Toronto | The Recruitment Desk

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:

Job Titles Are Irrelevant

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:

Incorporated!

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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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The reason we ask is because Contract and Permanent jobs are two different things. As I outlined in my last post, the Contract and Permanent versions of the same job may be handled by two totally different Recruiters. This means, before we speak, you need to have put some thought into this question.

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:

Meet Kyle, Kelly and Kofi:

Kyle works tirelessly cold calling up to 70 people a week trying to generate new business which he will pass to Kelly to manage. Kofi Recruits for the jobs that come from Kelly’s clients. They are a tight knit unit. There isn’t much a good Account Manager and Recruiter, when paired to each other’s strengths, can’t achieve.

Kelly’s clients love her and keep coming back. She knows how to get the information from them that Kyle needs to make a good match and Kyle knows where to find the talent and how to quickly narrow down a large pool into the few that will be presented. Kyle and Kelly generate a steady stream of revenue.

But while the Agency has a steady stream of revenue coming from them, they aren’t seeing enough growth. They want to take the company to the next level. They opt to implement the 360 Model:

In this model each member of the team is a 360 Agent and is given a specific “vertical” under which they will build their business.

A 360 Agent is someone who does both Account Management and Recruitment. They own the entire process from developing the business to finding the talent. They’re that good.

The idea is that, if the only thing Kofi recruits for are Developers he can sell himself to clients as an expert in that space. Any time a Developer job comes in, it will be owned by Kofi, who should also have the talent at hand. He interviews five new developers a week after all.

But uh oh, there’s a problem.

Kelly loves working with clients but wouldn’t know the first thing about where to find talent and Kofi, although loving to dig through the job boards has, no desire to make business development calls. They both quit. Poor Kyle, now redundant, goes with them.

That’s fine. Management thinks. We would have had to retrain them anyway.

So this is Joey.

Joey Recruiters on the Development desk. That means he Recruiters Java Developers, .Net Developers, PHP Developers, you name it. Whether it’s a permanent position or a contract, Joey will have the person you’re looking for.

Joey is so loved by so many clients that he’s swamped. So the Agency hires Janet

Janet is going to be taking over the contract business. and Joey is now going to manage the permanent business on the Development desk.

Joey and Janet get along great. They help each other out with tips on who’s available for each other’s jobs and they have no problem handing off the business based on who’s vertical it falls under. They’re a tight knit team.

One day Joey and Janet hear rumblings from management. With Joey and Janet averaging $20,000 per month in client revenue off their current targets, if we add four other people to the Development team, with the same targets, we’ll quadruple our revenue. We do this under every vertical and soon we’ll have:

Joey and Janet now work with Jorge, Jill, Jacob and Jackson.

Joey runs the Perm .Net Desk, Janet runs the Contract Java Desk, Jorge runs the Perm Java Desk, Jill runs the Contract .Net Desk, Jacob runs the PHP Desk and we’re still thinking about what we’re going to have Jackson run. Maybe we could split the Perm .Net Desk again somehow?

One day Joey thinks, Hey, although the company’s numbers are going up, the number of jobs I can own own on my desk is going down. I gave the last three I got in to Jill. If I can’t own the job, I can’t get 100% of the placement fee, which is making it hard for me to hit my numbers every month. This makes Joey sad.

So Joey quits and sets up shop across the street where he is wooed by better commission, better salary, better benefits and the chance to once again own all his own business.

Others follow.

By this time next year the entire team has turned over due to resignation or dismissal on grounds of inadequate performance. Management thinks: The clients don’t seem happy that they need to talk to a different agent for every job and turnover is at an all time high. What if we implemented a model where we separate Recruitment and Business Development?

They do.

Meet Sarah, Sam and Scott.

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 7, 2014

The Second Commandment: If Brought Up Thou Shalt Revert All Salary Negotiation Back to Thine Recruiter

Let’s Reiterate

The hiring manager shouldn’t ask.

What I send them upon submission is:

-Your name
-Your resume
-Your availability
-A blurb about your background
-Any additional documentation you want to provide
–Your rate/Salary expectation

They know this. If they ask you about salary during the interview, they either haven’t prepared to meet you or are playing Jedi Mind Tricks

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Good thing you’ve come prepared with a Jedi Master of your own.

Let The Recruiter Negotiate For You

Your job is to make The Client want you. Once you’ve done that, we’ll happily take care of the rest.

Everyone is trying to save a buck and Recruitment is expensive. One permanent agency hire could cost a company anywhere from $15,000 to $20,000 depending on the position. Contractors cost even more. Good managers like to keep their costs low and budgets on target. Some prey on the fact that people are gullible, easily intimidated and in most cases, more than anything, just want a job.

I’ve worked with employers in the past who have gone so far as to tell candidates they will hire them so long as they tell the Recruiter they weren’t interested and took another job. The company gets the talent and saves on the finder’s fee. The Recruiter get’s the shaft.

Companies play all kinds of games to try to get out of paying a Recruiter their finder’s fee. We want to keep them to a minimum.

A free word of advice: If the company is trying to pull funny business with you before you’re even hired, imagine what’s going on behind their closed doors. If they don’t want to pay my fee, you think they’re going to want to pay your raise next year? Remember, Past Behaviour Predicts Future Behaviour. If it happens, tell your Recruiter about it. We’ll take care of it.

Because jobs are scarce and people are scared that any wrong move they make will lose them the chance at that coveted position, you’re probably worried about how it’s going to look in an interview if the hiring manager asks you a question you don’t want to answer.

So here’s how you handle it if it arises.

Hiring Manager: So what are you looking for salary wise?
You: I’d prefer all contract negotiation to go through my Recruiter but am ready and willing to accept a fair offer.

Simple. You’ve let them know that you’ll accept if you both agree you’re worth about the same, and that they can have that discussion with your Recruiter.

The Moral Of This Commandment: If the topic of salary arises it could be because the employer is trying to get you to shoot yourself in the foot. Don’t let them put you in a situation where you’re willing to devalue yourself. At any point a negotiable term arises, revert that discussion back to your Recruiter. We’re happy to have it for you.

The Client Interview Ten Commandments

April 4, 2014

The Third Commandment: Thou Shalt Not Talk About Salary

Salary negotiation is one of the many free perks you get when you make the decision to work with a Recruiter.

If You So Choose To Use It.

When we have our initial meeting we’re going to talk about salary.

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What were you previously making? What do you ideally want to be making? How flexible are you for the right opportunity?

When I call you about a specific job we’re going to talk about salary again. This is what it’s paying, this is what we discussed, are you okay with that?

No matter what, I will never submit you to a job until we have discussed how much the client is looking to pay and how okay you are with that amount. Before that phone call ends, you will have agreed to an exact number that will be submitted to the client. Make sure you’re comfortable with that number. Once it’s locked in, it’s locked in for good.

Some people, rightly so, believe Recruiter’s are only out to screw them over. You think they want to keep as much of your wage as profit as they can. That can be true if you’re going on contract and that’s a topic for a post still about a week away.

However, if we’re discussing a permanent job, none of the agency’s profit is coming off of the employee’s wage. We have an agreed-upon mark-up (a percentage of your first year salary) that the client pays as a “finder’s fee.” Think of it like a mandatory tip for the delivery person.

Here’s the reality: We want you to make as much as possible. It’s in our best interest for you to make as much as possible. The higher your first year’s salary, the better your Recruiter’s weekend is going to be.

Which is why we want to do the negotiation with the client for you.

The client, in most cases, knows they shouldn’t be asking you about salary during the interview. Regardless, sometimes they will. If they do, it could be because they’re trying to play Jedi mind tricks.

And guess what young Skywalker? They work.

If I tell the hiring manager you’ll do it for $75,000 and you go to the interview and tell them you’d consider doing it at $70,000, the phone call I’m going to get will go something like this:

Hiring Manager: Mike buddy, listen, loved meeting with Eric. Want him on the team. Let’s make it happen.
Me: Great news. I had a feeling he’s what you were looking for. I’ll get the references going and get the paperwork ready to send over.
Hiring Manager. Great. Thanks Mike. Say, how much did you say his salary was?
Me: I believe, just let me check, ya, we had submitted him for $75,000.
Hiring Manager: Really? Interesting. Could you double check that for me buddy? He said something about doing it for $70,000 during the interview. I just want to confirm that.

You’re mouth just cost you $5,000 and my President’s Club Trip to Mexico next week. Thanks a lot.

The Moral of this Commandment: Recruiter’s handle salary negotiation every day of the week. The more you make, the more we make, so why not leave that conversation to the professionals?

The Ten Commandments of Client Recruitment

April 2, 2014

The Fifth Commandment: Thou Shalt Carry Mints

What does Trident, TicTac and Mentos all have in common?

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They’ve all been around for over 45 years, are sold in over 100 countries and have gone virtually unchanged over the course of their lifespan.

That’s pretty impressive.

And it’s because they all serve one valuable purpose: Keeping the stink in your mouth at bay.

We live in Toronto. The city of Shawarma

All You Can Eat Sushi

And Coffee

All waiting to pollute your breathe and ruin the afternoon of anyone sitting in your general vicinity. And that’s not even taking smokers into account.

In short, around every corner is something waiting to turn our mouths into a living cesspool.

Bad breath can lead to an automatic bad first impression. It shows that you don’t take care of yourself, or worse, are totally unconscious of yourself And we know what bad first impressions lead to.

If a hiring manager needs to be hugging the wall in hopes of catching a fresh breath in a room polluted with the odour wafting out of your mouth, guess what? You’re probably not getting the job.

The Moral of this Commandment: It may sound like common sense, but please, save a hiring manager the trouble of needing to endure your bad breath. If you just ate a big meal, downed a Grande Americano or stopped for a smoke before an interview, always have something on you to freshen your mouth. Breath is a matter of hygiene. Bad hygiene is a sign of poor personal upkeep. If you can’t manage your breath, how can you be trusted to manage that big national account? You may be the best fit for the job, but if your mouth smells like a sewer, I’m not sending you to the client. End of story.

The Client Interview Ten Commandments

April 1, 2014

The Sixth Commandment: Thou Shalt Know Who They Are Meeting With

LinkedIn is my best friend.

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LinkedIn is my soul mate.

LinkedIn completes me.

For one reason.

It connects me to everyone I’m clever enough to search for.

To all those LinkedIn employees who are reading this because I sent them an InMail with the link to this page, look me up. Let’s talk opportunities.

See how easy it is?

So there is no reason for you to not know as much as you possibly can about the person you are interviewing with before sitting down with them.

When you’re on someone’s LinkedIn page, you’re on a hunt for clues that could give you an upper hand in the conversation.

Some of the things you should be looking to uncover:

Current job title
Length of position
Average length of former positions
Number of promotions within current company
Professional organizations joined
Awards or accolades
Education
Connections in common
Links to publications

Remember, you could be the sixth person this week who the hiring manager has had to go through these questions with. Anything that you can use to help break the ice in an interview will be to your advantage.

See the difference:

Hiring Manager: What makes you want to work for X company?
You: I need a job.

Vs.

Hiring Manager: What makes you want to work for X company?
You: It’s been a dream of mine since my Western days to work for X company.
Hiring Manager: I went to Western.
You: I saw that, you were in Psychology? Did you ever have Bryant?
Hiring Manager: Only failing grade I’ve ever gotten.

Who do you think got the job?

The Moral of This Commandment: In an age where a few clicks and clever search terms can get you connected with the highest levels of management within the largest organizations in the world, there’s no excuse to not know as much as possible about who you are meeting with before sitting down.

March 11, 2014

Meeting a Recruiter

If you’re meeting a Recruiter, it’s for one of three reasons:

1) You applied for a job they posted. They think you look like a good fit on paper. It’s time to see if you deliver the goods.

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2) They found you on a job board or LinkedIn. They thought you looked good on paper. It’s time to see if you deliver the goods.

3) They’ve interviewed four people that they’ve put forward for jobs this week. Alas policy requires them to interview five. They don’t want to get fired. They suppose you’ll do.

No matter what the reason you’re meeting with a recruiter, don’t worry about it. All that matters is that someone is giving you the opportunity to tell your story. Even if you’re no more than quota to the person you’re meeting with, do everything you can to impress them. If they expect nothing of you and you end up making them feel like this:

The chances of them going back to their desk and trying to find you a job are pretty good. If not, that’s their loss. Onto the next one.

When you’re meeting with a Recruiter, know this: It’s not a job interview. Just because we meet with you does not mean we guarantee to find you a job. We make a promise to our clients that we meet with every person we represent before sending them over for review. So that’s what we do.

Some Recruiters will only go as far as the phone screen, submit your resume based on that and wait to book a meeting until seeing if the client schedules an interview. The logic behind this is that there’s no bother in us meeting if the client has no interest.

This is called Paper Pushing.

This is called Throwing Spaghetti At a Wall and Seeing if it Sticks.

This is called Lazy.

Don’t stand for it. Insist on coming in and sitting down with the Recruiter REGARDLESS. You may think that they’re saving you time and effort. I know you don’t want to ride the TTC Downtown in the middle of the day unless there’s going to be something in it for you. I don’t blame you.

But guess what? If you don’t meet the Recruiter before they submit your resume and the client says Thanks, but not a fit for this one, you’ll probably never hear from them again.

Why?

Because in this scenario the Recruiter doesn’t owe you anything. They’ve placed a bet and are hoping for the best. If you end up getting called to an interview, awesome. That makes their numbers look good. Hopefully you’re still available and interested. If not, it’s no skin off their back. They’re already looking for the next batch of people to push onto the next job.

Let’s have a quick word on this:

PAPER PUSHERS MAKE THE RECRUITMENT INDUSTRY WORSE FOR EVERYONE.

Clients pay us good money to find quality talent for them. If all the Recruiter is doing is forwarding anyone who halfway looks like they could be a fit and hoping HR will book an interview, they’re not doing their job and eventually their luck will run out. Avoid them. And PLEASE, whatever you do, DO NOT LET THEM SPAM YOUR RESUME AROUND THE CITY. Know your Recruiter and know where your information is being sent. If someone is responsible for handling the one document that is a clear and accurate representation of you, don’t you think you should at least meet them first?

Besides, a good Recruiter should want to meet you. It’s their job to interview people! If they know their business, their client, their industry, their whatever, then they should have the insight and experience to be able to guide you and get you one step closer to the job. You can submit your resume to any job yourself and hope for the best. I’m paid because I know what it takes to help get your foot in the door. I have to trust that you have what it takes to go all the way and you have to trust in my ability to get your there. For that, we need to meet.

Tomorrow we’ll talk about preparing you for our meeting and what is expected of you during that time.

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