint Contest
…He has been using MS Word since he was like seven.
4. The Drug Dealer
To be fair, he would really have needed to understand Supply and Demand principles…
5. The “Naturel” Leader You Should “Employee”
After all, that’s how he sells himself to girls!
6. Eric And His Cat Like Reflexes
If you, too, have cat-like reflexes, can write an essay on any subject without researching it, have been prom king twice, or simply want to hear about where you could be “employeed”, please feel free to send us a picture of Nicolas Cage 🙂
Send your CV and cover letter to email@example.com
Images Source: www.careeraddict.com
A good job description is clear, it contains a summary of the role, an overview of the company and a breakdown of the duties that the job entails. It will also have a clear list of ‘must haves’ and ‘desirable skills/experience/education’.
Unfortunately, often job adverts are infuriatingly vague, misspelled and lack the basic information of location and salary.
While this can be frustrating, nothing you have come across on job boards will look anything like this list of job descriptions that we have put together: from attempts to make the job sound funny, down to outright discriminatory requests, these are the worst adverts ever published.
“Work for a fat bloke with a drink problem”
The creative industry traditionally has more flexibility when it comes to breaking the rules that apply to corporate job adverts. However, sometimes recruiters can take it a bit too far. It is the case of a PR firm that advertised a position to work for a less than ideal boss, whose “moral compass only ever heads South”. Anyone who has principles or “takes offence easily” is unfortunately not fit for the role. They managed to include a joke on the right candidate being on anti-depressants, which made me cringe a little (perhaps I take offence too easily and really should not apply…).
Sales Advisor with “High Level of Self Importance”
If you have ever recruited candidates for the sales sector, you’ll feel a little for this person, who clearly had a worse day than yours when he/she wrote this colourful advert. Either that, or the recruiter thought it’d be nice to give their supervisor a heart attack. The role advertised calls for someone with a ‘high level of self importance’ to join their client’s team, made of ‘a massive bunch of indecisive ****s who like to think of themselves as being better than they actually are.’ And this is just the first sentence.
The worst job in PR
It’s no secret that Ryanair is always in the middle of a controversy. Let that be a further reduction of the allowed hand luggage space, or even more serious issues that have to do with security, delays The Irish airline decided to advertise an opening as head of the PR team by not taking themselves too seriously, opting for a dry and realistic job description calling for candidates to apply for the “ridiculously overpaid, worst job in PR”.
“Meeting and Partying with International Superstars”
Who wouldn’t want to party with international superstars? An Helsinki based company clearly thought this, when they decided to advertise their vacancy for a back-end developer back in 2014. In addition to knowing how to build a robust back-end, the suitable candidate should “be able to talk to other people”, and will enjoy perks such as “drinking beer instead of Jolt-coke… it definitely sounds like the “ride of your life”!
Attractive Staff Wanted
Among the most infuriating job adverts you can find online there is the one published by an unnamed bar in Shoreditch, London. The advert states that “unfortunately physical attractiveness is necessary for this role”, prompting many to call out the employer for discrimination. The job advert, posted on reed.co.uk, was soon noticed, and even actress Nicola Thorpe addressed the job board on Twitter to point out such a blatant breach of “an Equality Act or two…”
Although having a laugh is important, changing your job is a serious matter. Have a look to the adverts we have on our website, as well as our Facebook and Instagram pages. And if you need further information… don’t hesitate to give us a call!
Recruitment seems to have been around forever, and its origins are in fact to be traced back to ancient Rome and Greece, when people started to write letters summarizing their talents and their experience in order to be considered for a job.
The first ‘refer a friend’ program was an idea of Roman commander and salad enthusiast Julius Caesar, who offered his soldiers a reward amounting to a third of their yearly salary if they were to bring a new soldier in his platoon.
It wasn’t until the 1940s, however, that recruitment as we know it came about. With the soldiers leaving for the war, a gap in the market was created for agents trying to find personnel to fill the vacancies that the war created. Short adverts were published on newspapers and bulletin boards, and recruiters relied a lot on word of mouth to reach out to candidates.
The advent of the internet revolutionized the industry more than anything else. In 1990, when the internet was at its early days, only the 23% of applications were made either online or via email. Job boards looked very much like the newspaper ads, with their basic layouts and brief text. Today, 90% of job hunters relies on job boards, social media and other online means to look for their next position.
However, it was only after the financial crisis of 2008 that recruitment as we know it today was consolidated. A newfound consciousness about meritocracy and the need to have the right people in the right jobs, headhunting started as a practice – also thanks to the launch of LinkedIn.
Nowadays, the days of recruitment are far from over, and more than ever are employers worried about not finding the talents that are going to bring their businesses forward.
According to talentnow.com:
- 42% of employers are worried they won’t be able to find the talent they need.
- Approximately three quarters (72.8%) are struggling to find relevant candidates.
- 40 percent of employees surveyed said they plan on changing jobs in 2018.
The picture is clear: with new job searching tools and even Google launching its very own jobs section, recruitment agencies are getting more and more specialized and equipped to serve an ever-evolving market.
Crisp Recruitment is an independent boutique recruitment agency serving North London and Hertfordshire. Whether you are an employer looking for your next hire or if you’d like to hear about the positions that we have available, get in touch at firstname.lastname@example.org.
We want to hear from you!
One of the critiques that recruiters most often get is that they don’t follow up on their candidates once they have been placed in a new role. Many feel that, once they have received an offer, their recruiter disappears and leaves them in the deep end and doesn’t assist them in the transition process. At Crisp, we pride ourselves of our impeccable candidate care, which goes from the first phone interview, to a few months into the new role. Here’s what you can expect:
As used as we might be to hit the ‘Agree’ button without reading the terms and conditions, when it comes to job contracts it’s always better to read the small characters. The details of a job contract can be daunting, especially if you aren’t used to the technical terms. Some are more complicated than others, but for any doubt that might arise before signing, we want you to feel comfortable with calling us back to advise you. We are no lawyers, but we have seen our fair share!
Even if armed with your determination to buckle down and show your contribution, a new work environment can be overwhelming, with all the new people to introduce yourself to and the coffee machine that you yet don’t know how to work.
Crisp Recruitment only works with selected clients, with whom we have a longstanding relationship of trust. In more cases than not, we have been working with organisations for years on end, and we are always happy to share our knowledge of their dynamics, expectations, and culture. Any doubt, run it by us… passing your probation has never been simpler.
Starting a new role is only the first step towards realising your career goals. After a while, you will naturally want to know what’s next, and this, too, can be talked through you’re your recruiter. Whether you feel like you are stuck in a rut, or whether you are just looking for advice on how to proceed, our team is always available to candidates for a consultation on the steps to take and the options available.
Rare as it is, sometimes things simply don’t work out the way they were expected to. Even in this case, we don’t want you to feel abandoned: our dedicated team will be available to support you through the transition, and will be on the look for new opportunities for you from the second the phone will ring.
To hear about all the opportunities we have available, and to join our pool of outstanding candidates, give us a call on 01727 226173 or send us an email at email@example.com
Not everyone is as lucky as Donald Trump, who once bragged about how he made his fortune from scratch, counting only on a ‘small loan’ of a million dollars from his father. Today’s entrepreneurs come from the most different backgrounds and started out their career where you’d find hard to picture them now.
Here’s a feel-good list of the first jobs of some successful people, to remind you that you too should dream big!
Jeff Bezos worked at McDonald’s
Before he spoiled us with next day delivery of everything from Valentine’s day gifts to a foot massager, Jeff Bezos worked at the grills of the McDonald’s during the summers. In the book “”Golden Opportunity: Remarkable Careers That Began at McDonald’s” he remembers his teenage summers, and appreciates the team work that his manager was able to coordinate.
Doug McMillon worked at a Walmart
Perhaps the walking definition of working up the ranks, Walmart’s CEO started working for the famous American supermarket chain when he was still in high school. He returned to the company in the nineties, working as an assistant manager while pursuing an MBA. He was nominated CEO in 2014… sticking around really can pay off!
Lloyd Blankfein sold snacks at the stadium
Born in a poor neighbourhood in New York City, Lloyd Blankfein wasn’t always one of the most influential personalities in Wall Street. Before he became the CEO of the global investment bank Goldman Sachs, Blankfein used to sell concessions at the Yankee stadium, his biography reports.
Barak Obama scooped ice-cream
The 44th president of the United States lived with his maternal grandparents in Hawaii, where he took a job scooping ice cream at a Baskin-Robbins shop in Honolulu.
Oprah Winfrey worked at a corner shop
Before she became the household name that she is today (her net-worth is currently estimated at $3 billion), Oprah Winfrey had to work her way out of an unprivileged background. Born in a poor neighbourhood, Oprah used to work at a local grocery store next to her father’s barber shop in Nashville, Forbes reports.
Richard Branson sold parakeets
The magnate of Virgin Group exhibited entrepreneurial initiative since high school, when him and a friend started breeding parakeets to sell to their schoolmates. According to Branson’s account on a LinkedIn post, when the parakeets business showed not to be profitable, they turned to growing trees they hoped to sell come Christmas time.
Perhaps the most useful career advice that you’ll ever receive is that to never give up. Resilience, versatility and the ability to reinvent yourself to suit the circumstances and the market changes are invaluable qualities to entrepreneurs and employees alike.
What happens, however, when something disrupts your plans? Dealing with losing a job is never easy. The emotional and financial hit of being let go can be very difficult to overcome, but there is nothing that should be worth stopping you from realising your full potential. Repeat to yourself: even the best get it wrong sometimes. Some of the most brilliant minds of this century are college dropouts who had to think differently and didn’t let a failure define their future. Here are a few tips that you’ll find useful to plan your comeback… You got this!
Analyse what went wrong
Before you make any move, stop and reflect on what went wrong. Be honest with yourself and recognise your mistakes, without being too harsh: we all get things wrong and we all fail at some point in our lives. What matters after a setback is how you are going to get back in the game, but in order to learn from your mistakes, you should look at them very closely, break them down and find the causes. Analyse which factors were in play, and come up with what you could have done differently.
Perhaps the circumstances in your life at that particular moment made you less focussed on your performance, or maybe the business you were working for just wasn’t the right one for you. In any case, it is paramount to identify the reasons that took you to a certain stage in your career in order to understand what to change the next time.
Ask for support
The people around you won’t be able to imagine what you are going through emotionally. Losing a job can be extremely stressful, and can really undermine your self-confidence, which is why you should gravitate around people that make you feel good about yourself, who know you and will support you in finding your next career step. Open up to those that matter and don’t be afraid to make your feelings known: never more than in a moment like this you need to be reminded of how much you are worth.
If your failure at work was dependent on your emotional state, consider counselling to overcome the issues that may have brought you to underperform at work. It is important to give mental wellbeing the same value as to physical health: don’t be ashamed of your weaknesses, they make you who you are, and you might just need some extra tools to deal with them and transform them into strengths!
Plan your next move
Once you’ll have processed the events and thought carefully about what went wrong, you should start planning your next move. Whatever the reason for the termination of your previous employment, it is likely that you will find yourself a bit overwhelmed with the offers available and will find it hard to make sense of the job adverts that crowd the internet. In these cases, you may want to refer to a recruiter, who can help you find something suitable to your experience and to identify what you wish to achieve professionally. Different employers have different requirements, and sometimes a good word from a trusted recruiter can go a long way to help you secure a new position. Your consultant can intercede for you and explain the situation, making sure that a prospective employer doesn’t judge you at face value, but has a full picture of your situation.
Prepare an explanation
For as much as you will want to leave the bad chapter behind, be prepared for prospective employers to ask questions. This should not put you off: as mentioned before, we all make mistakes, but we should not let these define our future. Showing the ability to think critically about what happened can actually turn into a strength that will highlight your resilience to the hiring manager, making him/her more inclined to give you a chance. Highlight what you have learnt and present a plan on how you wish to move forward in your career.
Crisp Recruitment prides itself on seeing the potential in everybody. Perhaps you weren’t right for your last role, perhaps it wasn’t the right time for you to try something out of your comfort zone. Give us a call for a free consultation about the opportunities that may be waiting for you: today is the best day to get back in the game!
It’s not about how many hours you work, it’s about making those hours count. Unfortunately, how productive you are doesn’t only depend on how much self control and concentration you have, but also on external factor which can improve or impede your performance. In a recent article published by Personnel Today, neuroscientist Dr André Vermeulen explains that, in order to maintain cognitive function, our bodies must be in the conditions to maintain their natural internal temperature. In warm weather, the body may struggle to balance its internal temperature, and your capacity to stay concentrated may suffer as a consequence. The heatwave that has recently hit Britain has caught many workers unprepared, with offices that are often unequipped to face the rising temperatures. Here’s a few helpful tips on how to make the most of the hottest days of the year!
You have probably heard it a million times since this heatwave has hit Britain this summer, with signs appearing in tube stations advising travellers to carry a bottle of water with them on the trains. For as obvious as it may seem, many of us still forget to up their water intake during the summer, resulting in tiredness and lack of energy. The increased temperatures result in a greater loss of electrolytes and minerals, therefore drinking more water is essential to maintain cognitive performance. If you tend to forget to drink, try using a bottle of water with marks that remind you how much you should drink and by when, like the one in the picture above.
Take regular breaks
Staying up and walking around is a great habit, not only during summer. Regularly stepping away from your desk helps increase productivity, but it is even more important when the temperatures are high. When you get the chance, walk away from your desk and take a short break, preferably outside. While it may seem counterintuitive to walk outdoors in the heat, a few minutes of sunshine and the occasional breeze that you’ll catch outside will do wonders for your concentration and your mood.
Condense hard work in the mornings
You should aim to complete the most challenging tasks in the morning, when temperatures are cooler. As you are fresh from a good night sleep, and the sun rays haven’t yet turned the office into a greenhouse, you’ll find that you’ll be able to concentrate better, and that you’ll be left with the less demanding tasks in the afternoon, when your productivity is normally lower.
Dress for the weather
Offices have different policies on workwear, and you should check with your superiors what types of clothes are allowed. In general, aim to wear clothes that are both breathable and appropriate to a professional environment.
Choose the right foods
During the summer, it’s normal to lose appetite. Try not to skip meals, as your brain needs the fuel to get through the day. Fruits and vegetables are packed with much needed minerals and vitamins, which increase your energy levels without being heavy on the stomach and resulting in the typical afternoon tiredness. Green smoothies and juices can also do wonders to make you feel energised and ready to tackle the hot afternoon hours.
Fortunately, recruitment doesn’t stop in the face of the weather, so get in touch! We have fantastic opportunities available in Hertfordshire, and we are always looking for fresh faces and new talents to discover. And for those of you lucky enough to be away during this heatwave, happy holidays from the Crisp team!
Should you include a photograph on your CV?
Since I started working in recruitment, this is perhaps one of the questions I have been asked most often by friends looking for advice. I always struggled to give a definitive answer, as I have read contrasting opinions among other recruiters and hiring managers. The truth is that pictures on CVs are a matter of debate, and there are very good reasons both for including and not including a photograph. As there is no right answer, here is the pros and cons of having a headshot on your resume.
Arguments for including a photograph on your CV
We live in a hyper-visual world
A few years ago, especially in Anglophone countries, including a photograph on your CV was simply discouraged. Nowadays, however, we are much more receptive to visual material, explains Rob Ashgar, a contributor of Forbes. More and more articles feature images and even GIFs, which WhatsApp has recently picked up and added to its chat functions.
As we communicate more visually, it follows that the rules might be a bit more relaxed regarding CVs with a photo. Many recruiters in the UK, where including a photograph is still quite uncommon, find that it doesn’t put them off, and that it doesn’t affect their chance of calling a candidate. Indeed, sometimes it can make a CV standout. If you are applying for a role in sales and you choose to include a picture, it should show you dressed smartly and looking confident, which are qualities that are relevant to that type of role. The photo alone definitely won’t get you the job, but it won’t hurt your chances either.
It might help you build your personal brand
This is especially true if you work in the creative field: designers, copywriters and illustrators have more room to express their personality on a resume. Creative professionals can deviate from the standard rules of CV writing, and choose to include a picture. As mentioned above, in a hyper visual world, even newspapers such as the Washington Post feature a picture of the author and a short bio.
However, if you do choose to include a photo on your CV, you must make sure that it is a professional one. Low-resolution webcam photos and selfies on holiday are just a no-no.
It is more common abroad
The Europass CV format includes a space for a photograph. In countries like Germany, France and Italy, where this format is more widely used, employers may expect you to include a picture in your resume, so it’s important for you to do your research about each country’s rules before applying.
Arguments against including a photograph on your CV
It can come across as unprofessional
The traditional answer to the question “should I include a photo on my CV” is an emphatic NO. U.S. based career coach Alison Green, who runs a successful blog on the topic, says that CVs should NEVER include a photograph. Unless you are an actor or a model, professions in which your appearance is important to determine your suitability for a role, Green says that there is no reason to insert a photo on a resume. She maintains that since what you look like has no influence on how well you can do a job, including a photo can make you come across as naïve and unprofessional.
While in the UK it is illegal to favour candidates on the basis of their gender, race, age, sexual orientation and religious beliefs, having a photograph on your CV opens up the possibility for discrimination. Some companies prefer to not know “officially” what you look like and whether you are a member of a protected class, in order to protect themselves from discrimination claims.
That being said, in this digital era, there are countless ways for an employer to find out what you look like. 68% of employers admit researching candidates online before inviting them for an interview, either on LinkedIn or simply on Google.
As much as appearance should not matter, I suggest you ensure that your online presence is spotless, and that you have a professional headshot on your LinkedIn profile, possibly one in which you are smiling: first impressions count!
Photo or no photo? Your call! Gathering information around the web, I could only find very contrasting opinions, even among experience recruiters. Some find that a CV with a picture stands out from the pile, and that while they don’t judge a character from a photo, a smiling face on your front page is definitely not something that will hold you back. Some others cringe when they see one, and are annoyed at the space taken un by the photo, which could have been used to present more of your skills instead.
At Crisp Recruitment, our policy is that a good match will take care of itself… photograph or not. If you have the skills, the character and the experience that we are looking for, we won’t be too fussed about formalities, and will always give you a chance to tell us more about yourself. We want to hear from you!
Have you ever been asked, at a job interview, if you are married? We would like to believe that, in 2018, these things don’t happen anymore. From questions that can result slightly inappropriate, to others are that are outright illegal, as a candidate you should walk into an interview knowing your rights against discrimination.
Far from being a comprehensive list, these are some of the questions that could imply an interviewer’s biases, according to government regulations.
- Are you married / Do you plan to have children?
As mentioned above, we would like to believe that nobody would ask such a question in 2018. Questions about your marital status, your family plans, or children are absolutely off-limits in an interview setting. They are of potentially discriminatory nature and bear no information regarding your ability to do the job. This kind of questions are not only uncomfortable, they are also illegal: employers can’t discriminate on the basis of sexual orientation, your desire to have children or whether you wish to get married (source: Reed.co.uk).
What they could ask instead: “Do you have any personal commitment that could affect your attendance or your ability to do the job?”
- How old are you?
Seemingly a naïve question, asking a candidate’s age is also a red flag, writes the CIPD website, which outlines the code of conduct of HR professionals. There are very few reasons why a hiring manager would need to know your age: unless you need to be over a certain age to operate machines, drive company vehicles or sell certain age-restricted goods, how old you are shouldn’t matter to a prospective employer. Your date of birth is usually asked on equality monitoring forms, which are separate and should not be available to the person selecting candidates.
What they could ask instead: “For how many years have you been working in this sector?”
Or: “Are you over 18?”
- How many times have you been on sick leave at your last job?
As outlined in the Equality Act of 2010, employers should not discuss health-related issues and disabilities at interview stage, unless this is to make particular arrangements to accommodate the candidate (source: Independent.co.uk).
What they could ask instead: “Would you need particular adjustments to be able to perform this task?”
- Where are you from?
While most of the times this is a question that is asked innocently, either out of genuine interest or as an icebreaker, it would be inappropriate for an employer to insistently probe you with questions on your place of birth. It is up to you to read the situation and spot the difference between discrimination and naivety. One instance when an employer has the right to ask about your race and ethnicity is on a separate application form, for monitoring purposes, You may also be asked to provide the relevant documents to prove your right to work in the UK.
What they could ask instead: “Do you have the right to work in the UK?”
- What is your religion/political affiliation?
There is no reason why an employer should ever ask you about your religion. Questions about your affiliation to trade unions, or pressure to join one, are also not acceptable.
What they could ask instead: “Is there any aspect of this job that you could have any conflict of interest with?”
Crisp Recruitment works with trusted clients, who operate in accordance with government regulations and with whom we have a positive and longstanding professional relationship. We specialise in providing a tailored service, that addresses your needs and gives you the peace of mind of knowing that you are in good hands. Give us a non-committal call to hear about the positions we are holding for you!
Job descriptions are vaguer than ever. As recruiters, we try to write them as straightforwardly as possible, and to include all the relevant information for you to know what you are applying for. Sometimes, however, the contract of confidentiality we have with our clients prevents us from being able to disclose certain details of the roles we advertise. The essentials: salary, location and duties, are always listed at the beginning of the advert, and they help you slim down the volume of your search results.
As a candidate, you want to save yourself the hustle of sending hundreds of CVs for roles that aren’t of your interest. Contrarily to how the easy, online application processes make it seem, it is not a numbers game, it is a quality game: replying to too many adverts takes up the time that you could be spending tailoring your application for fewer, targeted vacancies. Here’s a few ideas to consider…
- Key Duties
The first thing you should look for in a job description, is what you will be doing. Just because it has ‘Administrator’ in the job title it doesn’t mean that it will look anything like what you are doing at your current workplace. In large offices, for instance, an administrator has usually a defined and specialised role, whereas in a smaller organisation, the duties often spill into PA, receptionist and order processor.
- What do you enjoy the most about what you are doing at the moment?
- What do you wish you didn’t have to do?
- What would you like to learn, and what responsibilities would you like to have that you don’t currently have?
- What type of things are you the best at doing?
Put your answers together and have them in mind when browsing job boards. Being clear to what your requirements helps you skim through adverts faster, quickly ruling out those that don’t apply. Listed in bullet point form at the beginning of the description, they should be your first concern when choosing what could be your future job. After all, it’s what you will be doing on a daily basis.
I still remember when, while at University, I spent a week perfecting a covering letter to accompany my application for a job within the psychology department. I received a polite email from the supervisor, telling me that he needed someone with previous experience with an fMRI machine, which I didn’t have and didn’t notice I needed in order to qualify. Don’t make my same mistake.
Once established that you’d like the duties of the role you are considering applying for, look the salary offered. Are you prepared to take a small drop in favour of a thorough training and concrete progression prospects? Or is more responsibilities and financial rewards you are after? It all depends on your priorities, but it is definitely something that you want to think through before making a move.
There are many websites that offer a list of the salary averages by profession, level of experience and location. You may want to check the industry standards that apply to your curriculum: what you are earning right now doesn’t mean that you are not worth more.
- Working Hours
I cannot tell you how many times I have called people, talked to them for 45 minutes, loved their attitude, nearly offered the job on behalf of my client (something I wasn’t allowed to do, but that was my level of excitement), and found out that they thought the role was part-time. The candidate’s disappointment always breaks my heart: nobody wants to think that they have found their dream job, that they are smashing their first interview, only to discover that they have wasted their time.
Part-time roles are few and far between and, unless clearly stated, it is very rare that a client would accept to reduce the hours of a full-time role. I would suggest setting up an alert on job boards, which will notify you with an email as soon as a suitable position becomes available.
You are a recruiter. Your client asks you to find someone with at least 5 years of experience as an office manager, who knows how to operate an obscure software that only other 4 companies in the UK use, who can play the violin and speaks Japanese. And, after posting your advert, just like that, you receive an email from a Japanese violinist, who coincidentally worked as an office manager for 7 years, in the company that developed such obscure software. Your recruiter eyes water, as you pick up the phone to call this perfect candidate. You speak to her, and she is amazing. You can already taste the chocolates that your client will send you in admiration of the perfect match you found. Then you start talking about the vacancy and, as you are talking about the free parking on site and the giant swing they have just installed in the atrium, she stops you, and asks you: “Where is the job based again?”. Your heart freezes, as you glance back at the top of her CV: she lives in Singapore.
This is a plea from a recruiter: please, please, look at the location of the vacancies you are applying for. It will save your time, too. A busy violinist office manager doesn’t have 45 minutes to spend with someone that wants to offer her a job on the other side of the globe, and I suspect you don’t have either.
- The Golden Rule
Don’t be afraid to ask! If you are unsure of what a certain job description asks, simply pick up the phone and call the recruiter, or send an enquiry via email. This will not only save you the effort of applying for something that isn’t actually of your interest, but will also make a great impression if you were to decide to apply. Employers look for candidates that are able to take initiative, are determined and know what they are after: asking an intelligent question is a great way to break the ice.
Whether you are actively looking for your next role, or you just want to browse to see what’s there, visit our Candidates section: there are lots of opportunities waiting for the right person!