New recruitment research gives insight to jobseekers from a hiring manager's perspective

11 January 2012

Nicoll Curtin Recruitment has conducted an independent study designed to understand the current; perceptions, experiences and expectations within recruitment from both a hiring manager and a jobseeker perspective.

70% of the sample has never worked with Nicoll Curtin - therefore the research should form a general view of the industry.

Lawrence Hargreaves, Managing Director, Nicoll Curtin said:- “The research demonstrates that candidates are falling short of getting a job on simple things such as poor communication or failing to recognise the importance of technical skills and qualifications. The best advice is to build a relationship with a good recruitment agency that can; highlight the relevant aspects of your CV for the role, prepare you thoroughly and coach you for your interview to communicate effectively. Good recruitment consultants can offer candidates exceptional opportunities which can enhance careers and lead to increased earning potential. What is fundamentally critical to the success of using an agency is building a two way dialogue and challenging your agency - advice that applies to both candidates and employers."

• Surprisingly only 17% of jobseekers consistently tailor their CV to a role – despite 68% realising that tailoring it increases the change of getting a role.
• Better communications skills will help jobseekers get a job 62% of Hiring Managers say poor communication was a common reason for not hiring a candidate.
• Technical skills & qualifications are more important for getting a job than jobseekers think - Hiring Managers rate this as the most important factor 36% when recruiting – whereas jobseekers rated it at only 22%. A good reason to encourage professional development.
• Jobseekers thought the most important factor for getting a job was that ‘candidate is performing similar as previously’ 62%. Whereas Hiring Managers rated it less important 55%.
• Hiring Managers considered length of employment and few gaps between roles to be unimportant when selecting a candidate 0%, this is encouraging for those that may have been out of work or is worried about career gaps.
• 85% of hiring managers expect jobseekers to have industry knowledge, critical if jobseekers are new or unfamiliar with the industry. Only 18% expect knowledge on the financial performance of the company.
• It seems most recruitment consultants are good at supplying information on the job specification to jobseekers, 76% but not on interview practice or coaching 2%.

Short guide to using an agency

1. Where to start
Quality and accreditation: REC - Code of Professional Practice / APSCO. Awards and accreditations. Recommendations and referrals.

2. Choose an agency 
Master of the trade: Specialist is better than generalist. Knowledgeable and decent number of roles on their website. Clients they recruit for.

3. Grab their attention
Send a great CV and email bulleting key skills and achievements.Use keywords that are succinct and make a follow up call.

4. Qualify your agency / consultant
Ensure the consultant has a full understanding of the role you want? How many roles do they currently recruit for? Clients? Knowledge of industry? Will they tailor your CV?

5. Consult with your agency - regularly
Build a relationship and stay at the forefront of their mind. Establish how and when you will receive feedback. Ask them to be frank with feedback AND give them feedback after interview.

If you are not happy walk away. There are plenty of agencies around, deal with one you believe in.