Wes Bucey
Prophet of Profit
From time to time, folks misread one of my posts here in the job forums and leap to the conclusion I am biased against employment agencies and employment agents. Nothing could be further from the truth! I do, however, have little or no patience with the small percentage who are crooks. I have some tolerance and empathy for ignorant and incompetent agencies and agents and often go out of my way to show them the path to enlightenment. Alas, some are so clueless, they don't even suspect how clueless they are.
Of all the employment agencies and agents currently operating, I suspect far fewer than 50% are both competent and efficient, with the frankness to tell a candidate the blunt truth when a candidate's resume doesn't support his ambition. There are also a large number of agencies which are either competent OR efficient, but just can't seem to put the two characteristics together.
Effectiveness is the easiest statistic to measure - how many jobs do they fill out of the number they list?
One big agency of my acquaintance tries to set itself apart from its competitors with a program designed to evoke attention from employers and candidates alike with this latest variation on creating a ready pool of "go to" candidates to tempt employers with a possible "quick hire." (Remember, most real decision makers at organizations do not like to linger long in analysis paralysis when filling an open position. Anything an agency can do to convince the employer it can produce good quality candidates to fill an opening in rapid time will move it up in rank in the executive's eyes.)
Thus said, here is an outline of the latest scheme.
WARNING: This agency has in the past been connected with "grooming for employment" scams. I have not investigated every aspect to determine its complete legitimacy. If it operates as stated, it would be a great service - if not, a candidate could end up burning some bridges with potential employers.
I have redacted identifying contact info and will NOT act as a middleman in connecting folks to this agency. I have, however, given enough clues in my job forum postings that a determined candidate could easily discover the identity on his own and make his own approach.
Some might balk at the requirement for references. From the agency's point of view, it is putting its reputation on the line each time it proposes a candidate. They want to be sure no skeletons leap out to bite them in the butt. I happen to know this one says it is discreet in dealing with references, but a candidate should always ask HOW the agency will approach a reference and what they will ask and that you have some prior info to give your references about who will call and why a reference should provide references (guard against your references being ambushed and burned out for you for future references.)
I was struck by the phrasing:
which affirms the things I've been saying about looking for positions BEFORE they are listed. Note, however, this is research I counsel candidates should be doing on their own anyway. A candidate should wonder if the commission charged by the agency to an employer might tip an employer away from him and toward a candidate who made his own way there without using intermediaries.
THE DISCUSSION FOR THIS THREAD:
Sad to relate - I had to correct 4 blatant typos in the agency's copy - it diminished my respect for the agency that it did not make more effort to provide error-free text on its web page. There are still grammatical and stylistic discrepancies, but they are not as noticeable as misspellings or use of homonyms (to, too, two) instead of the correct word.
Of all the employment agencies and agents currently operating, I suspect far fewer than 50% are both competent and efficient, with the frankness to tell a candidate the blunt truth when a candidate's resume doesn't support his ambition. There are also a large number of agencies which are either competent OR efficient, but just can't seem to put the two characteristics together.
Effectiveness is the easiest statistic to measure - how many jobs do they fill out of the number they list?
One big agency of my acquaintance tries to set itself apart from its competitors with a program designed to evoke attention from employers and candidates alike with this latest variation on creating a ready pool of "go to" candidates to tempt employers with a possible "quick hire." (Remember, most real decision makers at organizations do not like to linger long in analysis paralysis when filling an open position. Anything an agency can do to convince the employer it can produce good quality candidates to fill an opening in rapid time will move it up in rank in the executive's eyes.)
Thus said, here is an outline of the latest scheme.
WARNING: This agency has in the past been connected with "grooming for employment" scams. I have not investigated every aspect to determine its complete legitimacy. If it operates as stated, it would be a great service - if not, a candidate could end up burning some bridges with potential employers.
I have redacted identifying contact info and will NOT act as a middleman in connecting folks to this agency. I have, however, given enough clues in my job forum postings that a determined candidate could easily discover the identity on his own and make his own approach.
Note this agency continually mentions ALL fees are paid by employers - there are a lot of agencies out there who provide a similar listing, but expect some sort of compensation from a candidate for the "expense" of maintaining such a list.Description TITLE: CEO and President
Salary: 6 figure Base + bonus D. O. Q.
[redacted] is seeking candidates in the Chicagoland area to participate in our "Featured Candidate" program.
There are no fees for becoming a feature candidate. Our placement fees are paid by the employer.
All participating "Feature Candidates" are promoted confidentially until an employer expresses interest in them.
Selected candidates will receive the following benefits:
Benefits:
- "Feature Candidates" will be considered first ahead of all other candidates when applying for jobs in our system
- "Feature Candidates" will be promoted confidentially on our corporate website where employers are invited to express interest and if appropriate, our recruiting team will broker the interview
- "Feature Candidates" will be provided a list of potential employers who are likely to have interest in them and will then be promoted to those employers by our recruiters and if appropriate we will broker the interview
- "Feature Candidates" will be promoted confidentially to any opportunity they find on their own
"Featured Candidate" Responsibilities:
- Provide detailed information regarding why they fit a particular job either in or out of our system
- Aid in the selection of employer targets that may ultimately have interest in their background
- Aid in the investigation of unique opportunities and be available to answer questions generated by our recruiters
- Conduct themselves at all times with decorum and integrity
Requirements
- BSBA Required
- Master's degree preferred
- Employed candidates preferred
- Must not have current interviews pending
- Minimum of 10 years experience in desired industry or field
- A broad range of skill sets marketable in multiple disciplines
- An average of 3 years at each previous employer
- Willing to consider opportunities regardless of industry
- A proven track record of significant achievement
- A minimum of 3 references
- Possess a résumé that accurately reflects both their quality as a candidate and the appropriate level to the position they seek
- Demonstrate proficiency in the interview process that accurately reflects both their quality as a candidate and the appropriate level to the position they seek
THIS IS NOT A JOB HUNTING SERVICE
WE FILL POSITIONS FOR EMPLOYERS, WE DO NOT REPRESENT THE CANDIDATE
There is no guarantee or implication that becoming a featured candidate will result in an employer being interested in your qualifications. [redacted] reserves the right to refuse or withdraw "Featured Candidate" status at any time
ALL OF OUR SEARCHES ARE EMPLOYER PAID THERE IS NO FEE TO BECOME A FEATURED CANDIDATE
Some might balk at the requirement for references. From the agency's point of view, it is putting its reputation on the line each time it proposes a candidate. They want to be sure no skeletons leap out to bite them in the butt. I happen to know this one says it is discreet in dealing with references, but a candidate should always ask HOW the agency will approach a reference and what they will ask and that you have some prior info to give your references about who will call and why a reference should provide references (guard against your references being ambushed and burned out for you for future references.)
I was struck by the phrasing:
- Provide detailed information regarding why they fit a particular job either in our out of our system
- Aid in the selection of employer targets that may ultimately have interest in their background
- Aid in the investigation of unique opportunities and be available to answer questions generated by our recruiters
which affirms the things I've been saying about looking for positions BEFORE they are listed. Note, however, this is research I counsel candidates should be doing on their own anyway. A candidate should wonder if the commission charged by the agency to an employer might tip an employer away from him and toward a candidate who made his own way there without using intermediaries.
THE DISCUSSION FOR THIS THREAD:
- What experiences (good or bad) have you had with agencies recently or in the past?
- What words of wisdom/experience would you pass on to folks currently in the job hunt regarding agencies (in general or particular, but remember to keep the discussion in a civil tone.)
Sad to relate - I had to correct 4 blatant typos in the agency's copy - it diminished my respect for the agency that it did not make more effort to provide error-free text on its web page. There are still grammatical and stylistic discrepancies, but they are not as noticeable as misspellings or use of homonyms (to, too, two) instead of the correct word.