An insight into recruitment

Many companies are starting to use recruiters to sift CV's for them when they need to fill a number of positions after landing a new contract for example. The reasons for this are very much a result of the current economic climate. There's a huge increase in the number of security operators available for work, and companies are at minimum personnel to cut back on wage overheads. Therefore what you end up with is a huge amount of CV's and not enough time in the business to process them.

The CV sift can be a very time consuming process. If you are using social media to request CV's you have to deal with not only the CV's, but the associated questions with your post, a large amount of ineligible CV's, and sometimes even outright unnecessary abuse. If you are a company requesting CV's direct to your e-mail then you receive a huge amount of CV's, a small amount will suit the role you have advertised but the majority will be chancers trying any method possible to get their CV in front of the right person to gain employment. So companies have started to use recruiters to alleviate the admin burden of sifting CV's.

The recruiter, like operators in the industry, has to keep the client happy. What you'll normally find is the recruiter will post all the information that has been made available from the client. Therefore if information such as pay and rotations aren't displayed in the in the job description, the client most probably hasn't provided them. Coming back to the point of alleviating the admin burden for the client, the last thing the recruiter is going to do is start asking the client questions about pay and rotations for example because if the client had wanted to give them in the first place then they would have done. Therefore as a recruiter if you start asking the client questions you're making more work for them and increasing their admin which goes against the whole reason they are employing you in the first place. So if you see a post from a recruiter without pay and rotations for example then they probably haven't been provided by the client. It will be up to the person applying for the role to confirm the full terms and conditions with the employer should they get an interview.

For recent maritime posts advertised on The Security Advisor site, the client had requested CV's within 72 hours, so as a recruiter you have to bring that deadline forward to give yourself a chance to sift them, missing the deadline from the client is not an option. Therefore when you start receiving CV's they are sorted into two files, eligible and not eligible. The not eligible pile, other than those not meeting the job description, also includes CV's that can't be skim read, those that look too hard to extract information from, those over two pages in length or ones that arrive without cover letters, these are deleted straight away. In addition, CV's that have bad use of English language or poor spelling are also deleted because as a recruiter you wouldn't forward such a poor quality CV to the client as it reflects badly on you. As a recruiter the quicker you hit your quota of CV's that the client has requested the better, so as soon as you reach it they are forwarded to the client. This gives the client chance to look at them and request more if necessary. For all those operators asking bone questions about information that is readily available in the job description or those posting on forums questioning the authenticity of the vacancy, others are sending their CV in which forms part of the first quota. So by the time you've established the information that is clearly in the job description or decided you want to apply for the job you now know it's authentic, it's already too late.

If you send your CV but don't receive a reply don't worry, there are just far too many CV's and questions sent to reply to everyone.

These are The Security Advisor top 5 tips when submitting a CV to a recruiter:

1. Ensure your CV is tailored to the role and the information required from the job description is obvious in the cover letter and easy to extract from the CV which has to be skim readable.

2. The recruiter will be on a deadline so if you meet the criteria and you've tailored your CV to the role then send it immediately.

3. The better quality your CV is, the more chance you have of it being forwarded to the employer as it reflects better on the recruiter.

4. If you meet the criteria but aren't available for interview or don't finish a task until a week after the one the recruiter is advertising for, then you are also not eligible. The more admin you cause the recruiter, the less likely they are to consider your applications in future.

5. Don't be a chancer, your CV is not getting forwarded if you don't meet the criteria. Instead spend all the time you are chancing your CV for positions you are not eligible for on positions that you are eligible for. Use the time to tailor your CV and ensure your cover letter highlights all the information required, it's about quality applications over quantity.

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