One of the largest independent recruitment groups Pertemps fired the starting pistol on a new arm of the family business, Network Brand Partnerships.
Midlands based Network Brand Partnerships is a fully owned subsidiary of Pertemps Investments and has been formed to improve the standards of local recruitment across the main sectors within the UK and Europe.
Debbie Smith Managing Director of Network Brand Partnership said: “We are offering three very diverse recruitment business models covering Executive Search, Health Care and the High Street. We want to attract partners to run their own business in the sector that suits them. It is an exciting move forwards in a growing industry.”
Network Brand Partnerships completed the acquisition of C N A International in December 2008, adding the established 20 strong Executive Search franchise network to their Health Care and High Street focused partner networks.
“C N A International has an enviable reputation within the recruitment industry and an experienced and highly motivated team of executive search consultants,” said C N A’s founder and former chairman Albert Wilde.
“Since forming the company in 1995, we have expanded our operations into Europe and I’m confident that the resources and expertise that Network Brand Partnerships is able to offer will take C N A to the next stage, enabling robust expansion both in the UK and on the international scene,” continues Wilde.
C N A Executive Search form one of the three arms of the unique offering Network Brand Partnerships has formed to create the leading recruitment industry franchise opportunity. High quality search is a multi million pound industry. Continued growth is forecast due to continue to the acute worldwide shortage of proven top management talent.
The Health Care arm is an evolution of the established and successful Pertemps Healthcare, named ‘Network Health and Social Care’. The UK market is currently worth over £12 billion per annum and this can only increase as the Government encourage more and more people to receive care in their own homes. This coupled with an increasingly ageing population will result in a quick return on investment.
Tim Watts, Chairman of Pertemps Investments said: “I am delighted to welcome Network Brand Partnerships to the Pertemps Group, this new venture will ensure we continue to strengthen operations within the recruitment industry.
“With so many different sectors in the recruitment industry attracting such varied business owners the aim of Network Brand Partnerships three franchise offerings are simply to provide choice. Partners will benefit from one of the most technologically advanced back office teams in the UK as well as a support team led by some of the recruitment industry’s most respected and experienced Individuals.”
Tuesday, 13 January 2009
Friday, 9 January 2009
Get the Perfect Management Job
Get the Perfect Management Job
There are many management jobs available but these types of employment are not as easy to step into as an entry level position in a company. Knowing where to look, being able to accurately assess your own talents and being properly prepared will help you get the dream job you are seeking.Where to LookManagement jobs are rarely found in local classified ads. If you are already in an executive position you may hear of openings by word of mouth but otherwise you can check executive job searches online. Some companies will hire recruiters to do an executive search. In those cases the recruiters may advertise in local and national papers as well as using online resources to attract new candidates. You can jump start your executive search by sending your resume to known recruiters who can match you to jobs they have on hand. High level executive jobs pay very well and hold a great deal of responsibility so the executive search for these positions will entail a very strict screening process.Assess Your TalentsWhether you have degree training or practical experience in a certain field it is important to know your own strengths and weaknesses before applying for a position. Be honest with yourself as you scan the executive job searches. If you do not immediately know what a position entails do your best to find out first so that you can truly understand what you are applying for and know ahead of time if it is a fit for your abilities.Be PreparedHave a top notch resume in hand when you apply for a management job. Your resume should outline your education, past employment and have a section that details your general outlook toward the position you are seeking and why you would be a good fit for the job. Have a very powerful mission statement at the forefront of your resume. Let your prospective employer know you are dedicated, serious, and can take charge of a situation. Most executive management jobs will require background checks and some may be quite extensive. If the job deals with large sums of money, or being responsible for company assets you will need to be bonded which requires a thorough criminal background check. Don't be a passive bystander in your interview. Once you get your foot in the door and your resume has passed you will be asked in for an interview. This is an important time to make a strong impression and unlike lesser jobs you need to make an active impression on your ability to lead and take control. Be polite but assertive as to why you are a good choice for the position.Looking for any job is a stressful situation and the higher the position the more stress there is. If you follow a plan and understand what you are facing you will be much better prepared to get the job you desire.
There are many management jobs available but these types of employment are not as easy to step into as an entry level position in a company. Knowing where to look, being able to accurately assess your own talents and being properly prepared will help you get the dream job you are seeking.Where to LookManagement jobs are rarely found in local classified ads. If you are already in an executive position you may hear of openings by word of mouth but otherwise you can check executive job searches online. Some companies will hire recruiters to do an executive search. In those cases the recruiters may advertise in local and national papers as well as using online resources to attract new candidates. You can jump start your executive search by sending your resume to known recruiters who can match you to jobs they have on hand. High level executive jobs pay very well and hold a great deal of responsibility so the executive search for these positions will entail a very strict screening process.Assess Your TalentsWhether you have degree training or practical experience in a certain field it is important to know your own strengths and weaknesses before applying for a position. Be honest with yourself as you scan the executive job searches. If you do not immediately know what a position entails do your best to find out first so that you can truly understand what you are applying for and know ahead of time if it is a fit for your abilities.Be PreparedHave a top notch resume in hand when you apply for a management job. Your resume should outline your education, past employment and have a section that details your general outlook toward the position you are seeking and why you would be a good fit for the job. Have a very powerful mission statement at the forefront of your resume. Let your prospective employer know you are dedicated, serious, and can take charge of a situation. Most executive management jobs will require background checks and some may be quite extensive. If the job deals with large sums of money, or being responsible for company assets you will need to be bonded which requires a thorough criminal background check. Don't be a passive bystander in your interview. Once you get your foot in the door and your resume has passed you will be asked in for an interview. This is an important time to make a strong impression and unlike lesser jobs you need to make an active impression on your ability to lead and take control. Be polite but assertive as to why you are a good choice for the position.Looking for any job is a stressful situation and the higher the position the more stress there is. If you follow a plan and understand what you are facing you will be much better prepared to get the job you desire.
Using Executive Search Firms
Many companies use executive search firms for many different reasons. Firstly, it is important that the firm being used has a specifically defined knowledge or experience in searching in a specific industrial sector or locating candidates within a defined group. The majority of these firms are designated according to their function and practice, with specific expertise in defined industries, including such areas as human resources or finance. Secondly, clients or employers may be looking for firms that follow strict deadlines, can work quickly and efficiently in a limited amount of time, have a unique and workable perspective, have an extensive network of contacts and are able to work discretely.
Most employers choose such search firms that can give professional level advice in regards to detailed attributes of designated job positions and provide well-suited and qualified individual candidates. It is expected that such firms are able to provide an immediate list of the best candidates available within at least the first 4 weeks of their retainment. The firm must be able to narrow down the potential candidate list after undertaking candidate interviews and present a more defined list to the employers. This allows the employers to choose their selected candidates and conduct their own interviews to choose the appropriately fitted individual for the position without wasting valuable time and expense. Thirdly, employers expect good lines of communication and continuous updates regarding a firm is searches to make sure that the searches are progressing at a satisfactory pace.
Once an executive search firm has been chosen, industry specific representatives, from the firm, work with an employer to ensure that the job role and qualifications and experiences needed for the position are clearly understood. Employers expect that the firm will become familiarized with them, their strategies, their challenges, their business cultures, their employees, and the specific skill sets and characteristics that the employers need in a potential candidate. Firms should be able to work closely with employers in the creation of the job is description and that of the perfect candidate.
Employers are also looking for firms that have a professional team that includes administrators and associates that can coordinate tasks to assist the consultants that will carry out their searches. They expect that these firm consultants will utilize an extensive resource network that includes current functional and industrial research, specialized databases, information about their companies and varied Internet tools to help them identify the targeted market. Such research areas include other competing employers and other companies from related or similar industries where potential candidates may be found. In short, employers want executive search firms that do a lot of 'behind the scenes' background research that will help them completely understand the employers' market and the candidate types that are best suited to their job positions.
Executive search firms are used because of their ability to go beyond their background searches and verify specific credentials and background for each potential candidate they find. Firms must be able to approach these candidates to vet their interest in the positions available, interview them, evaluate them and form candidate profiles. Once potential candidates are chosen, they must be short listed further by specific qualifications and their ability to fit within the employers' companies. At this point, employers will want to enter negotiations with potential candidates and want a search firm that will represent them in the first initial stages.
Other important criteria as to why employers should use executive search firms include the firms' abilities to properly represent them and develop professional firm-candidate or other relationships during searches. Some of these must include contacts for the purpose of gaining advice and/or information on potentially recommended candidates that may be considering current or future career or industry changes. Employers also seek the use of executive search firms that accept resume submissions from potential candidates outside of their searches. These firms should have a database of these individuals, categorized according to varied criteria, including qualifications, experiences and skill sets. Employers expect these lists to be included as part of the main search requirements.
In conclusion, most employers use executive search firms for many reasons, but most importantly for their skills at using all professional and legal means at their disposal, both online and offline, and conventional and non-conventional to ensure their searches are thorough, meet all the needs of the employers, and fine tune lists of suitable candidates. Each employer demands high standards combined with quality, excellent communications, and professional representation and advice
Most employers choose such search firms that can give professional level advice in regards to detailed attributes of designated job positions and provide well-suited and qualified individual candidates. It is expected that such firms are able to provide an immediate list of the best candidates available within at least the first 4 weeks of their retainment. The firm must be able to narrow down the potential candidate list after undertaking candidate interviews and present a more defined list to the employers. This allows the employers to choose their selected candidates and conduct their own interviews to choose the appropriately fitted individual for the position without wasting valuable time and expense. Thirdly, employers expect good lines of communication and continuous updates regarding a firm is searches to make sure that the searches are progressing at a satisfactory pace.
Once an executive search firm has been chosen, industry specific representatives, from the firm, work with an employer to ensure that the job role and qualifications and experiences needed for the position are clearly understood. Employers expect that the firm will become familiarized with them, their strategies, their challenges, their business cultures, their employees, and the specific skill sets and characteristics that the employers need in a potential candidate. Firms should be able to work closely with employers in the creation of the job is description and that of the perfect candidate.
Employers are also looking for firms that have a professional team that includes administrators and associates that can coordinate tasks to assist the consultants that will carry out their searches. They expect that these firm consultants will utilize an extensive resource network that includes current functional and industrial research, specialized databases, information about their companies and varied Internet tools to help them identify the targeted market. Such research areas include other competing employers and other companies from related or similar industries where potential candidates may be found. In short, employers want executive search firms that do a lot of 'behind the scenes' background research that will help them completely understand the employers' market and the candidate types that are best suited to their job positions.
Executive search firms are used because of their ability to go beyond their background searches and verify specific credentials and background for each potential candidate they find. Firms must be able to approach these candidates to vet their interest in the positions available, interview them, evaluate them and form candidate profiles. Once potential candidates are chosen, they must be short listed further by specific qualifications and their ability to fit within the employers' companies. At this point, employers will want to enter negotiations with potential candidates and want a search firm that will represent them in the first initial stages.
Other important criteria as to why employers should use executive search firms include the firms' abilities to properly represent them and develop professional firm-candidate or other relationships during searches. Some of these must include contacts for the purpose of gaining advice and/or information on potentially recommended candidates that may be considering current or future career or industry changes. Employers also seek the use of executive search firms that accept resume submissions from potential candidates outside of their searches. These firms should have a database of these individuals, categorized according to varied criteria, including qualifications, experiences and skill sets. Employers expect these lists to be included as part of the main search requirements.
In conclusion, most employers use executive search firms for many reasons, but most importantly for their skills at using all professional and legal means at their disposal, both online and offline, and conventional and non-conventional to ensure their searches are thorough, meet all the needs of the employers, and fine tune lists of suitable candidates. Each employer demands high standards combined with quality, excellent communications, and professional representation and advice
Executive Job Search
The first job the individual lands after graduation could lead to better opportunities in the future. If after how many years the employee sees no growth in the company, perhaps it is time to do an executive job search before leaving the current position.
The first thing the executive should do is update that resume. This is because the one who will interview the person does not know anything except what is written on that document.
It should contain the positions held in previous jobs, the length of time that the executive has been there, the nature of the work and the major accomplishments. Those who don’t know how to make a resume can use the wizard function in word or ask someone else to edit and polish it.
The applicant should remember that a poorly written resume will make job hunting more difficult and the recruiter will most likely give the vacant position to someone else.
When the resume has been made, it is time to get it to as many recruiters as possible. The person can contact old friends or look in the classified ads section of the newspaper. It doesn’t look good just to have this document there. A cover letter should always be attached and addressed to the designated person.
It also wouldn’t hurt to open an Internet account since a lot of recruiters have websites that helps both the applicant and the employer look for qualified people to occupy the vacant positions.
Another option that will cost a little more is for the individual to hire a headhunter to do all the legwork. This broker can help negotiate the salary that the executive wants which is usually higher than what is being paid by the current employer.
A lot of executives stop here and wait for that phone call. It will take some time before some of these companies respond so investing in email campaign software will be useful to send the resume to other people.
Telemarketers sell products by calling on potential clients on the phone. The executive can do the same thing by selling oneself. If the person is not there, it wouldn’t hurt to leave a voice message including the contact number and email address.
The trick to landing an executive job has to do with timing. Most companies look for fresh or experienced people usually in the first quarter of the year. Maybe because there are a lot of bright minds fresh from college or the budget is still huge from the previous year.
If there are no hits yet after a month, the executive should be grateful that there is still the existing job. At least, this will help pay the bills and for other expenses.
When the call comes in, the individual should look smart and be prepared to answer any question given by the recruiter. It pays to come on time because this shows that the individual values the time of other people even if the one who will be conducting the interview is late.
Most recruiters will say right then and there if the executive got the job. Those who say, “ we’ll just give you a call.” are saying in a polite way that the individual did not get it so the executive should continue on with the job search.
The first thing the executive should do is update that resume. This is because the one who will interview the person does not know anything except what is written on that document.
It should contain the positions held in previous jobs, the length of time that the executive has been there, the nature of the work and the major accomplishments. Those who don’t know how to make a resume can use the wizard function in word or ask someone else to edit and polish it.
The applicant should remember that a poorly written resume will make job hunting more difficult and the recruiter will most likely give the vacant position to someone else.
When the resume has been made, it is time to get it to as many recruiters as possible. The person can contact old friends or look in the classified ads section of the newspaper. It doesn’t look good just to have this document there. A cover letter should always be attached and addressed to the designated person.
It also wouldn’t hurt to open an Internet account since a lot of recruiters have websites that helps both the applicant and the employer look for qualified people to occupy the vacant positions.
Another option that will cost a little more is for the individual to hire a headhunter to do all the legwork. This broker can help negotiate the salary that the executive wants which is usually higher than what is being paid by the current employer.
A lot of executives stop here and wait for that phone call. It will take some time before some of these companies respond so investing in email campaign software will be useful to send the resume to other people.
Telemarketers sell products by calling on potential clients on the phone. The executive can do the same thing by selling oneself. If the person is not there, it wouldn’t hurt to leave a voice message including the contact number and email address.
The trick to landing an executive job has to do with timing. Most companies look for fresh or experienced people usually in the first quarter of the year. Maybe because there are a lot of bright minds fresh from college or the budget is still huge from the previous year.
If there are no hits yet after a month, the executive should be grateful that there is still the existing job. At least, this will help pay the bills and for other expenses.
When the call comes in, the individual should look smart and be prepared to answer any question given by the recruiter. It pays to come on time because this shows that the individual values the time of other people even if the one who will be conducting the interview is late.
Most recruiters will say right then and there if the executive got the job. Those who say, “ we’ll just give you a call.” are saying in a polite way that the individual did not get it so the executive should continue on with the job search.
Executive search engines
Searching for prospective employees can be a very tricky business. Of course you want to choose the most suitable person for the job, and if possible, the perfect match. There are a lot of factors to consider. With the endless number of people who have various things to offer, you want to narrow your search and choose from only a handful of people to interview. But how can you be assured that your "perfect fit" prospective employee is among the handful you selected? A more traditional approach is by posting and ad in the classifieds, joining job fairs or by putting up a sign outside your office building and just wait for the resumes to come in. But if you really want to maximize your search and do this with even added convenience, your best bet is by singing up for an executive search engine.
The database
To choose the best qualified candidate for a certain job and one who will fit all factors including salary expectations, you need a big database for a talent pool. Head hunters who make it their business to search for qualified applicants and prospective employees match them with interested companies compiled in a database. This database contains and organizes the vital information that will be useful for you when you search for the perfect candidate. They can compile millions of job applicants and organize all the data to narrow down the searches. The more specific you are with the qualifications you are looking for, the narrower the search will be and the more chances of getting the best applicant. Because of the database's ability to compile a large number of applicants in every area and across all age brackets, the reach is optimal and the search is maximized.
The search engine
The search engine is your best friend when it comes to making sense of web information and finding what you really want. With gazillions of information on the Internet, search engines make searching a breeze. Executive search engines allow you to look for prospective employees within a specific criteria such as age, years of work experience, educational status, specific skills, and work history. You can even post a question for the applicants to see how they will answer. Most search engines are powered by companies that require registration. A monthly fee will be charged for the companies who want to avail of their database and other services. All in all, subscribing to an executive search engine is a good investment.
The database
To choose the best qualified candidate for a certain job and one who will fit all factors including salary expectations, you need a big database for a talent pool. Head hunters who make it their business to search for qualified applicants and prospective employees match them with interested companies compiled in a database. This database contains and organizes the vital information that will be useful for you when you search for the perfect candidate. They can compile millions of job applicants and organize all the data to narrow down the searches. The more specific you are with the qualifications you are looking for, the narrower the search will be and the more chances of getting the best applicant. Because of the database's ability to compile a large number of applicants in every area and across all age brackets, the reach is optimal and the search is maximized.
The search engine
The search engine is your best friend when it comes to making sense of web information and finding what you really want. With gazillions of information on the Internet, search engines make searching a breeze. Executive search engines allow you to look for prospective employees within a specific criteria such as age, years of work experience, educational status, specific skills, and work history. You can even post a question for the applicants to see how they will answer. Most search engines are powered by companies that require registration. A monthly fee will be charged for the companies who want to avail of their database and other services. All in all, subscribing to an executive search engine is a good investment.
Executive recruiters
Beginning a new career, or trying to advance in an already well-established career, can sometimes be overwhelming. Even if you are a qualified professional with commendable work skills and experience, it is sometimes difficult to position yourself in the proper place at the right time. Mark Twain was fascinated by the effects that circumstances have on any one person's life. Finding that perfect career is a perfect example of this; even though you may be the most qualified individual for a position, you must rely on the proper circumstances to provide the opportunity.
So how can you affect an exterior influence such as circumstance? When it comes to finding a great professional career, executive headhunters and executive recruiting agencies can be your greatest ally. Working with a professional recruiter or executive search agent can make the job search process much easier, and building a relationship with an executive recruiter can expose you to opportunities you may have otherwise missed.
Executive recruiters sometimes called headhunters, search agents, or professional recruiters, act as a sort of liaison between qualified job seekers and experienced businesses. These are not job-placement agencies, but a much more involved, more long-term service used by companies to enlist qualified professionals for higher-level positions in (most of the time) specialized industries. Job-placement services tend to use a more "blanketed" approach to finding potential hires for a client company, such as "cold-calling". Most often, job placement services have very little or no previous knowledge of a candidate before contact is made.
On the other hand, headhunters are much more involved, and there priority mission is to find the most capable person to fill a position. Executive recruiters usually work more closely with their client companies to find an individual who will not only perform their job well, but one who will fit well in the client company's employment culture and work environment. Their main goal is to strengthen their client companies by introducing high-profile employees. The better the employee they help their client companies find, the greater their repute will be with both their existing clients, as well as any future clients.
If you are serious about finding a long-term, professional career with a successful company that recognizes the value of qualified individuals, a recruiting agent can help you get started. If you can provide the necessary skills to excel in a particular industry, recruiters can provide you with invaluable opportunities. While Mark Twain may consider himself a victim of circumstance, executive search agents may just be the masters of circumstance.
So how can you affect an exterior influence such as circumstance? When it comes to finding a great professional career, executive headhunters and executive recruiting agencies can be your greatest ally. Working with a professional recruiter or executive search agent can make the job search process much easier, and building a relationship with an executive recruiter can expose you to opportunities you may have otherwise missed.
Executive recruiters sometimes called headhunters, search agents, or professional recruiters, act as a sort of liaison between qualified job seekers and experienced businesses. These are not job-placement agencies, but a much more involved, more long-term service used by companies to enlist qualified professionals for higher-level positions in (most of the time) specialized industries. Job-placement services tend to use a more "blanketed" approach to finding potential hires for a client company, such as "cold-calling". Most often, job placement services have very little or no previous knowledge of a candidate before contact is made.
On the other hand, headhunters are much more involved, and there priority mission is to find the most capable person to fill a position. Executive recruiters usually work more closely with their client companies to find an individual who will not only perform their job well, but one who will fit well in the client company's employment culture and work environment. Their main goal is to strengthen their client companies by introducing high-profile employees. The better the employee they help their client companies find, the greater their repute will be with both their existing clients, as well as any future clients.
If you are serious about finding a long-term, professional career with a successful company that recognizes the value of qualified individuals, a recruiting agent can help you get started. If you can provide the necessary skills to excel in a particular industry, recruiters can provide you with invaluable opportunities. While Mark Twain may consider himself a victim of circumstance, executive search agents may just be the masters of circumstance.
Executive search solutions
Finding the right employee for a certain company position is not an easy task, and oftentimes it can be downright frustrating. Of course you only want the most qualified person to occupy the vacant position to maximize the productivity and strengthen the company. A bad hire can be a huge waste of time and money and a big cause for a headache. Traditionally, finding a prospective employee to fill a position is done by posting an ad in the classifieds section of the newspaper or a magazine. It can also be announced over the radio. After doing this, you just wait for the resumes or the applicants to come personally. There are head hunters that you can hire who have access to a lot of applicant databases. These methods are all still done today and they are fairly effective, but if you want optimal and wide-ranging results at an affordable fee with the convenience of 24-7 access to databases, then it is time to turn to executive search solutions.
Going online
The most convenient way to get prospective employees is through the Internet. There are companies that specialize in compiling databases of applicants and employers to ensure perfect matches for expectations and requirements. This way, they service both the job seeker and the employer. The reach of these executive search companies is far and wide so the information is rich and very valuable for the employer.
The search engine
The compiled database is organized in such a way that it will be easy for the employer and job seeker to obtain specific information they need. This assures a perfect match. An employer can search by criteria like work experience, age, skills, work history, educational background, salary expectation, and so forth. It can be accessed anytime and anywhere as long as the employer is connected to the Internet. Companies that offer executive search solutions usually require a small fee for the millions of viewable resumes available in their database.
Going online
The most convenient way to get prospective employees is through the Internet. There are companies that specialize in compiling databases of applicants and employers to ensure perfect matches for expectations and requirements. This way, they service both the job seeker and the employer. The reach of these executive search companies is far and wide so the information is rich and very valuable for the employer.
The search engine
The compiled database is organized in such a way that it will be easy for the employer and job seeker to obtain specific information they need. This assures a perfect match. An employer can search by criteria like work experience, age, skills, work history, educational background, salary expectation, and so forth. It can be accessed anytime and anywhere as long as the employer is connected to the Internet. Companies that offer executive search solutions usually require a small fee for the millions of viewable resumes available in their database.
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