Read the latest blogs post from De Lacy Executive, cover various areas including agriculture recruitment.
Posted: 24th March 2016 | Category: General De Lacy posts
A blogger has claimed recruiters are "listing false job advertisements, harvesting resumés to sell training and lying to candidates about their employment prospects."
As a result you must be extremely careful when using recruitment agencies and check that all your details are kept confidential. De Lacy Executive is the only agricultural recruitment consultancy approved by the Recruitment and Employment Confederation. We pride ourselves on confidentiality and will not pass your details onto any third party without your prior permission.
Remember To Select The Agency/Consultancy CAREFULLY:
- Ensure that your CV is not passed to an employer without your prior agreement and prior knowledge of who the employer is and what the role involves - check this is the agency policy before registering your details.
- Remember that your CV contains personal data and you should keep control of who receives it.
- Do not allow yourself to be signed up to an exclusive arrangement with one agency to find you work - this limits your options and suits the agency not you.
- Do not allow yourself to be charged by a recruitment agency for finding you work - this is against the law.
- Will the company give you skilled guidance on your career options in the agricultural industry?
- Will the company give you guidance on amending your CV, covering letter and preparing for interview?
- Will the company give you guidance on salary levels and other benefits?
- Will the company give you feedback from your interview or application or ignore you?
- It may be a good idea to use a member of the Recruitment and Employment Confederation (REC) to ensure ethical standards of practice - De Lacy Executive is the only agricultural recruitment consultancy approved by the Recruitment and Employment Confederation.
What Does A Recruitment Agency Do?
Their main aim is to find candidates that fulfil the employer's specifications. Employers engage them for several reasons: to provide the extra resource required for handling applications, because of their database contacts and because of their selection skills. Candidates should be interviewed initially by telephone or face to face by the agency. It is at this stage the selected short list will be passed on to the employer. If the employer wishes to interview any of the candidates put forward the agency will also organise this. A good agency, or consultancy as these are properly known, can be an excellent source of vacancies and more importantly of advice and guidance for job seekers.
Recruitment Agencies Categories:
- High street Agencies - The vacancies they have are usually not to specialist or unique.
- Middle Ground Agencies - Again not focused on one industry typically accessed by the internet and in none high street locations.
- Specialist Consultancies - This is where De Lacy Executive and its Growing Careers division is positioned. All our consultants have agricultural experience enabling us to pass on our specialist knowledge to candidates about the agricultural/rural business sector and to use it in selecting the right employers for you and the right candidates for the employer. We have vacancies all over the UK and abroad from graduate to senior level.
Posted: 16th March 2016 | Category: General De Lacy posts
Courtesy of the Recruitment Grapevine:
The number of CV mistakes and blatant candidate lies are on the rise, according to a new report.
The inaccuracies have increased from 63% to 70% in the last year, according to the Risk Advisory Group's report. 5,500 CVs were analysed.
"A growing number of people are applying for jobs with inaccurate CVs," Michael Whittington, Head of Employee Screening at the Risk Advisory Group, says. "Some discrepancies may be genuine slip-ups, but others are deliberate attempts by job seekers to deceive employers in order to get ahead.
"The repercussions of making the wrong hire can be huge. It can cost a company time, money and, potentially, its reputation if things go awry. And with organised crime and insider fraud on the rise, it can also leave a business exposed to infiltration by rogue candidates, leading to data hacking and security breaches.
"That is why we urge companies to validate the credentials of all potential hires in advance, thereby avoiding costly mistakes further down the line."
Candidates who were between 25 and 32-years-old accounted for 38% of all discrepancies. Interestingly, younger jobseekers between the ages of 18 and 24 were only associated with 12% of the inaccuracies.
Additionally, the report revealed some of the worst CV-lying offenders.
For instance, one candidate claimed to have obtained a degree from a prestigious English university. Yet, not only had he failed to achieve the qualification, he had been expelled from the university.
A second, jobseeker claimed to have not just one but two MBAs, when he actually had none. The first was from a 'fake' university, the second was supposedly obtained in India where he had only completed a small fraction of the assignments and exams required.
A third candidate going for a key compliance role failed to disclose a County Court Judgement for more than £40,000 - despite having declared no debt in his name.
A fourth applicant claimed to have been employed for three months, and resigned for a better opportunity. In reality she had been employed for only three days, and simply stopped showing up for work without any explanation.
A fifth candidate who'd run her own restaurant was asked to provide a reference. Instead of offering one, she told the recruiter to Google a newspaper clipping with feedback from diners and a photo of her. Her failure to provide an acceptable proof of employment meant that her job offer was swiftly withdrawn.
However, the Risk Advisory Board is not the first to highlight lies on CVs. CareerBuilder revealed in August that 56% of employers have found a lie on a resume.
Posted: 14th March 2016 | Category: General De Lacy posts
Courtesy of the Recruitment Grapevine:
Recruiters have already made up their minds about candidates within minutes of first meeting them, according to a new report.
Resurgo Trust, a charity which helps disadvantaged people into work, has conducted a study which found that recruiters judge jobseekers almost instantaneously on the quality of their small talk.
The report also explained that candidates without privileged backgrounds were more likely to struggle with small talk, and as such were put at a disadvantage during interviews.
Researchers who carried out the study found that the first 12 words candidates utter to an interviewer could be a deciding factor of whether or not they are offered the role. The first impression that jobseekers give to recruiters is made during the walk from the waiting area into the interview room, during which, according to the survey, the recruiter assesses their characteristics.
Iona Ledwidge, a spokesperson for the charity, explained the results to the MailOnline, saying: "Unlocking the secret world of the workplace is not about being posh. It is asking simple questions such as "How are you?" or "How was your weekend?"
"It is things like how you greet the receptionist, what you say in the first few minutes or when walking down the corridor. It is smoothing over the gaps; a lot is social graces which (some) young people haven't been exposed to.
"Small talk is part of building confidence and communication skills in the workplace."