What do think it most effective?- Apply direct- Via jobsite, linked in- Recruitment consultant- Refferal

ReferralDirectRec consjob boardin that order

Blimey! It would take an essay-length reply to do this one justice. In fact, make that dissertation-length!!One of the key things you need to assess - really objectively - is whether you are a perfect fit for the role or not. The answer to that will massively impact your next steps, as will other factors. In brief:- Apply directYou can waste a TON of time applying direct to companies via their careers sites. Firstly the application forms and processes are often extremely drawn out affairs, requiring you to create bespoke answers to questions and to tweak your CV / resume to fit the requirements of the application system. Applying for half a dozen roles this way is a huge time drain.Worse still [b]because there is no cost to companies in having roles advertised on their sites[/b], there is a significant issue that companies will advertise roles that are non-existent or speculative at best.... and will not remove filled roles as promptly as on sites where they have to pay for a presence. Let's face it, which consulting firm wants their client to look at their corporate website and see they're hardly doing any recruiting. Doesn't exactly fill the client with confidence does it?! So these direct channels will also be kept well-stocked with openings - to the detriment of your time and sanity if you choose this as your application route.Companies do like to hire direct as this avoids the placement fee cost of using a recruitment agency, but going direct via the company site isn't the best way of achieving this...- Via jobsite, linked inThese two have to be split out!Job boards, such as Top-Consultant, are appealing to employers because they are a very low cost source of hires (a few hundred pounds per hire would be typical). But they also do carry a cost, so employers are incentivised to only advertise genuine open vacancies. They also often allow the candidate to apply simply with a CV (or LinkedIn profile), so the time investment to make an application is much lower.LinkedIn's job board - amongst the recruiters I speak with - is regarded as producing poor results. Recruiters place adverts here if they've been bundled in as part of their LinkedIn subscription, but what they really rely on to make hires is approaching candidates directly on the site. The key for the jobseeker is therefore to have a keyword-optimised, compelling and complete profile - so that recruiters looking for someone with your skills have the maximum chance of finding you; and are convinced to want to contact you based on what they read in your profile. For more on doing this, see:[url]http://www.social-hire.com/career--interview-advice/1366/linkedin-jobs-bonanza-for-those-in-the-know[/url]- Recruitment consultantLet me say 2 things about the role of recruitment consultants. Firstly, even today quite a lot of hiring activity is entrusted to recruitment consultants. Think of situations where consultancies want to make hires discreetly (not hard, right?!) and they are the main channel by which such hires can be made. So ignore at your peril.Secondly, the other channels produce massive volumes of applicants. If your CV is a perfect match for the job specification (based on their criteria, not your belief that you could do the job), then you may well secure an interview with the employer by going directly or via a job advert response. But in a lot of instances, candidates are a good fit for a role - but "on paper" they come up a bit short. This is where a recruitment consultant can be highly valuable to you the candidate. They put forward a select few candidates for each role - and so if you can win over a recruitment consultant that you are a good fit for a role, that can often secure you an interview that a direct application would have put in jeopardy.The cost of making a hire this way is significant - 20-25% of your first year's salary as a fee to the employer would be normal. So employers will try to hire direct when they can; but there are enough instances where they cannot that you shouldn't discount this route, particularly if your candidacy isn't a perfect fit for the roles being sought...- ReferralLast but not least are referrals. These are universally accepted (and proven in surveys) to be employers' preferred source of new candidate hires. Typically hires are made faster than via other channels - and go on to be employed for a longer duration than hires made any other way. So employers love to make hires this way when they can. So drawing on your network to open as many doors for you as possible should certainly be one part of your application strategy. But chances are only a fraction of the companies you would like to apply to are ones where you have a contact good enough to be able to facilitate a referral into a role.Hope this is helpful.Tony Restell

I prefer employment agency because employment agencies are specialized in providing trained and qualified people to fill vacant positions in the industry. The present scenario of the market is such that the IT companies want market-ready or experienced people to make the most of them. The IT employment agencies in London have databases of IT professionals that are categorized according to skills, specialties, achievements, experience etc. As per the requirements of the hiring companies, candidates are shortlisted and sent to the companies for interviews. Recruitment agencies act as intermediaries between the candidate and the employer. Smooth passage of information is ensured by such agencies. Chances of getting the desired candidates are much higher if an employment agency is involved because they have an expensive database that can be used to locate the candidate with the requisite skills and qualifications.

The problem of hiring under-qualified candidates decreases because the CVs of the candidates are properly screened and analyzed by the consultants of the recruitment agency. So, the companies can rest assured that the person who is recommended by the agency would be the best suited candidate for filling the vacant post.

employment agencies are a good choice to spend your money on, because the returns would be beneficial and long-term, which in turn would help your business scale new heights.

Best channel for new role - has to be the English Channel Romanians and Bulgarians coming in their droves as I type this -allegedly I must add !happy new year all DC

[quote]What do think it most effective?- Apply direct- Via jobsite, linked in- Recruitment consultant- Refferal[/quote]Personally having had over 5 years of experience recruiting into consulting the referral or recruitment consultant options tend to be best. 1. ReferralThis really depends on who your referral is. If it's just a mate who works there then they have very little impact on the process and once your application is in have little control over the speed of the process and the outcome. That said if your referral is a Director or Partner and you are trying to join their specific team then obviously this makes a big difference.2. Recruitment ConsultantAs I'm sure you know it's in our interest to get you through the relevant processes with a positive result and we have all of the connections not only with the hiring managers but also with the relevant people on the HR side and thus can make things happen reasonably quickly. Equally many of my clients actually rely on a select few recruiters to do their recruitment for them as they don't have the time or resources to do it themselves.Hopefully this advice helps.Good luck

[quote]-2. Recruitment ConsultantAs I'm sure you know it's in our interest to get you through the relevant processes with a positive result and we have all of the connections not only with the hiring managers but also with the relevant people on the HR side and thus can make things happen reasonably quickly. Equally many of my clients actually rely on a select few recruiters to do their recruitment for them as they don't have the time or resources to do it themselves.[/quote]You'd have to qualify what a 'relevant process' entails for a head hunter. In my experience (and that of others I know) it often seems to be one where the candidate is probably slightly too good for the role on offer, thus trying to impress your client with the calibre of candidates you can source. However, it can also drive you candidate to despair by either:a) wasting their time, or worseb) making them think there's nothing better for them out there than the irrelevant/uninteresting roles you try push down their throatIn short, if a candidate is hands-down perfectly qualified/experienced for a certain position, a rec. consultant can be a great way to expediate their way in. If a candidate wants to try push their boundaries, I'd say the rec consultant approach would be a very frustrating one.