by Josh Seaman | Dec 10, 2021 | Employment Agencies, Recruitment Agencies
Most HR managers today can only supply the fundamentals. The fear of a lawsuit invalidates subjective or litigious work. Employment verification frequently reveals merely the candidate’s start and finish dates, along with the position held. Most applicants lack the information needed to make a good hiring decision. The HR Manager may sometimes state the candidate was “in outstanding standing”.
Upon writing this blog, there was a radio broadcast in which the host’s commenter reaffirmed this idea. The commenter warned human resources professionals that giving a favourable reference might be as harmful as offering a bad one. According to him, uniformity in job verifications is critical. He advised that simply the start date, end date, and job occupied be included in the report.
Is this basic information sufficient to make an educated decision on a potential employee? Sometimes. If it’s a straightforward task that doesn’t need any specialized training, then sure. In this case, all that matters is whether the applicant worked at the former job. Whether or if an IT candidate’s past employment as a pizza delivery guy can cast any natural light on the applicant’s talent is a matter of discussion for the company.
More and more companies are resorting to reference checks to learn more about their job seekers and their unique talents since conventional employment verification provides so little information. While reference checks have their advantages and disadvantages, they are a good idea in many recruiting settings.
Reference Verification
Reference checks are the most acceptable way to assess a job candidate’s abilities. Employers may use references to assess a job candidate’s IT abilities and familiarity with general and industry-specific programs. Recruiters may also like to learn more about the applicant’s graphic and web design skills.
Additionally, during reference checks, recruiters may elicit extra information from past employers. Inquiring about the applicant’s management style is possible. A candidate’s interpersonal abilities must be evaluated by the employer. Additionally, they may also inquire about the candidate’s ability to function successfully on their own or as part of a group. It’s important to know whether the applicant is reliable. How often does the applicant fail to show up for work? In what ways might the candidate do better?
An applicant wouldn’t offer a recruiter recommendation who would intentionally wreck their ship. Sometimes a reference isn’t as positive as the applicant would want. However, the reference wants to be a decent person, they may also wish to be honest. There are various causes. They may desire to warn you. Personal concerns do arise. They don’t always cover their butts.
The following are some questions you may desire to ask while performing reference checks.
Date:
Candidate name:
Reference name:
Reference Title/Company:
The company where they worked together:
Relation to Candidate:
Reference Phone:
Confirm Candidate’s Title and Dates of Employment:
1) Did the candidate report directly to you?
If not, what was your working relationship?
2) What were this person’s main responsibilities?
3) a. What are this person’s strengths?
b. What are some areas in which this person can improve?
4) How does this person work with others?
5) In what ways does he/she respond to stressful (high pressure) situations?
6) Did he/she ever have a problem with tardiness or absenteeism?
7) What advice would you give his/her future manager in working with, and motivating this person?
8) Would you rehire this person? If not, why?
9) On a scale of 1 to 10 (10 being best), how would you rate this person’s overall performance?
10) Do you have any additional comments that you feel would be helpful?
Additional things to keep in mind while doing reference checks
Depending on the company’s needs, you should choose reference questions that are most relevant to the subject. Use the same format for these questions. Otherwise, the researcher might go insane. Then there’s the issue of equity and the effect it has on labour laws. Keep your balance. Using reference checks as a pre-employment screening technique is a great idea. Background checks may be useful if done appropriately.
Make sure that any contact information given by the job seeker about the reference is genuine. In connection, find a way to verify that the reference is not really the candidate’s cousin Larry pretending to be the former CEO of Nonexistent Enterprises, ready to give them a fantastic review. No, it is unbelievable. Rethink! Recruiters can then compare the candidate’s dishonesty with their boldness and originality. Honestly, it is not an exaggeration!
by Josh Seaman | Dec 6, 2021 | Employment Agencies, Gigital, Recruitment Agencies
Numerous competent and accomplished graphic designers have their resumes stored in the circular file bin, often known as the trash can or recycling bin. Do you know what’s going on with these well-trained and worthy graphic designers? Some beginner graphic designers make tiny, avoidable mistakes in their resumes. And this is why employers reject their applications.
Common errors in graphic design resumes
Among the most common mistakes individuals make when applying for their first job as a graphic designer is to show off the design skills in their resume rather than just describing them. Resumes for graphic designers should be clean and concise. There is no place for fancy fonts, graphics, or page borders on a Curriculum vitae for a graphic design position. Although they will capture the attention of recruiters, these graphic design resumes will be laughed at and discarded.
Before submitting a resume to potential companies, many individuals commit the second most frequent mistake. They fail to review their documents. Hiring managers believe that graphic designers lack attention to detail if their resumes contain errors or one noticeable typo. Regardless of how talented the designer is, the employer will still discard the application.
The third most common mistake affects the creation of a graphic design resume. Failing to present one’s talents, skills, and qualities appropriately. The designers’ work history should contain dates, job titles and the names of their supervisors, and the locations of the companies where they worked. Moreover, if the applicant works as an intern or employee at a graphic design business, they should reflect it in their resume.
Other reasons for discarding a graphic design resume
It is not only the lack of experience that causes a graphic designer’s resume to get discarded. It is also not advisable to include non-graphic design-related hobbies, skills, and affiliations.
Candidates having a college background, membership in professional groups, or other credentials in graphic design should include these on their resumes. Keep in mind that the applicant’s educational background is a great way to show their abilities and qualities. Recruiters will reject graphic design resumes that lack this information in favor of more qualified candidates.
If the job seeker has not finished their college education yet, they have considerable talents or achievements connected to graphic design while in high school, they should not put their high school education on their resumes for graphic design.
Applicants’ graphic design resumes should not include any false, fraudulent, or overstated data. This unethical behaviour might also result in the loss of jobs acquired by providing false or overstated graphic design resumes.
by Josh Seaman | Dec 3, 2021 | Employment Agencies, Recruitment Agencies, Sales & Account Management
After a student’s accounting education, it is time to look for an accounting position. For many young people, finding a job is a significant concern at this stage in life. In light of the lack of employment options, they find it challenging. The good news is that if an applicant knows where to search, finding a job is not that complicated.
When seeking work, use all available resources, such as a headhunter or an employment agency, local newspapers, and, of course, the internet.
Three valuable resources of job opportunities in accounting
Begin by logging on to the web. So if an applicant is looking for a career in accounting, they may look for it online. A location filter is available on the majority of these sites. After that, all they have to do is type in “accounting” as a search term. Accounting-specific employment boards are found online if someone does research. These websites may help an applicant find a career in accounting that fits their needs. If they can get a job online, there is no reason to search for one elsewhere. ‘
Second, if applicants’ web search for accounting jobs fails, they must check out the local newspapers. In most cases, local businesses looking to hire accounting graduates prefer to advertise in the local newspaper rather than on the internet. Local newspapers may also be a source of employment.
Job seekers must try looking through the classified advertisements. Accounting jobs may be found under the section titled “Accounting Jobs.” They have to check the classified ads for employment vacancies and note their location and any specific criteria. All pertinent contact information must be recorded. As a reminder, unless otherwise noted, applicants will be applying directly to the employer and not through an employment agency.
Headhunters and job agencies are the third alternative. Get aid in finding a job from an employment agency. When it comes to charging for their services, some organizations demand a charge while others do not. Clients pay these firms to do interviews, so the applicant has a good chance of landing a job, especially if they are qualified. A good employment agency is essential.
Points to keep in mind when looking for an accounting position
The only thing left to do is to put in the time and effort to hunt for particular work chances now that a job seeker is familiar with these three excellent sources of job prospects. It is possible to get the accounting career the applicants always wanted with a bit of patience, hard work, and devotion.
Hoping all job seekers the best of success in their search for a position in accounting. The best way to get an application recognized is to put up a well-written resume. There are, of course, several institutions and universities that produce accountants each year. Finding a job requires having a high level of competitiveness. Nothing will happen if someone does not do anything. The sooner a person act, the better.
by Josh Seaman | Nov 30, 2021 | Employment Agencies, Recruitment Agencies
With the constant and continuous rapid growth of The Internet, finding work opportunities has never been easier than it is right now. Candidates for employment who use the Internet may simply pick work opportunities of their choice in the area of their preference.
When job seekers click the computer mouse, they can access a vast list of job opportunities that are literally at their fingertips. Years ago, the only way for job hopefuls to find opportunities was to peruse classified ads in their local newspaper. Job seekers who want to apply outside their state should have access to the classified ads of the state of their choice.
The advantages of Internet-based employment opportunities
Subscription accounts for job seekers are one of the best aspects of online job searching. The cost-free membership accounts offered by these recruitment agencies have helped millions of people find their dream jobs. Additionally, an account in the job portal enables candidates to input their details, contact information, education and learning background, and previous work history directly into the website’s database.
Compare this with how things were done a few years or even a few decades ago. To acquire a job, applicants had to create a complete cover letter separately. They also need to print out their curriculum vitae and submit it through a job post. Doing all this stuff is not a challenging task to do. It limits the job applicant’s alternatives and slows down the application process, regardless of whether it reaches the company. During that era, the postal service did not have such a brilliant document.
There is no doubt that searching for work online is not just cost-free. It saves time. It does not matter whether an employer is at work or not! The employment website is available to all job-seeker members around the clock, seven days a week.
by Josh Seaman | Nov 26, 2021 | Employment Agencies, Recruitment Agencies
We despise the idea of someone hurting themselves or others. However, the truth is that we live in a nation with one of the highest rates of financial fraud, such as corruption, fraud, and theft, among others. However, this is just the start.
In today’s employment world, a business must deal with employee theft, incompetent recruitment, sexual assault, and workers’ compensation fraud, to name a few issues.
For example, Australian mining giant BHP has fired or banned nearly 50 employees over reports of sexual harassment in the workplace.
Is it any surprise that pre-employment screening has become a requirement? Employers want to avoid employing criminals. They also want to hire the best-qualified individual for the position. A trustworthy agency may gather information about applicants through a thorough background check. Agencies may use their established screening procedure to figure out facts about the applicants.
Essential Points to Consider When Choosing an Employment Screening Firm
When picking an employment screening company, seek one that has been in business for a long time and has a track record that several customer references can prove. Professional registrations in associations like ASIS, SHRM, PIHRA, NPRRA, and NAPBS, to mention a few, should also be considered.
Companies should be well-versed in the law; if not, the screener should be in the background screening process rules. It helps if the firm that the employers hire has a thorough understanding of “negligent hiring.” Much as an Expert Witness would. It will be the expert witness who uncovers the flaws in any hiring process that allowed the negligently recruited employee to come on board in the first place!
Does the prospective screener have knowledge and understanding of current HR Management systems? How about corporate Due Diligence programs or Factual Employment Screening programs that train people to find fraudulent applications and false identities?
In other words, can the company’s partner assist them in avoiding unnecessary lawsuits? Companies are putting their firm in danger unless they or someone in the organization is an expert in employment law.
The Importance of Proper Documentation
Let us imagine a company presently employs an employment screener that does not need them to submit each application with a signed release. It seems to be just ordinary. The fact is that these organizations have the company waive their obligation to them in order for them to save the time and effort needed in this crucial step.
In times of audit, companies must provide a signed application. They are held accountable if they do not have one on file. A reputable employment screener signs off on these audits, and companies will never know when they happen. A typical lawsuit of this kind might cost the business thousands of dollars. Is there any compelling reason to accept such a risk?
In the upcoming issue, we will debunk numerous popular background check fallacies and provide employers with the facts, like what they need, such as a complete applicant identification procedure, financial and driving histories, and hand-researched criminal court records. We will also teach employers how to utilize this data to make the most informed recruiting choices possible.
by Josh Seaman | Nov 23, 2021 | Employment Agencies, Recruitment Agencies
A Curriculum Vitae is a one or two-page document outlining an applicant’s career goals, professional accomplishments, and educational history. While job seekers can format their Curriculum vitae in various ways, there are two primary resume styles: sequential and practical.
What is a Chronological Curriculum Vitae?
As the name indicates, a chronological resume presents an applicant’s experience and education in chronological sequence, beginning with the most recent positions or accomplishments. The listing sequence begins with the applicant’s present job. This resume is also known as a reverse chronological resume. Employers will want to know what employment the job seeker now has to analyze better the applicant’s credentials for the career of their choice. Hence this sort of resume is preferable. The same is right of the applicant’s academics. A prospective employer would want to hear about the job seeker’s most recent academic accomplishment.
In addition, including the applicant’s experience and education in reverse chronological order demonstrates their overall career progression to their future employer. It also displays any gaps in the applicant’s career and helps identify the amount of time spent at each company (in case of gaps, the applicant must make sure to address them in the cover letter so as not to lead the employer to believe that the applicant is omitting information on purpose).
In a chronological resume, the applicant should include their present position and two to four past jobs. If the applicant’s work history is extensive or has had roles relevant to their current career goal in the past, they may emphasize these qualities in their professional profile or cover letter. The most frequent kind of resume is the chronological resume, appropriate for anybody with some professional experience.
What is a Functional Curriculum Vitae?
Functional resumes place a greater emphasis on an applicant’s skills rather than their work history. This resume format emphasizes their abilities rather than where or when they learned or used them. In other words, perhaps stating the applicant’s job titles, their curriculum vitae will include sections named after their competencies, such as oral and written communication, customer service, project management, and so on.
This resume format is ideal for college students looking for internships or their first job after graduation and people with no professional experience, those who have not worked in a while, or career changers. While prospective employers would appreciate a summary of the job seeker’s competencies, if the applicant has any professional experience, they should consider utilizing a chronological or combination resume instead of a functional curriculum vitae.
Even though not often mentioned, a combined curriculum vitae has become a popular style in recent years. It is a blend of chronological and functional resume styles, as the name indicates. This blended format enables professionals to showcase qualifications that are important for the position they want while still providing their work and educational experience in reverse chronological order. Please take note that while utilizing a combination resume, any applicant must not attempt to accomplish too much by getting carried away with the kind and volume of parts they include. Even in a combination structure, limiting the content to what is relevant to the job is preferable.
Each style follows the same set of guidelines. Do not write more than two pages. To secure the interview and finally the job, an applicant should personalize their Curriculum vitae in line with their professional goal and give their best.
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