Articles and opinions - execz recruitment team 

New Articles:

13 February 213 - Demand for 50+ year-olds to increase in the Job-market by Execz

2 March 2012 - Do you know who you have hired? by Execz

2 March 2012 - Counting the cost of recruitment by Execz

27 October 2010 - The importance of feedback to recruitment agencies by Execz

28 September 2010 - Why use our services instead of employment hubs?  by Execz 

1 October 2010 - Is corruption in recruitment in large companies on the increase? by Execz

 employhubs

 

 

Why use our services instead of employment hubs?

 

An honest view from Execz!

 

Thank you for visiting this page. Employment hubs in our perspective has its place to collect CVs etc. employers can use to their benefit, However, please consider the following:

 

1. Have the candidates you have found on employment hubs been properly

   screened?

 

2. How much time and effort will you spend reading hundreds of CVs?

 

3. Why is it that the frustration levels of recruitment employees in your

   company is so high with both existing recruitment agencies and

   employment hubs?

 

4. Why is your cost in your own company to recruit employees so high?

 

5. Who and what are you interviewing and how?

 

6. You have spent considerable time and effort in devising your business

    strategies. Do you have the necessary specialist skills in your organisation

    to place the appropriate employees that will assist you in executing your

    strategies?

 

7. Why are you getting so frustrated in your search for the right people?

 

8. Why is the turnaround time for placement so long?

 

The list goes on.  We believe that employment hubs create a false sense of optimism with people, both the employers and job seekers. Frankly there are also many recruitment agencies in the industry that follow a shotgun approach. They act as post offices and will send the employer vast numbers of CVs hoping that one CV will hit the target. This practice has harmed our industry considerably, especially considering that at Execz we employ qualified HR practitioners who work hard at maintaining the best service levels to our clients.

 

The time, effort, screening, pre-screening interviews, matching, integrity checks, background research etc. will take a huge amount of time from your human resources and recruitment employees in your company thus allowing less time for them to match a candidate to your strategies etc.

 

It is therefore that Execz provides this service to your HR and recruitment employees.

 

Using Execz instead of employment hubs will guarantee the following:

 

1. We will not waste your valuable time. Our searches for the correct people

    are specific and our matches as close as humanly possible.

 

2. We do not spam our clients with inappropriate CVs. if we cannot find the

  correct person in time, we communicate that to our clients. We remain

  honest to our clients at all times.

 

3. The integrity of our short-listed candidates have been/will be checked.

 

4.  Our sourcing of candidates is specific and we specialise in finding the

     correct candidates - reducing turnaround times and finding the right people

     with the right skills.

 

5. Be wary of job hubs, recruitment agencies that market themselves saying

   that they have thousands of CVs to choose from. Frankly, they want  YOU

   to pay THEM to do THEIR work. This, in our view is not honest business

   practice. Execz also has a database of thousands of CVs, however we feel

   that your database of CVs means absolutely NOTHING if you are looking

   for, for instance, an engineer that is hard to find. Highly professional people

   do not spend their time placing their CVs on databases - in fact you will

   not find a highly professional person's CV on a database easily. 

   These skilled people, will, when they are in the market, search for the

   appropriate job with the appropriate salary. Then they will apply for it and

   not waste their time.

 

6. Another issue Execz has with job hubs is that when a company

   subscribes to such a hub to look for CVs, they will find their own people's

   CVs on their too. This means a company's employees may be exposed as

   looking for employment. We all know that confidentiality in companies is

   paper thin. 

 

7. Don't get us wrong, we do believe that one can find a good CV on a job

    hub, however our experience is that there is so much useless CVs on the

    job hubs, as well as their search functions usually a off-the-shelf products

    that posts more misses than proper results. This means your internal

    time+costs+effort = a waste of company resources and we all know that

    in  modern times we must use time optimally in efforts to manage costs

    better.

 

8. Ever found that you receive the same candidates from the same number of

  recruitment agencies? This is symptomatic of recruitment agencies being

  too lazy to do deeper searches for the right candidates. That is why Execz

  has been so successful on the African continent - Its about doing our work

  properly.

 

 Execz offers to do all the tedious and hard work for your company so that

 your recruitment and human resources employees can do their work faster

 and better. So that you can free capacity for more important work in your

 company.

 

The argument that recruitment agencies are expensive is not really true if one considers the impact of the internal recruitment processes vs. outsourcing. At the end of the day its about appointing the right recruitment agency. 

 

Execz offers a retainer option for companies, flexible payment terms for smaller companies, and we are definitely not the most expensive, our entry fee is 14.5% on annual CTC.

 

Please contact us should your require more information about our Labour Consulting Services, Human Resources Solutions and Training Seminars.

 

Thank you for reading our pages!

 

The Execz Team

 

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corruption

Is corruption in the Recruitment Industry on the increase?

By Execz Editorial Team

 How clean is HR in large companies?

Strange behaviour of human resources staff in companies may lead to candidates not being sent through for final selection. In the busy environment where recruitment and selection van be taxing in time management, especially in large companies where the HR Manager or HR director cannot always be at the forefront to screen CVs, can open possibilities for staff to take backhanders.

Execz as a centre of excellence and a highly effective and ethical company is vehemently oppose to this practice and it should be rooted out in its entirety. Just as Banks and financial services organizations have a black list of corrupt banking officials. Execz promotes the idea for such a list or database in the Human Resources and especially the recruitment and selection industry.

The recruitment industry has had their fly-by-night agencies harming the industry considerably.  Corruption in companies by taking backhanders is leaving the professional agencies such as Execz in the cold. Our people, trained Human Resources Practitioners will waste considerable time and effort at huge costs to the agency in advertising, interviewing, screening and selection and short listing candidates. Frankly, Execz views corruption as criminal activity that should be reported.  Both the agencies taking part in such activity and human resources practitioners in companies taking bribes or backhanders in companies, should be banned from the industry for life.

What are the signs to look out for? Any one of these five behaviours should be taken seriously:

1.       The HR practitioner promotes CVs of a particular agency all or most of time

2.       Telephone call records from the company are always made to the same agency. Agencies usually call in and more than frequent telephone calls to the agency can indicate that a syndicate is at work.

3.       Other agencies start complaining that they are not receiving feedback on their candidates they have submitted.

4.       The HR practitioner shows a lack-luster attitude towards other agencies are coming to the fore.

5.       The HR practitioner starts sabotaging the company’s relationship with other agencies, even though a substantial procurement process have been followed.

Impact on Reputation

How companies treat their suppliers have become an important reputation driver for companies and their brands. Companies not taking action and by not investigating suspected corruption in the HR department may stand the chance of having their reputations tarnished.

 It takes years to build a brand and a solid reputation but minutes to destroy a company’s reputation. Companies labelled  as corrupt and /or dirty companies surely will not attract the talent they need to position them above their competitors and will certainly not enjoy support from customers.  We are certain that it is just a matter of time before suppliers start leaking news of corruption in companies.

“The alarming fact is that we suspect corruption in recruitment is on the increase,” says Bernu van Zyl, Execz’ head of operations. “We urge all our clients and companies in general to be on the lookout for the signs within their companies.

At Execz we promote ethical behavior. We have a Zero tolerance for bribes, sharing of commission with HR practioners in companies and our employees know it. Any Execz employee found to make him or herself guilty of such behavior will be dismissed on the spot,” he adds.  In fact we may bring criminal charges such as fraud against our employees if we are sure that we will be able to prove same,” Van Zyl concludes.

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Feedback

 

The importance of providing feedback to Recruitment Agencies

By the Execz Editorial Team

An HR practitioner or manager heading a company’s recruitment must ask, “Do my recruitment specialists provide regular and adequate feedback to the recruitment agency who has submitted candidates for a vacant position?”

Why is feedback so important? First of all, if recruitment agencies start realizing that a company is slow with feedback, they will submit their top talent to other companies who has a culture of responding fast on submissions. Recruitment consultants at agencies work on targets, reporting to their managers and also wish to maintain a healthy relationship with top talent in the market place. This means that a company may lose out on hiring a top performer.

Many recruitment agencies have a list of Hot and Cold companies.  Hot companies always respond fast to the recruitment consultant while cold companies, who are very slow to respond, gets placed on the cold list. This means that a recruitment agency may not work as hard on specs from the cold companies and again, the organization may lose out in employing the best talent available in the market.

News spreads fast

Word-of-mouth reputation damage is industry damage.

Many recruitment agencies attend seminars and many recruitment agency specialists exchange information with each other. This means that a company who has a culture of not responding when CVs are submitted may get their reputations tarnished. How?  Recruitment consultants may gossip. They may even refer to a company as “I am sure that X working at XXX company is taking bribes and backhanders, maybe that’s their culture…” This surely brands an organization who had built its brand over many years as corrupt.  This is a classic example of reputation damage.

Suggestions of how to improve communication flow and feedback to recruitment agencies

Using automation in business cuts down on time. A good suggestion is to script an e-mail in advance. Something that will read like:

Dear Xxxx (use the name of the recruitment consultant)

APPLICATION FOR XXXXXXXXXXX (Vacancy)

1.       Thank you for the CVs we have received.

2.       We expect to provide you with feedback by latest xxxxxxx (date)

3.       Should we have news earlier, we shall inform you as a matter of urgency.

Yours sincerely

Xxxxxxxxxx

The auto mailer of just a few words is important as it manages expectations. The recruitment agent can thus manage applicant expectations. A short letter can save the company’s reputation, in fact, enhance it in the Recruitment Industry.

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Counting the cost of recruitment

Counting the cost of recruitment

The general assumption is that recruitment agencies are expensive. Nothing can be further from the truth. So says Executive Search and Recruitment firm, Execz Executive Placements CEO, Errol Smith.

“If one considers that companies who do their own recruitment have to pay full-time employees for the function and that there is always a fair chance that they may hire the wrong people, it can be far more costly for companies in the long run,” he says.

Smith says using a recruitment agency will save the company costs in terms of not having to add a recruitment consultant to the wage bill and not having to advertise the position in the media, which in itself is a very expensive exercise.

“Also, if one considers the time spent on artwork, cost per centimetre column, the expensive adverting hubs and job portals, the hidden costs, not mentioned here, may run into the  thousands,” he added.

He says a common mistake by companies who regard recruitment agencies as too expensive have a short-term view on the matter. “Imagine an HR practitioner who needs to do recruitment while also doing other work. Many man-hours will be lost by doing interviews.  The selection process in itself is time-consuming. Considering all the factors, doing one’s own recruitment may run into the tens of thousands of rands.

Then there is risk. Top talent today are hard to come by due to a number of reasons.  It is our experience that companies who do their own recruitment through their normal HR employees also require them to do a lot of other HR work too. They lose valuable time due to the process being cumbersome. The costs of losing out on top talent can also be huge. He says that the skills shortage for high performers in South Africa has resulted in companies needing to employ only highly talented A-players for their internal HR teams as the value of recruiting top talent for an organisation cannot be measured in monetary terms.  Smith says the race for employing top people is intensifying – this means your recruitment consultant in your company needs to be top talent while speed and urgency makes or breaks.

He says according to research conducted by Topgrading™ gurus in the USA, the costs of a miss-hire to a company can be as much as the total annual salary of the incumbent. However, if one hires the right talent it can mean an increase of between 20% and 30% on the company’s bottom line.”

Smith says recruitment agencies have managed to become very efficient in managing the costs described.  They also offer a guarantee that if the candidate leaves within the first three months, the next placement will be done free – this resulting in yet another cost saving to the company. Most importantly, some recruitment agencies such as Execz, has a customised fee structure, rendering the recruitment process even more affordable.

He says agencies such as Execz has built up a large database from which they can source the right candidate quickly. This eliminates frustrations and, most importantly, the time taken during the process to on-board the candidate.  Smith again emphasised that the time factor remains the most critical as the perfect candidate may be hired by competitors if the company takes too long to decide or if their internal processes are too cumbersome.

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Do you know who you have hired?

Do you know who you have hired?

“The criminal and ITC screening checked out and it went well during the interview and the candidate answered all the questions correctly. We were convinced that even the competencies required for the job were adequately addressed during the interview. Unfortunately, now that we have hired the incumbent, we realise it was all just talk.”

Execz Executive Placements CEO, Errol Smith, and developer of the Execz High Performance Hiring Model (HPH) for senior and executive management placements, says this scenario is common. Disappointments and miss-hires are all due to challenges in the hiring process.

“While focus on competencies and cultural fit are usually emphasised, the most important aspect of past behaviour is often overlooked.  Even worse, an internal candidate that could have been considered was also overlooked and left the company for not being given the opportunity to apply for the position or not considered at all. The result is that the organisation may subsequently experience a crisis within a crisis – specifically in cases where it’s about a scarce skill,” he says. “In some cases it can take up to or even more than three months to plug the hole. Imagine the organisation is servicing a large entity like a government parastatal or department – the miss-hire may even result in the organisation losing a contract worth billions.”

Smith added that general recruitment companies, even executive search companies used by at least 200 top international companies, say that in their experience a mere 21 out of every 100 people (21%) they hire turn out to be high performers.  Alarming research also confirms that hiring people can mean as much as a 30% difference on the bottom line.

He says the fact remains that a company is only as good as its best employees.   We have learned that If companies are able to recruit high performers these high performers will only hire other high performers. On the other hand, if a company has mediocre employees, these employees will only hire mediocre employees.  Smith says there is much truth in the saying that birds of a feather flock together.

He says his experience indicates that in the South African environment the emphasis is most often to obtain skills, which in itself can be scarce. Skills in the South African environment translate to competencies. Regrettably, this assumption still leaves gaps for miss-hires.  He says research at hand indicates that a miss-hire can cost an organisation as much as the total annual salary of an incumbent to correct.  Considering the global financial crisis and companies’ focus on efficiencies, caution in hiring has becoming critical.  

Smith says a successful and efficient Hiring Model isn’t only a screening process. In most cases it can assist in identifying the factors and behaviours that prevent a very talented individual to reach his/her potential and to become an A-player. In scenarios where the fundamentals are in place, a combination of EQ discussions, life coaching and personal development programmes can assist the employee to rise above others.

In our minds business change is happening globally and companies employing best practice in the hiring process will in fact be the only ones that will grow, succeed and become tomorrow’s top-listed entities.  Organisations that are still of the opinion that it’s normal to only have 10% - 20% of the total workforce as high performers (A-players), 70% adequate performers (B-players) and 10% underperformers – live in a comfort zone that they are happy with, but will regrettably not survive the challenges of the future. Why?   This practice actually means that it’s fine to have 90% of your work force to be mediocre while competitors will be attracting the best talent that is available.

Can the hiring process play a role in disqualifying B-C players and getting the right A-players into the organization?

Smith says there are a few factors at play. Among these is of course the interview – an important element in the selection process as well as the screening process involving background checks, the normal criminal and credit stuff, but most importantly the focus on past behaviours – the most important element often left out in the selection process. He says HR scientists agree that past behaviour = future behaviour. An efficient hiring process, as in the case with the Execz HPH model, checks not only involve the candidate’s references, criminal records or similar. High Performance Hiring involves researching further and much more deeply into past behaviours, and the findings are scored scientifically.  The key is to look for the high-performing behaviours or the lack thereof.  This, underpinned with a few psychometric tests with appropriate emphasis on Emotional Intelligence (EQ), will reveal the behaviours or lack thereof that are critical when considering appointments in senior managerial roles.

Smith says recruitment and selection isn’t an exact science, or a 100% guarantee against a miss-hire. Similarly, while the Execz HPH process cannot guarantee a candidate 100%, it can be considered as a thorough, more reliable selection process due to its revealing nature.

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Demand for 50+ year-olds to increase in the Job-market

“Excuse the dust as it has been on the shelf for a while, but I have a really matured, sleek and moderately expensive one – that tick all the boxes and that’s been waiting for a great opportunity such as this.” This may very well be the answer you’ll get from a top recruitment agency in future says Executive Search Firm, Execz Executive Placements,  CEO, Errol Smith.

He says companies will have to look at incumbents that may even be more than 55 years old.  Most of them tick all the right boxes and most of them are informed about managing their health and stress. The most important factor is that most of them have a wealth of experience and know-how.  They are - and carry within their heads - the real institutional knowledge of the organisation.

It would therefore be very prudent for any organisation to look within their ranks for these solid performers and protect and retain them as far as possible.  The question is why are organisations so sensitive in hiring people over the age of 50?

It is within our experience that older employees seem to be mindful of costs and how to manage budgets more efficiently.  Smith says that in most cases people at the age of 50+ are very productive. Most of them would have stopped smoking, they seem to be at work very early to miss the traffic and they work later for the same reason – so they tend to give the employer more value in return for the wage-bill.

They are also skilled at looking through the clutter and when it comes to delivery seem to be spot-on with what was required. You will find your solid and core talent of your organisation fall with the 50+ age group.

It’s not surprising that Great Britain changed the retirement age to 67 for people retiring in 2028. It will affect more than 8 million people. “Factors such as life expectancy and people living longer and having fewer children may have driven the UK’s decision,” says Smith.

“Countries such as Finland and Iceland have statutory retirement ages set at 67 and 68 respectively. Ireland’s retirement age is 66.  A 55-year old has about 11 to 12 years to work before retiring. Considering people stay at companies on average three to four years, a 55 year-old may have three tenures left.  We need to move from the mind-set that people who are 55 and over do not have the drive, energy or passion. Nothing can be further from the truth,” Smith emphasizes.  

Besides, with our country’s national skills crisis and the exit of SA’s top talent to other countries – the time to pick and choose - and appoint the young 40 year-old highly qualified and networked person that ticks all the boxes and who is a regarded as an industry high flyer with a proven performance track record - is over.

“These people are already in senior executive positions and the package to attract them will have to be huge – that is if you can find them,” Smith added.  We know of companies who have interviewed more than 20 senior high flyers for an executive job and still couldn’t find the right person. They have now contacted us to assist them. This is an indication that the talent pool is continuing to shrink.  It is also an indication that South Africa’s skills crunch is worsening.

“The over-all talent level of people applying for jobs are becoming a huge challenge for our country says Smith. Employment Equity candidates that are ticking the right boxes are also becoming extremely expensive and even multinational companies are frowning on the salaries these top people are expecting – especially in the mining, engineering and services sector. These salary expectations are just not sustainable, says Smith.

He added that the views expressed by many business leaders that South Africa’s skills are mismatched are in fact being felt in the recruitment industry. “The question is not that we do not have skills, the question is whether we have the right skills,” he says.   With the high unemployment rate it is frustrating but also and heart-wrenching to see how many people apply for a job that’s being advertised and who do not match the requirements at all.  He says the trend reaffirms the notion that organisations will have to seriously start looking at the 50+ age group for the right skills requirements.

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