Recruitment News and Advice

Articles 

Recession proofing your career  

With the threat of redundancy still high throughout the industry, Michael Hewlett, Senior Practice Manager with MRG, gives some advice on dealing with this unfortunate situation.  

Redundancy can be a brutal experience, one that has been likened to divorce or bereavement. The first few weeks are vital in not only dealing with the varying emotions but also more importantly, in securing your future role.

First few days 

It is important to remain positive and not allow the process to affect your self-esteem or confidence. It is often said that ‘it is the role that has been made redundant, not you’. In 2009, redundancy is viewed as a sign of the times and you are not alone. Indeed many view redundancy as an opportunity to pursue a new career path such as undertaking interim consultancy. 

C.V  

The current market is competitive, with some roles receiving c.150-200 applications. A carefully constructed C.V will make all the difference. Your C.V should be no more than 2-3 pages long and must ‘stand out from the crowd’. As Jim Hood, Director of Facilities and Property at UCL recently commented to me ‘If you can’t grab attention in the first few lines/pages. Two, three and four are unlikely to do any better’.  Opening the C.V with a profile outlining your key strengths and achievements gives you the opportunity to do exactly that.  Discuss innovations and initiatives – do not solely list outputs. 

Networking

The below methods can be utilised alongside the traditional situations vacant: 

·         Speak/email all ex-colleagues/clients/customers and friends

·         Use Linkedin (the business networking site)

·         Place your C.V on internet job boards and sign up for job alerts

·         Attend BIFM CPD networking events 

In a recent Linkedinpoll, 26% of respondents stated that networking was the most effective way of finding a new role. Linkedin is based on the idea of degrees of separation and you will be surprised how large your network of contacts is. Do not be embarrassed to approach ex-colleagues/clients and a quick email outlining your situation will not be viewed as intrusive. The internet has revolutionised job hunting and posting your C.V on a job board can see a noticeable increase in job opportunities.  

If you are attending BIFM events or are considering becoming an interim consultant, then the production of a business/contact card will be useful.  Delegates meet numerous individuals at events and a personal contact card is a good tool for any future correspondence.  Equally asking for other delegates cards and following up with a brief email is beneficial and would not be considered a breach of etiquette. The key to networking is to be discreet and professional; any chance meeting can lead to a new career opportunity. The more events you attend, the more your chances will increase.

Recruitment Consultants 

Recruiters are professional networkers and will have access to roles that will never be advertised on the open market.  However there are a vast number of companies operating within FM and selecting the right recruiter can be a very important decision. The same Linkedin poll confirmed that 36% of respondents used recruitment contacts to find their next role.

·         Review their website (do they cover the level and type of role required?)

·         Discuss client base (do they have access to the markets you desire?)

·         Individual consultant (how long have they operated within FM?)

·         C.V management (can you agree content prior to each application?) 

All these questions can be covered during a personal meeting and any reputable recruiter will want to meet you prior to representation. This is your opportunity to discuss your strengths and background which will aid them in finding the right future role. Jim Hood is a key advocate of meeting recruiters and believes that ‘You will have a better chance of going forward to interview if they know the real you and not just your CV’

The recruitment process can be lengthy with complicated negotiations during the onboarding phase. Key questions to consider are whether the consultant is one with whom ‘you can do business’. Will they represent your best interests and can you communicate with them. 

Case Study – Qualifications 

One professional who extols the benefits of professional qualifications is Samantha Bowman, Senior Facilities Manager at the European HQ of a FTSE 100 company. Having faced redundancy, she benefited from possessing a distinction in the NEBOSH general certificate and believes that qualifications will play an ever increasing part of the recruitment process. Samantha was so passionate about gaining her NEBOSH that she began studying whilst 38 weeks pregnant and took the exam with a bubbly, energetic 3 month old!

She believes that legislation will further develop the concept of the ‘competent person’ within a building. Future facilities managers need to be prepared for this change. In addition to formal qualifications, Samantha also believes that FM’s have to display a holistic approach to facilities management which not only includes ‘living and breathing’ the corporate strategy but also showing how facilities can assist the ‘bottom line’. When she recruits herself, she looks for C.V’s that concentrate on achievements and strategic implementation/methodology.

The BIFM can form the crux of this development with special CPD breakfast seminars and evening events which Samantha would thoroughly recommend as a valuable source of information. She is currently preparing an application for BIFM Fellowship and believes that in an ever increasing competitive marketplace ‘ future FM job seekers must display continued professional development akin to architects/engineers with core qualifications such as NEBOSH becoming a pre-requisite for many roles’ 

This article is appears this month in FM World's Career Supplement in September.

ARE YOU GETTING THE BEST SERVICE FROM YOUR RECRUITMENT AGENCIES:  

Part 1 – CV’s from multiple sources 

In the current market, employers are increasingly likely to receive details of the same Candidate from a number of different Agency suppliers. This can create problems in deciding which Agency should be the one to have been deemed to have introduced the Candidate and hence entitled to a fee when and if the Candidate is placed.

Faced with this problem, many employers decide to operate a “first come first served” policy whereby the Agency that first submits the Candidate is the one used.  

Is this the best policy? I would argue definitely NOT and that there is a better solution to the problem.

In support of the policy, it has to be said that it is very easy to police in that emailed applications generally are date stamped by the host server, and IT recruitment platforms have similar arrangements. There is thus an audit trail which counters any arguments amongst suppliers.

However under this policy, speed and quantity become the drivers for Agencies rather than quality. Agencies that take the time to meet candidates, discuss career aspirations, discuss the employer and the vacancy in depth – will lose out to those Agencies that just hoover up CV’s from the Job Boards and fire them off to the Client via email, without any Candidate contact. It is in fact more likely to happen when there is a PSL in place backed up by an IT platform. 

The downside for employers who use this policy is considerable; they will be “spammed” with Candidates whose suitability may not have been tested, and they will pay placement fees to Agencies who have done little to earn the fee.

Most Candidates detest this practice as they have no control over the distribution of their CV, no input into which jobs they are considered for, and no opportunity to showcase their talents beyond what is in the CV. 

The solution ? 

Do not accept CV’s without an accompanying authorisation from the Candidate clearly stating that the (named) Agency is certified to act on the Candidates behalf for the specified vacancy.

This simple process addition will ensure that Candidates will not come at you from different directions, will have been spoken to about the vacancy and properly briefed about both the vacancy and your company. Less volume but better quality, and better service/value for money from the supply chain.