WHAT HAPPENS WHEN ...?

What happens to your C.V. when you send it off to an agency? What is the process?
(Graham Jenkins, Trinity Group)

The details from your resume will be entered on the agency database and passed to the appropriate consultant for their review. The volume of C.V.'s can be too large for an agency to acknowledge the receipt of every single one so don't be concerned if you do not receive a response immediately. If your background is appropriate for a particular position, a consultant will invite you in for an interview. Following the interview, so long as you are interested, you may be shortlisted for the position and the details of your career will be passed to the client. Some agencies will expect to check your references before referring your details to their client. If you are not successful in your application, you should expect to receive a letter, email message or a telephone call to say so.

What happens to your C.V. if you do not get the job? Where does it go?
(Graham Jenkins, Trinity Group)

If your background is not suitable, your resume will remain in the confidential files in anticipation of a suitable position being identified for you. Under the RCSA's Code of Professional Conduct members will treat your CV as confidential information and obtain your permission before releasing it to a client. Your resume will most probably then be stored on the agency's database for future reference. Many positions are filled by a consultant referring to resumes already on the database rather than simply through advertising. Many of these databases are electronic which facilitates an automatic searching of skills by the computer. For that reason it is helpful if you clearly spell out, for example the software with which you are familiar.

What is the normal process for short listing applicants for a position?
(Malcolm Jackman, CEO, Manpower Services Australia Pty Ltd)

The foundation of all Manpower operations lies in our Predictable Performance System (PPS) - the quality system to which we work in compliance with our ISO 9002 certification. Through the application of PPS we guarantee our candidates and clients the right person for the right job, at the right price, first time every time.

In shortlisting applicants, our agents first review the needs of the prospective employer (our client) to discover what the essential and desirable requirements.

We then examine MERCURY (our nation-wide database of candidates to which all branches are linked through the WAN) to locate candidates we have registered who meet the specified requirements. We will review candidate skills as tested through our wide range of proprietary Skillware assessments (able to test for skill levels in areas from office to industrial work) or through Techcheck (IT assessments) as relevant to the job spec. This system accurately predicts the ability of candidates to perform specific job-related tasks.

Personality and what the candidate is looking for will also be reviewed, to make sure we supply candidates who are going to be happy in the client company culture - ensuring satisfaction on both candidate and client fronts! Finally, we look for candidates availability for the period required by the client (especially relevant to temporary assignments).

All of these details are revealed through our candidate interviewing process - see Question 2, below.

If we are unable to locate candidates within MERCURY for specific job orders, we will advertise externally to find them, following the application stages outlined below.

Question 2 - What are the major stages that you have to go through when applying for a position through an agency?
(Malcolm Jackman, CEO, Manpower Services Australia Pty Ltd)

Manpower will guide candidates through our interview process in accordance with our Predictable Performance System (PPS), ensuring a quality service to both candidates and clients. Candidates can contact the agency by phone/through branch drop-in, at which time an initial interview is conducted to determine possible suitability for specific roles or future reference. An up-to-date resume may be requested - and is always useful

If the agency is able to help at that time, or feels they will be able to help in the future, the candidate will be asked to come in for a more in-depth interview. There, Manpower will establish a more detailed picture of candidates - their presentation, communication skills, aims, experience and qualifications held (certification will be requested where appropriate).

Assessments may be conducted through our Skillware/Techcheck system to determine candidate suitability for specific positions/industries. If relevant, up-skilling may be suggested to improve candidate skills. This is available to candidates through the self-paced Skillware training within Manpower branches. For temporary positions, candidates will go through in-house OH&S and Quality training.

Candidates will be reference checked (min. 2) before shortlists of candidates are presented to the client for approval. Once shortlisted, candidates may be interviewed by client (possibly not for temporary, may be once or twice for permanent) after which final decision will be made and the successful candidate begins their new job.

In all cases, candidates passing through Manpower agencies will be allocated an agent who will be their principal contact within the company. However, thanks to our nation-wide MERCURY database, all agents in all Manpower offices have access to all data on all clients and all candidates - meaning that candidates and clients benefit from the efforts of the entire Manpower organisation, and can speak to any agent for assistance. Candidates will be eligible for all positions to be filled by all Manpower agencies in their desired area of work.

If you apply for a position with an agency but don't get the job, can you expect to hear back from the agency when another suitable position comes up?
(Steve Dunkley, Director, Bayside Personnel)

Due to the fast paced nature of recruitment consulting, particularly with the temp/contracting markets, most consultants tend to use their databases for candidate searches when a job order is gained. Therefore, consultants like to have as many relevant people as possible on their database at any given time. Notwithstanding this, databases are very expensive to maintain so the recruitment consultant will always be trying to strike a healthy balance between database maintenance and filling jobs. Although most are, not all resumes are kept on databases for future work.

However, the short answer in this situation is: "don't assume anything." Many recruitment companies in today's competitive environment are specialists in their field, whether it be engineering, sales, executive, office support, etc. Sometimes, applicants have a skill set that, under normal circumstances, cannot be utilised by the consulting company. Rather than giving the applicant a sense of 'false hope' that the recruiter is sourcing employment on their behalf, the recruiter will inform the applicant that their details have not been retained. Sometimes, the recruiter may return the resume to the applicant so it can be re-used for another application. If you are unsure whether your resume has been retained for future opportunities, ask the consultant.

If you apply for a job and you find out which company the position is with, can you approach the company directly?
(Steve Dunkley, Director, Bayside Personnel)

Potential employers use recruitment companies for many reasons. One of the most cited reasons for a company to use the services of a professional recruiter is so they do not have to wade through hundreds of applications as well as unsolicited candidates approaching them. Approaching a company directly will almost certainly do much more harm to the chances of gaining employment than enhancing them.

One of the most difficult things to do in any job is negotiate your conditions such as salary package, benefits, etc. These things are particularly difficult when you are dealing with a new potential employer, it is certainly a nerve racking time. Recruitment consultants take some of that stress and worry away from you. The thing to remember ion this situation is that the recruitment agency is working for you. She/he has your best interests in mind when dealing with potential employers. Just about every consultant you meet can tell you of a situation where a candidate has approached a client company directly only to either: (a) lose the job because they may be seen by the client company as being unprofessional, underhanded or dishonest or (b) they are successful in gaining employment but do not get anywhere near the money that the consultant was in the process of negotiating on their behalf. Besides this, recruitment companies spend huge amounts of time and money establishing relationships with potential employers. Candidates who approach client companies directly may be seen to be unethical or unprofessional, therefore they may prejudice their chances of gaining employment through the recruitment company in the future.