September 3, 2014
What Is A Purple Squirrel?
A Purple Squirrel looks like this:
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And they always translate into this:
But trying to find them makes Recruiters feel like this:
At the end of the day, all any good Recruiter is looking for are Purple Squirrels.
Purple Squirrel is a term used in the Recruitment Industry to describe the hardest kind of candidate to find: The perfect one.
If a client calls and says they need a CFO with eight years of experience who is also fully skilled in Java Development, must be Trilingual and needs to start next Monday, that’s a Purple Squirrel. Why? Because good f@#%ing luck finding that. This is the kind of candidate that Recruiters could spend their entire career searching for and still come up empty handed.
And for a lot of Recruiters who don’t have the skills to hunt Purple Squirrels, a very short career it will be.
The reason is that Purple Squirrel jobs are generally the ones clients are most willing to shop out to Recruitment Agencies. They are the jobs by which most young Recruiters will be judged. In short, Recruiters live and die on the backs of Purple Squirrels.
Cute, aren’t they?
Purple Squirrels often act as the gateway into establishing a relationship with a client. Clients get an endless number of calls from Recruiters every week, all promising the same things: the best talent pool, the best guarantees, the best candidate screening tools, etc. They’re all the same. What really differentiates one agency from the next, is how skilled their Recruiters are at catching Purple Squirrels. So, to test the waters, the client with throw them one and see what happens.
Most clients, especially in Toronto, are not going to throw out jobs to Recruiters that they could easily fill themselves. They’re going to send out the job that every other Recruiter in the city has worked and that all have come up blank on. If you want to party at the top, you need to prove yourself at the bottom first.
The general mentality is that, if you can find a candidate to match an unrealistic job description, you can probably find just about anything and it’s worth a client’s time to know you. Catching a Purple Squirrel is almost an automatic invitation onto a client’s vendor list and into their good books. That is, if you don’t get on their nerves first.
These are the positions that separate the great Recruiters from the ones just passing through.
Ed – I am pleased to announce to all the fans and followers of this blog, that this post acts as a direct tie-in with a new Canadian television series, co-written and directed by yours truly, set in a Recruitment Agency, entitled Purple Squirrels. If you like Notes From the Recruitment Desk, you’re going to love Purple Squirrels.
Be sure to follow us:
Twitter: @PSquirrelsTO
Facebook: https://www.facebook.com/purplesquirrels
Web: www.purplesquirrels.ca
July 22, 2014
Please Leave A Message and I’ll Call You Back As Soon As I Can
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What our British and American counterparts don’t understand is that we Canadians are a fickle bunch and need to be handled with care and caution.
The British way of doing things is to bully their way into the marketplace. If you don’t want to work with us, that’s fine, we’ll work with the competition across the street, steal all your best talent and put them to work there. That’ll show you.
The American’s believe that if they deliver all their pitches like infomercials, clientele will be lining up around the corner to buy their product. This is, after all, a nation of people who buy Miracle Spring Water off of their television for one guaranteed low price.
But Canadians don’t respond well to either of these techniques. They respond well to good, convenient customer service that is available to them WHEN THEY NEED IT. This last point is key. Their attitude is, we’ll let you know when we need you, otherwise go away. We’ve got better things to do.
One of the things that always catches outsiders off guard about working in Toronto is how passive aggressive we all are.
No one likes to pick up their phones, few like to return voice mails and if you earn the distinct privilege of working with your desired client, the moment you step outside of their comfort zone (IE start to become an inconvenience), there will be no warning. They’ll simply stop taking your calls and stop responding to your e mails. Don’t like it? Too bad. You blew it.
If clients are like that to us, then guess what?
We’re going to be like that to you, the candidate.
Why? Because similar to how our clients get frustrated when we hassle them too much, we get equally frustrated when hassled by you too much.
Last week I left a voicemail for a candidate who was one in a stack of twenty. I made the call, left the message then got up from my desk to tend to some other business. When I returned half an hour later I had three voicemails from this candidate waiting for me. That’s an average of one call every ten minutes. I will never call this person back.
When your follow-up is that aggressive, you don’t look like a keen performer who is interested in the opportunity. You look desperate and in need of any job. You generally will not find Desperate and in need of any job listed as a required skill on a job description, so why give that impression before we have met?
You must instead trust that one message will do, that it is safe in my voicemail and that I will follow-up at my next available convenience. End of story. If you haven’t heard from me within 24 to 48 hours, then sure, give me another call. Anything more is excess.
A similar rule applies to following-up post interview. If you e mail me once before week’s end, I’m going to think that you’re organized and on top of things. If you follow-up every day for two weeks I’m going to think you’re sitting at home, desperate for any job that comes your way. I don’t want to hire that person.
Remember, if you are being recruited, chances are that you are but one candidate on a pile of twenty to thirty. Every Recruiter is looking for an excuse to exclude you from that pile. If the initial impression of you is If this guy is this big a pain in the ass before I’ve even met him, I don’t want to think about what he’d be like to work with, that’s a good enough excuse for me.
July 8, 2014
The Hidden Downside of Working With A Recruitment Agency
Here’s a scenario:
You met with a Recruitment Agent who promised you the sun, the moon and the sky.
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The week after the initial meeting your phone rings. It’s the Recruiter. They’ve got a gig for you. It’s only for a couple weeks. Could potentially extend to a month or two. Fairly standard work, but for a reputable company and decent money in your pocket. You’ll take it. You sign on the dotted line and kick back, relaxed that your unemployment blues look to be coming to an end.
You do the gig, love the people, love the company, but they don’t have anything more for you to do outside that initial two week engagement. You thank them, they thank you and you go about your merry way. Your Recruiter says they are working diligently on finding you your next gig. You don’t hear from them in six months.
The unemployment blues are starting to get you down again, when a sliver of light peaks through the cracks. The company you temped at six months ago gives you a call. They currently have a full-time opening and loved your work so much they want you to come in and meet with them about it.
You ace the interview and they’re ready to move forward until they get a call from your Recruiter. They’ve caught wind that the client is preparing to send you an offer, the agency has you under contract and they’re looking for a finder’s fee on your head.
The client refuses to pay. The agency says “tough shit” and you, once again, are out of a job. The company that swore they would do everything in their power to help you secure a job, has just screwed you out of one.
June 19, 2014
The Most Essential Piece of Career Advice You Need
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The Recruitment industry is small. We talk.
May 29, 2014
The Job Titles Are Out Of Control
One of the worst kinds of candidates for a Recruiter to deal with are those that are hung up on job titles.
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Let me get this out in the open:
In most cases anyway.
The job title is the first thing any applicant sees when looking at a job, and sometimes, for candidates caught up on chasing titles, it’s also the last.
I understand. Everyone wants to feel as though, when they are moving positions, they are moving up and becoming more senior. I’ve had Technical Support Team Leads who have said they didn’t want to talk to me about anything less than a Management position.
Be wary of assuming this kind of attitude. Had this person stopped to talk to me or read the job description, they would have realized that the Team Lead position I was calling about was more senior, included greater responsibility, would have allowed them to put new technologies on their resume and would have been an increase in pay.
Oh well. That’s one less resume on the pile.
Because not all job titles are created equally. One company’s IT Manager is another company’s Senior Help Desk Support Technician. One company’s AVP is another company’s Team Lead and so on.
I once scheduled a meeting with a Director of IT at a Toronto law firm. I went into the meeting well groomed, well prepared and with the gleam of dollar signs in my eyes.
On site this man informed me that he was the company’s only internal IT resource. Here I was thinking I was meeting a senior decision maker. Turns out he was a Senior Support Analyst who knew how to look after the admin side of being a Manager. The meeting was a bust. Shouldn’t have listened to the job title.
Granted, some companies do take job titles very seriously for the purposes of internal administration. The job title is used to determine which pay band a position will fall into. A Manager is worth this, a Director is worth this, an AVP is worth this, etc.
But more often than not our society’s obsession with titles has reduced most of them to no more than irrelevant verbage. I’ve met Managers who don’t manage anyone, Directors who don’t direct anything and AVPs who don’t assist anyone. For some banks, a Manager title doesn’t indicate much more than that you’re one or two steps higher than the person who cleans the washrooms.
When I got my first job out of school in Toronto, my boss asked me what I wanted my title to be. I chose Sales Executive. No need for anyone to know that we were two guys working out of the back of a house and that I was an Administrative Assistant at best. I never sold anything. I never negotiated a contract. I never executed a single project. I had a nice title though.
And that’s what most job title’s amount to. They are instant psychological gratification to make employees feel better about their position. You can call your Receptionist a Manager of First Impressions or Director of First Contact but, at the end of the day, to quote Shakespeare, a rose by any other name…
So next time a Recruiter calls, don’t get caught up in the job title. Instead concern yourself with the scope of the duties and responsibilities, the size of the environment, the potential for growth; anything tangible. And at the very least, if the only thing standing between you accepting an offer is whether or not it has the word Senior in your title, ask if it can be changed. Most companies won’t lose good talent over one word. Don’t be so quick to lose a good job over the same thing.
May 8, 2014
Incorporated or Sole Proprietorship and Which is Best for Me?
Good question.
The default answer that every Recruitment Agent in the city, if they’re any good, should give is:
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Why? One reason.
Financially, it’s best for them if you are incorporated.
Alas, you are not in the business of doing what is best for someone else. You are in the business of doing What is Best for You, which is why you need to be informed on what your options are before going on contract with an agency.
In any contract scenario you have three choices.
1) Go on company payroll.
2) Work as a Sole Proprietor
OR
3) Work through your own Incorporation.
Agencies cringe at the thought of contractors going on their payroll because when they do, they lose money. If you’re working on contract as an employee of an agency, that means the agency needs to set you up on their payroll and perform all applicable deductions for you.
That costs them money. They don’t like that.
A Sole Proprietorship is like having your own business, but as far as the law is concerned, you are that business. That means your name and the name of your Sole Proprietorship are one in the same. You are the sole proprietor after all.
This means you can contract out as a company, and that all the money, all the assets and all the liability are yours. You’re still a burden because payroll needs to deduct CPP and EI, but not as much of one.
For you, this option is cheaper than becoming Incorporated (last time I checked it was in the $60 dollar range), you can do it online, and it comes with several tax incentives that regular working folks don’t get.
I recommend this option for people who want to take on contracts, but don’t intend on being a long term contractor. That way you don’t incur the risks associated with owning a Corporation but still get to reap some of the same benefits as owning a business.
If all you do is dream of contracts however, Incorporation is the best option.
It’s more expensive, but the tax benefits are plenty, you’ll command a higher hourly wage, you get to own their own business like this guy:
Or this guy:
And, most importantly from the agency’s viewpoint, you’re not a payroll burden. You do all of your own deductions. All we have to do is make sure that your invoices get paid and that the money is going into your company’s bank account.
I know what you’re thinking:
But Mike, if I’m less of a burden as a Sole Proprietor than an employee and I’m less of a burden as a Corporation than a Sole Proprietor, shouldn’t my hourly rate be different?
You Betcha!
One of the key mistakes new contractors make when working through an agency is that they don’t ask what the difference in pay is between an employee, a Sole Proprietor and an Incorporation.
Before you take on your next contract with an agent, ask them what the difference in rate is between the three. If they tell you that it’s the same for all, call bullshit and run for the hills. That agency is trying to play funny business, and funny business is not What is Best for You.
April 30, 2014
Contract or Permenant and Which is Best for Me
There is not a single Recruiter in this city that will not ask you whether you would prefer Permanent or Contract work.
If they don’t, Run Away And Find A New One As Fast As Possible!
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A lot of people, when asked, will give the generic answer: “I’m open to either.”
This answer translates into One of Three Things:
1) I haven’t put any thought into it.
2) Send me whatever you get and I’ll decide then
OR
3) I don’t care, just get me a f#%&ing job already!
So let me explain the key differences between the Contract and Permanent ways of life so that you’re prepared to be more than generic next time a Recruiter asks you what you are looking for.
Permanent
The appeal of a Permanent position is that of stability. People feel that if they have a yearly salary, a benefits package and are on a company’s payroll that they are more stable than someone who gets paid on an hourly basis for a set term.
There is some truth in this. The Permanent employee does enjoy much greater room to grow and evolve within a company than a contractor would. Not many contractors start in the mail room and work their way to the VP position.
And getting invited to the office Christmas party has it’s perks.
But the idea of stability in Permanent work is more of an illusion in 2014 than ever. Every day companies decide to outsource departments, pay off high wage employees, or any other general type of “Restructuring.”
Say you were offered a Permanent job at $70,000 a year plus benefits. After a year and a bit you’re called into the boss’ office where he regrets to inform you that your position has been made obsolete.
You could have been doing the same thing on a year long contract for $50/hr. Do I need to do the math for you?
The cost to you would be an accountant to do your taxes (which, you’ll be able to use to your advantage if you are a Sole Proprietor or Incorporation; but that’s for another post) and an insurance company if you want benefits. If you have a spouse with a benefit plan you can get on, even better.
Which brings us to:
Contract
The Major Upsides to being a Contract employee are:
1) More money.
2) More flexibility and freedom to set your own schedule.
The Major Downsides:
1) You are pretty much stuck in a niche with no room to grow into new positions.
2) You have to know how to and be willing to constantly sell yourself.
Now imagine a world where you set your own price. A world where you are so in demand that you get calls of job offers every day. A world where you could decide to take the summer off and there’s nothing anyone could do or say about it.
Those are the benefits contractors get once they make a name for themselves. But they’ve got to be willing to put themselves out there and do what it takes to build a reputation in the industry. Contracts live in a world without a safety net. They don’t always know where the next contract is coming from. And if they don’t put their name out there, they’ll never make it.
This is why agencies separate Permanent and Contract Recruiters. They are two totally different mindsets.
A Permanent Recruiter is a Corporate Matchmaker
A Contract Recruiter is Jerry Maguire
If you have questions on the subject of Contract, Permanent and what would be best suited for you, ask your Recruiter. You have their time and attention, use it.
It is not a decision to be made lightly.
April 24, 2014
Why Do I Have A New Recruiter Every Eight Months?
Good question.
This is an IT Recruitment Agency
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This Agency is set up under the Account Manager Model:
April 17, 2014
Help Me Help You: Talking Through The Offer
Your Recruiter wants you to accept their job offer. In some cases, their career may depend on it. We’ve all had nights like this:
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It’s because you hold the keys to our fate. You decide should we sink or swim.
Should you accept the offer, we’ll be guaranteed at least another month on the job.
Should you decline, and, well, hopefully the Client is feeling nurturing that day.
Thus, we are trained to do our best to help you work through the offer process. Here’s where it is important that you have decided to work with a Recruiter that you trust.
A great Recruiter is going to be someone you are going to be able to talk through the offer process with and who you trust is going to be impartial enough to give you the one important piece of advice that you need: You’ve got to do Whatever is Best FOR YOU.
Yes, I really hope you and your wife enjoyed the fruit basket.
And you’ll have to tell me what your kids think of Leviathan when you use those Canada’s Wonderland weekend passes.
But I know that, deep down, you need to do whatever is best for you, and I need to sit back and accept my fate.
Which is why, I hope, that you’ll at least talk to me about where your mind is at with regards to the offer so we can decided together if mine really is the best for you or not. Help me help you by giving me some information so we can talk through it.
Do you have three job offers and don’t know which one to pick?
Is it a salary issue? If the client wants you bad enough they could be willing to cough up an extra five thousand. You never know unless you ask.
Is it a location issue? Maybe there’s room for the flexibility to work remotely a few days a week. You never know unless you ask.
And don’t forget, this one starts you with four weeks vacation, plus full benefits, 15% bonus, educational reimbursement up for $5,000 and RRSP matching.
And all of a sudden, just from having talked through it, you see the full value of this offer and decide that, indeed, it is the best one for you.
If you don’t trust your Recruiter, they could end up taking advantage. They could be trained to say or do anything that it takes to make sure you accept their offer. You want to avoid those Recruiters. You need to work with someone who you believe truly has your best interests in mind and is there to help right up until the very end.
April 14, 2014
So You’ve Got A Job Offer…
Congratulations.
Out of a stack of people, the true size of which you will never know, against competition you may never physically encounter in your life, you’ve been handed the gold medal.
This is you.
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And this is everyone else.
Take a minute to pat yourself on the back. Whatever you did in that interview room worked. And remember, It Was All You.
Now, come back to reality.
Do not confuse getting a job offer with having a job.
I used to have a Manager who would ask me why I wouldn’t log an order as filled until the first day of the job. My answer was always that an order is never truly filled until the candidate is on site and at work. That is the moment I can let out a sigh of relief and know that everything is as it was meant to be. That is the moment that you have a job.
But remember, we’re not there yet and it’s not too late for this to fall apart.
What a job offer does mean is that for the first time, the ball is now in your court. The client has made their play and await your response. Luckily, you’ve brought in a Recruiter who’s got your back in the game.
Here are the two mistakes people make when it comes to offers: They either Blindly Accept or try to Pull Funny Business
Recruiter’s love people who Blindly Accept. They’re a guaranteed fee should the job come to offer. They don’t care about the small print, just tell them when to show up. All the paperwork is squared away within 48 hours max and drinks are on me tonight.
