The Questions Job Recruits Should Be Asking Headhunters

Headhunters are hired by employers to locate the best possible candidates available for their job openings. As such, receiving a call from a headhunter can be flattering, but it's important not to let that distract you from the valuable opportunity that initial call can provide. In as much as it's the job of headhunters to find out as much as they can about you, take the time to investigate the position for yourself.

There Is A Lot To Be Gained From Asking Recruiters These Four Simple Questions

Finding the right fit for any job opening is a two-way street. The headhunters need to determine if you meet their client's qualifications, but it's your job to ensure the position they're offering suits your goals and chosen career path. Ensuring that these initial interactions are mutually beneficial by seeking answers to these basic questions can save you, and the recruiters, from wasting time on an opportunity that simply isn't right for one or both of you.

What Led To This Opening?

It may not always be possible, but determining why a position has become available can allow you to glean a great deal of information about the environment at a given business. For example, openings as a result of promotions are always a positive sign of upward mobility and growth. However, if a company has frequent turnover in a particular position it might be worth inquiring as to why the previous employees didn't work out. Headhunters may not always be able to provide this information, or may only be able to give partial answers, but any insight is valuable at these early stages.

Can You Tell Me The Three Or Four Key Qualifications In The Job Description?

Lengthy job descriptions are great for laying out all of the attributes that the ideal candidate should possess, but there are often only a handful of truly deal breaking qualities that an employer is looking for. Try to establish what the true make or break requirements are and whether you meet them. It's likely that headhunters have already made this determination, but getting those cards on the table is a good point to start from and may give you a glimpse into what the company values most in their employees.

What Will The Rest Of The Interview Process Consist Of?

The basis for this question is two-fold. First, it will leave you better prepared for what lies ahead. Will there be additional phone interviews? Who will I meet when I come in for a face-to-face meeting? How long will the entire process take? Will I be given prompt feedback about where I stand? These answers will enable you to have a full understanding about what lies ahead. The second potential advantage is that you may gain a better understanding from headhunters about where you currently are in the interview process, whether there have already been preliminary steps behind the scenes, and even how many other candidates there are.

Is There Any Other Information You Can Provide About The Employer?

Obviously, headhunters have already had some interaction with the company they represent and may therefore be in a position to offer unique insights about the way the business is run, the current environment and the company's plans for the future. While they may not be able to share anything you couldn't find yourself with a quick internet search, you never know what they might bring up. As with each of these questions, it only takes a moment to ask, but the answers may end up making the difference in your choice to peruse the position.

Recruitment Agencies Provide Competent Manpower

An employment agency is a platform that helps corporate sector with their recruitment, staffing and retention process. They normally acts as an intermediary between employer and job seekers. It could be engaged in recruitment of local and foreign candidates to start their jobs from junior level to top-level executives. Singapore is a country that encourage foreigners to work as middle-management and top-management to manual labors. There are a number of small as well as big placement agencies that help Singapore companies justify their recruitment and staffing needs. They deliver people and help clients to make best human resource decisions. Sometimes, the recruitment agencies work wonders by providing highly talented manpower.

To perform its activities, a Singapore recruitment agency requires a license known as Employment Agency License or EAL, and it is mandatory. This license is required by all type of recruitment agencies, and it is governed by MOM, Ministry of Manpower. In other countries, the license may also refereed to as Staffing agency license, Manpower agency license or placement agency license. All individuals and entities that are engaged in the recruitment process in Singapore have to apply and obtain the Employment Agency License. They communicate with the prospective companies and candidates for their job applications. It is the responsibility of these agencies to submit work visas to the concerned authorities on behalf of candidates or employers.

Agencies, which are not continuously involved in placing the right candidates with right employers or do not comply with terms and conditions, are not provided with license. They are also obliged to timely inform their clients and applicants regarding any changes in their operative rules. Outstanding and reliable agencies keep themselves updated abreast of any changes in national or international qualification standards. These standards are their base to judge the suitability of an applicant for a job, regardless of the nationality. Another mark of a reliable agency is its potential to cater the diverse need of nationalities. In recruiting different nationalities, an employment agency should consider them all equal.

They cater the needs of their clients keeping in mind, the requirement and career pathway of all candidates. The consultants of a leading firm are highly skilled and experienced to find best candidates for different employment sectors such as education, hospitality, retail, marketing, engineering, construction, etc. Using Internet to search for reliable and leading placement agencies is a wise decision from the point of both companies and candidates. A list of popular agencies can be obtained through different websites.

Headhunter Is to Be Irresistible

A headhunter is the name of the executive recruiter who usually operates as a third party. The workers or employees work in the company that is called human resources. All the recruiting jobs are the toughest job for the Headhunter. Basically, executive recruiters are paid on commission. It is depend on the placement if you get the placement then you get paid otherwise you don't need to require.

They work without pay until a candidate is hired. They are motivated to continually perfect phrases, strategies and skills. Their improvement is depending on their skills. If they recruit is in faster manner then their reward is also big. In short, you can say that the reward is based on the recruitment.

It doesn't mean that the quality doesn't come with the quantity. The Headhunter maintains quantity as well as quality. Controlling the placement process is the art and it starts with the memorizing the steps both the candidate and the employer go through before closing the treaty.

Headhunters are expected to make ensure that placement is made without any designated authority. They always lead without the pushing the individual around. How do recruiters begin belief and reliability? It is not by audacity highlights on their resume. Headhunters remove the obstacles and dive in to the conversation by putting the question very intelligently.

They don't believe on waste of time. They don't have extra time for the other work. The best recruiters always focus on their meeting the recruitments of the candidates and the employer. When those requirements are met, offers are unlimited and accepted.

It looks like a sales people on a mission. Candidate is expected a great deal of us and in return we also have the expectations. Headhunters have the lavishness of choosing their consumers and candidates.
Headhunters speak with authority. Talk leisurely and articulate clearly. Hiring the right employee for the right job is very important for the smooth working of your company. In this world, where time is very precious you would get better results by hiring a headhunter to recruit the possible employees to your company.

Modern Executive Recruiters Face Challenges

Once upon a time, head hunters were no more than common cannibals. Some people still view them that way, but executive recruiters are a vital link in a chain that keeps major enterprises functioning well.

The top positions at any organization dictate the fortunes of the company, the shareholders and the employees ... and often the communities in which they are located. A good executive head hunter can ensure that new company executives have the skills required for the position and the challenges ahead. He can also ensure that the right executive is chosen, one whose style will flourish in the specific environment of that company.

However, modern executive recruiters face challenges to be effective. I caught up with Esther Barzel, co-owner of the Directory of Executive Recruiters and Construction Head Hunters Site.

Q: What are the main challenges of executive head hunters in today's business climate?

A: To start with, the geographic net has become much wider. A head hunter in , say, New York City or Toronto, can no longer rely on finding the right candidate right in town. In fact, the ideal candidate might be just minutes away by Internet, but he might be located in another country or even on another continent. We are looking at a new breed of executive recruiter.

Executive Recruiter in the Internet Age

Q: The Internet should make his job easier, right?

A: Yes...and no. He has to post requirements in more places and sift through more potential candidates to find the jewel he seeks. So his workload has actually increased.

Q: Plus, I presume, he still faces the challenges of yesteryear?

A: That's right. He still has to make contact with potential candidates, conduct preliminary interviews, set up meetings with the company, attend to minute details, brief the interviewer, etc.

Q: What about follow-up?

A: Yes, there is, of course, follow-up required after every interview, both with the client and with the prospect. It's a busy job.

Does the Internet Make Life Easier Or Harder For Head Hunters

Q: So how does the Internet make life easier for an executive recruiter?

A: Now you have online communities and bulletin boards, such as Monster.com, where you can place ads for positions. This makes it somewhat easier to cast one's net. Directories like ours help head hunters attract clients, so they can spend more recruiting and less time on business development.

Q: Don't online bulletin boards and directories just mean the head hunter has to spend more time in more places?

A: Yes and no. Online resources are more easily searched than, say, paper. Our recruiter directory gives employers the chance to search by geography or by vocation, or by the type of position. This means they can find a recruiter that specializes in pharmaceutical sales, or who specializes in accounting, or whatever field. The head hunter spends less time answering questions from people who will never be their clients.

Q: And I assume it works both ways?

A: Yes, the recruiter gets resumes from only those people who are likely candidates for the types of positions he works on. The pharmaceutical recruiter, for example will not get a resume from someone whose background is in aeronautical engineering.

Q: Wow, that's a mouthful. I don't know if I could even repeat that.

A: Many executive recruiters could not repeat it, either. So the Internet is making it easier for them to receive resumes targeted to their field of expertise, saving them time...not to mention overexertion of their tongues.

On that humorous note, we thank Esther for taking the time to explain how the Internet is making life both more complex and easier for executive recruiters and head hunters.

Tips For Getting the Best Construction Executive Jobs

Being an executive in a company is a matter of great responsibility. As an executive, you could be given any of the profiles that are instrumental in the day to day working and progress in the company. An executive job will basically mean that you will be at a desk and you will not have much of physical strain, unless you are a sales executive.

A sales executive is different from other executives simply because they may have to move about a bit to meet clients and such. Therefore, barring the sales executive, most other executives have desk jobs and a profile that comprises of them executing whatever decisions have been taken by the management. Here are some tips to keep in mind while looking for an executive job.

Be Professional

If you are looking for an executive job in any company, one of the most important traits that you should

possess and present is a maturity and professionalism that counts amongst the best in the business. An executive looks after the day to day working of the company is more often than not the face of the company. Therefore, a lot of responsibility lies on the shoulders of the executive.

Look for the Niche

Executive jobs are available in several niche professions. If you are interested in a particular profession, you would do well to search for such jobs in the said professions. Remember, get a job that you like doing and you will never be working another day.

Make a Genuine, Attractive CV

Your resume is the only document that can go to places where you cannot, so that you reach the place where you really want to. Your resume is the single document which presents your capabilities, ambitions, qualifications and earnestness to the job and is the first impression that the interviewer will have about you. Therefore, make it a point to make the resume professional and concise.

Communication Skills

Whether you are looking for an executive job, a managerial job or even a blue collar job, it is very necessary for you to have communication skills, communication skills are quite important for you to succeed in today's world. You should have decency and communication skills that actually has a good impression on the person whom you are about to meet.

These are just some of the aspects that you should keep in mind while looking out for an executive job. The best place to look for executive jobs is the Internet. The Internet has several job portals that inform the people about various kinds of jobs that are available in different companies. With the help of the Internet, you can look through a variety of jobs within a short time, which will give you an opportunity to better understand your options and help you decide which option you would like to take in.

Also, if you are looking for construction executive jobs, Please visit here.

Interviewing Within the Construction and Building Industry

Interviewing within the construction and building industry to find construction jobs is sometimes a bit unique from other industries. This is an industry where decisions are often made on the spot, and seeking construction jobs means being prepared to settle on an offer during your first meeting.

The best advice when on a construction trade job interview is that this event may be the most important career advancement step that you will ever take. You may think it's possible to sail up the ranks of a company culture while being recognized for your ability and competence or never have to sell yourself or endure the rigors of a construction jobs interview. However, in today's competitive workplace, it is almost impossible to advance your construction career (even within your own firm) without learning how to interview effectively. With every step up the corporate ladder, there are job evaluations and construction interviews (formal or otherwise) which determine who moves up and whom stays put.

The purpose of the construction interview is to win a construction job offer that you can accept. Job interviewing for any other reason isn't worth the risk of exposure if you are currently employed. It isn't worth the possibility of damaging your reputation if you are being perceived as using a good-faith, external offer in order to advance your construction career internally - or using it to gain information about external pay. If you are simply interested in learning about other firms and other job opportunities, there are safer and better ways to do this. You can discuss your concerns and test interview with construction recruiters or construction headhunters. If you decide to submit your construction resume for an interview, then you should decide to win at the construction interview and get an acceptable construction job offer.

As with most victories, winning at an interview means that you must be willing too work at preparation. You will need to develop skills and learn how to perform under a variety of circumstances - with a variety of personalities.

Don't sell yourself short by going into a construction position or building trades job interview trying to learn about the construction vacancy. You should already have done your research before the meeting and go into the interview with the single goal of lading a construction jobs offer. Remember the purpose of submitting a construction resume is to obtain a job interview. The purpose of a job interview is to get an offer. Going on an interview with less of a goal may compromise your option to obtain an offer in the future.

Construction executive recruiters search firm exclusively dedicated to recruiting corporate board members and senior executives for the construction industry. As a construction recruiter, we find Board Directors, Chairman, Presidents, CEOs, COOs, CFOs and the senior officers who report to them. In addition, we find outside corporate directors and contract executives for consulting or interim assignments. Focusing on construction jobs, a niche within the specialty of construction, allows us to exclusively spend our time cultivating relationships with executives at the summit of the industry. Our focus delivers faster results that more wide-ranging firms simply cannot duplicate.

Construction Jobs Interview - 6 Top Methods to Get One

Today's job hunter faces great challenges when seeking employment within the construction industry. The market in A/E/C (construction, architecture and engineering) for hiring has been very slow, and at some points have reached over 20% unemployment, making this industry one of the most difficult markets to work in. However, the good news is, even in the toughest markets, there are still 80% of the people within this industry are employed. There are many ways to obtain a construction job interview, but some are more effective than others. Job interviewing is obtained from a variety of sources, many of which are offline but many are now online. When job hunting in the A/E/C industry. Job candidates need to stay focused on their network of contacts within the industry, and on niche resources advertising construction jobs.

Below are the top 6 ways to obtain a construction job interview. Job seekers should focus on utilizing all methods simultaneously in today's tough employment environment.

1. Private Or Unadvertised Construction Job Openings

About three out of four construction management hires, including those handled by construction search firms, take place through private or unadvertised construction job openings (openings unknown to the public). These construction jobs are the most confidential and difficult to find, but have the greatest potential for job flexibility and obtaining an exceptional construction salary and compensation.

Private openings are often rarely managed with more than a few candidate interviews before a hire takes place. You need to be one of those.

Even when there are no current construction job opportunities available, an employer can often create a construction job opening when the right candidate comes along, even in the worst of times. Some employers will want to upgrade their weak links during a down turn, while others want to expand and capture market share while their competition is holding back.

You need "to come along" before the construction job opening becomes public. That's where networking comes in. A recommendation from an influential referral fosters immediate trust and respect from a potential employer, and can provide you treatment as a choice candidate.

2. Private Networking

In your Rolodex or contact manager, research your list of key contacts. Also look through your industry's association membership directory, and call every one you know who has a job in your field that might be willing to help you with job leads. In many cases, your close friends and business associates will be the best sources for job leads and referrals. They are also most likely to respect your confidentiality and offer their genuine help. In addition, they may even be able to refer you to a construction recruiter or other construction employment resources.

They might also be good references and sources for ideas as to what is going on in your market, who is hiring and what firms are doing well.

3. Direct Solicitation

Another good way to obtain a construction job interview is to directly solicit construction employers of choice. Research the industry and identify six to ten primary targets for your search.

Within these target firms, identify the direct construction hiring authority (immediate construction manager of the construction position you seek) and contact him/her directly. Try to obtain a personal meeting by stating your construction employment interest. You can email them, fax them, send them a letter in the postal mail or call them. Contacting subcontractors or suppliers to see who can give you an introduction is also a good idea.

Another approach is to find out where the supervisor frequents such as a industry trade association, or other facility that would foster a chance meeting. Of course, the least effective and most risky means to contact the supervisor is through the mail. However, if you intend to send something through the mail, use express mail in order to get the proper attention. A direct solicitation risks exposure and may not be the best approach if you are concerned with confidentiality. Even if you ask the employer to respect your privacy, you are still vulnerable, unless you are unemployed and are not concerned with who might intercept your letter.

4. Construction Recruiters

For private or public openings, construction executive recruiters and construction headhunters are experts in penetrating their specialized industry and locating reputable construction companies with attractive opportunities. Construction recruiters can introduce you to well-tailored construction job opportunities with little or no effort on your part. They will keep it confidential. To locate a construction recruiter in your specialty, try to get a referral from a colleague, a local construction trades association, or your competitor's Human Resources department.

Be sure to find a construction executive recruiter who highly recommended for his or her professionalism, performance, and ethics. From the start, emphasize to your construction recruiter that your name and credentials must remain anonymous to potential employers unless you authorize release. Ask construction recruiters to contact you only at home, or in your private office, and only with construction opportunities that fit your construction career plan. Good executive recruiters can work within these requirements and may even arrange construction interviews without submitting your construction resume.

Like any brokers, construction recruiters work hardest for candidates who can help them close a sale. Such candidates have a marketable background, are clear on what they want, and are likely to accept a fair offer (usually a 10 to 15% salary increase). Unwillingness to job move immediately, or an unwillingness to accept a fair offer, will discourage recruiters from working with you.

Remember that construction recruiters work for client construction companies, so you may need to wait for the right opportunity. Make sure you get to know two or three pros, and stick with them.

5. Construction Classified or Help Wanted Ads

Advertised construction openings are generally the least effective way to obtain a construction job interview. For employers, using ads is inefficient, expensive and time-consuming usually a last resort. So when you come to an employer's attention by this route, you are associated with an unpleasant process and with a horde of candidates that the construction company must wade through.

Sending a construction resume is simply not effective. A recent survey from The Department of Labor reported that only 5 out of 100 American jobholders obtained their positions through newspaper want ads. Other surveys indicate that the figure is closer to 2 out of 100. Most resume readers take less than 5 seconds per resume to decide if the construction resume gets looked over or pushed to the rejection pile.

Responding to ads also risks your reputation and confidentiality. Your construction resume may fall into the hands of junior-level administrators, or it gets entered into corporate data banks (perused by anyone who has access to the Human Resources files). This scenario is unlikely to lead to an appropriate offer.

If you do elect to market yourself through advertised openings, check out each construction job opportunity via your network before contacting the company. Try to find out why the construction job opening was not filled privately, how long the search has gone on, and what problems have affected the firm and the incumbent who held the construction position.

In pursuing an advertised opening, you can improve your chances by writing an effective cover letter and by responding to the construction job ad within the first four days. Try to send a construction resume only after speaking to the construction hiring authority and concluding that both parties believe you are the "right" candidate. Interview only with an authority able to offer you a construction job. Bypassing those who have been assigned the rudimentary task of advertising and screening for the construction position (usually the Human Resources Department, office managers, assistants, or secretaries) greatly improves your odds of getting a construction interview. Good sources for advertised construction positions are building trades journals and construction magazines, local construction newspapers, and the online job boards and blogs.

6. Internet Construction Classified Ads

Internet construction ads are generally no more effective than printed ads when it comes to getting a construction interview. However, they usually are more abundant, easier to find, and easier to solicit. In order to increase the odds of success, focus your search by locating construction job databases that specialize in your specific industry such as online blogs, employer directories and job boards like ConstructionExecutive (dotcom) an TradeJobsOnline (dotcom).