Transferable skills can help you to change your career
Why are transferable skills important? Why are they being spoken about so often lately? What are they, and how can they help me?
If you’ve asked yourself these questions recently, then hopefully we can help answer them for you.
What are transferable skills?
Transferable skills are abilities that you can use in most roles and which you have accumulated throughout your life. They can be abilities that are taken for granted, but future employers will look at them as an essential part of positions they are trying to fill.
These attributes continue to develop throughout your career and can be “hard” or “soft” skills, transferable to each role undertaken. Your proficiency in each and their relevancy to an occupation are important, and they can help to prove your competency.
Why are they important?
Having a varied set of transferable skills usually shows that you have greater flexibility. This can be invaluable to employers who need a person who can cope with multiple demands on any given day.
The more diversity you can show as an applicant, the more potential employers will be interested in speaking to you. Your work and life experiences all count as transferable skills, many of which can be put to good use in most roles.
The very essence of a transferable skill means it can be taken with you when you change roles. They will improve exponentially throughout your life whilst also adding new competencies with each position you take.
The top 5 transferable skills
This is essentially the ability to understand how to plan for the future of a business. It is about knowledge of a sector and defining how you will reach business goals within that market. Understanding how to build a strategy and put it into practice is beneficial across a huge number of roles. Whether you work in Marketing, Sales, or Finance the ability to disseminate data and plan effectively is a crucial skill.
The ability to manage your time effectively is another indispensable skill that should ensure you are a productive employee. Being able to plan your day capably and identify the order in which tasks should be completed will improve efficiency immensely. This is a key skill that any business will be on the lookout for.
The four primary communication skills that any business will look for in a potential employee are:
Verbal skills – Essentially what you say and how you say it and how your tone of voice will be perceived. This also includes your body language and facial expressions.
Listening skills — Not just listening but listening to understand. Taking on board the speaker’s arguments and concerns and being able to formulate a concise response.
Writing skills — Having clear written communication is essential for success in any professional career. Having great vocabulary and grammar are universal writing skills.
Public Speaking — The ability to speak clearly in front of others will help you progress your career immeasurably. As will being able to build great slide shows, answer questions and defend your arguments.
Team WorkMost roles will have an aspect where you will be expected to work as part of a team. Exhibiting your ability to work with others will help to reassure a potential employer that you will offer a valuable contribution. Being a good team player shows you are happy to muck in when the going gets tough, whether there is any personal gain to be had.
Being an effective leader can go hand in hand with teamwork. Being able to put your hand up in a situation and solve a problem by driving the group forward is a key leadership trait.
Other leadership traits are the ability to delegate, plan, coordinate resolve problems and implement decisions.
You don’t have to be a Manager to be a Leader but by becoming a Leader you stand more chance of becoming a Manager.
If you are looking to change career for whatever reason then I would suggest having a look at the Careershifters site to help you get started. They have a wealth of information to help you navigate the best ways to go.
Alternatively, why not have a look at the current roles we have advertised on our vacancies page? Your next role might just be waiting for your there!
Will automation in the form of programmatic recruitment advertising take over the way we promote jobs?
At Net-Recruit, we are always discovering ways to attract the best candidates to the roles we advertise for our clients. This year, despite all that is going on in the world, is no different. Over the last few months, we have delved into some innovative ways the future of recruitment advertising might look. So, what is programmatic recruitment advertising?
Targeted advertising is one initiative we’ve examined which we think will play an ever more prominent role in the industry. Obviously, if you’ve written a great job advertisement then it should already be targeted to the type of person your client is looking for, but then what?
Using job boards, you are relying on applicants using that site at the time your ad is live. You then need them to use the correct search terms for your advertisement to be seen.
Surely a better way of reaching potential candidates is to serve your advertisement directly to them no matter where they are on the internet?
This is where targeted job ad’s come in. To make things even easier for the recruiter, where and how the adverts are served to the potential candidates, can be automated in the form of programmatic recruitment advertising.
James Whitelock of Think In Circles discussed this in his excellent blog, which is well worth a read.
Programmatic advertising will take away a lot of the hard work in finding potential candidates.
Programmatic advertising itself is not a new thing, having been used successfully for years in other sectors. It works because it ensures products are seen by a defined target audience based on a pre-identified set of factors.
These factors will include Gender, Age, Interests, Online Habits or Behaviours, and the type of device on which they access the internet. This is great for recruiters as it means they can spend their budget on exactly the type of person they need to fill a specific role with little wastage.
The bidding process works by only ever spending marginally more than the next highest bid which cuts overspend dramatically. You can also set your maximum click-through rate and a maximum number of impressions, giving you complete control.
Why will it be the future?
Programmatic advertising will be an important future resource by allowing for currently repetitive tasks to be automated. By targeting applicants using defined data, setting a budget, and tweaking the campaign throughout, you should ensure great results.
It will allow you to identify when and where potential applicants are most active. It changes you as an advertiser from hoping to be sought to doing the seeking.
Vacancies will also have a greater chance of being seen by passive job seekers. Those not currently in the market but like what they see enough to enquire about the role in question.
This, of course, depends on the quality of the visuals and message therein to make this happen.
This is where a recruitment company like Net-Recruit will come into play. With over fifteen years of experience in the recruitment advertising sector, we know what makes a good advertisement.
We have exceptionally good partners in the creative, job board, and advertising industries to ensure that if you place your recruitment campaign with us, you will find the absolute best candidates on time and to budget.
If you’d like to discuss how we can help you with your next recruitment campaign, please click here
Choosing the best recruitment agency for you can be a minefield. Whether you’re an employer looking to fill a raft of graduate positions, a small firm looking to recruit your next Mr or Mrs Reliable, or a candidate on the hunt, knowing how to choose the right recruitment agency for you is going to be the difference between a headache and a breeze. Whether you’re an employer or potential employee, every Recruitment Agency wants your business, so how do you work out if you want theirs?
Recruitment Agency Requirements: Which Side of the Fence are You on?
The first simple question is whether you are an employer or employee? Your requirements are going to vary hugely. Whilst there is information out there pertaining to both, such as WikiHow’s Nutshell Guide, you’re going to need some specific targeted advice for your circumstances.
Recruitment Agencies: The Employer’s Perspective
Recruitment can mean big bucks wasted with not a lot to show. On the other hand, expertly carried out recruitment by an agency might just be the difference to your profit margins this year. It depends on learning to play the game to your advantage.
What are your needs? It seems obvious, but before you dare pick up a phone or make a click of a mouse, be sure you know exactly what you’re looking for. It won’t take long before you’re being subjected to sales pitches, and if you don’t have a clear agenda of exactly what you are hoping to achieve from your recruitment plan, then you’re going to be sucked in to the first Recruitment Agency you contact without being really sure if they are right for your business. Before getting off the Recruitment Agency Starting Blocks, ask yourself: do we need temporary, permanent or contract staff? Are we looking for a certain number of positions? Do we need specific skills or general skills? What is my objective? Then match all further contact with Recruitment Agencies against this. Also make sure you’ve asked yourself – what do I want in terms of communication with my chosen Recruitment Agency?
Get Comparing Online: Get friendly with a Search Engine and start determining a short list comparing one Recruitment Agency to another by using online info. Compare differences from one to another whilst ensuring they cover your industry and have a good reputation.
Know Your Stuff: Get talking to your colleagues and business associates and ask for feedback and reputations on those agencies on your shortlist. Check that a certain Recruitment Agency that looks appealing is registered with the Recruitment and Employment Confederation (REC).
Get in Touch: Once you’ve got a honed shortlist, get in touch and get through the sales pitch. Ask hard and piercing questions about how they cast their net, how wide, and how they screen candidates as they bring in their haul. Ask for details about placement retention numbers. If they are worth their salt, they’ll be able to tell you. Ask what their ‘after-sales’ and guarantees are like.
Get Haggling: Don’t settle straight away for the fee and package they state, there’s room for manoeuvre.
For further great tips on Choosing a Recruitment Agency from an Employer’s Perspective, head over to LinkedIn Pulse.
Recruitment Agencies: The Employee’s Perspective
The thought of starting out on a new job hunt via a Recruitment Agency can leave you procrastinating and brushing up on ‘How to Block a Number’ on your phone. With a little preparation, it needn’t be like that. The purpose of a Recruitment Agency is to get them to work for you, not for you to feel cornered by them, so do some homework and go into the relationship certain of what you are looking for.
Ask Yourself Some Questions: Really, don’t just jump in feet first without asking yourself some pertinent questions first. What is your objective? What are your definite requirements? What can be negotiated on? Where are you looking? What type of company do you want to work for? Have in mind a clear vision whilst also being open to suggestions.
Get Hunting: Do some online research and collate a short-list. You’ll quickly be able to ascertain who covers your field, and how their scales tip towards the employer or the candidate. Ideally, you want one nicely balanced in the middle. You can dismiss any Recruitment Agency that doesn’t cover your niche.
Get Recommendations: both from your own network and from feedback and reviews online. You’re entrusting a Recruitment Agency to get you the position that you desire, a job you’re going to be heading for day in day out, don’t chance it. Listen for key phrases in feedback about the amount of contact you get, about whether people stay in the positions found for them, whether an agency has been true to its word.
Know Your Market Value: It’s worth doing this research before you actually contact any recruitment agencies. At the end of the day, the employer is paying their wage packet, and they want best bang for their buck. Therefore, you need to be armed and ready with a realistic and fair salary expectation before you even make a call.
Get in Touch: Once you’ve done the above homework and made your shortlist, it’s time to contact your chosen few. Ask for information about their screening process (you don’t want to have your time wasted turning up for an interview when you clearly aren’t a round peg for that company), get a feel for how they communicate with you – do they understand your skills? What have they currently got to offer?
If you’re a potential candidate and are looking for more pointers on choosing a recruitment agency for you, then have a read of this article.
Recruitment Agencies: Making the Grade
Whether you’re an employer or an employee always remember that a Recruitment Agency is working for you. It’s a relationship that reaps the best rewards when there are clear expectations driven by you. Choosing a Recruitment Agency can seem daunting, but with a little forethought and planning, you can choose the right agency for you.
It could be said that the problem with recruitment marketing is that it is a specialism that any Joe Bloggs thinks they can do. Generalists are all too willing, often fuelled by fears of expense, to believe anyone can do it. Whilst this may work on some level – you’ll get someone to fill your role – the chances are that you’re not getting the best, at the best price. Even more significantly, taking a generalist approach means that costs quickly ramp up to far more than if you had used an expert in the first place. Recruitment Marketing matters.
It might be possible to fight your own legal battle, but you aren’t going to do as good a job as a trained solicitor. It might be possible to cut your own hair, but it is likely to look worse than if you go to a trained hairdresser. It’s the same with recruitment: it may be possible to do it in-house but it’s not necessarily going to be best. In order to understand why, we need to debunk the myths of recruitment marketing and replace them with facts.
The Myths Debunked:
Myth #1: I know my company best, so in-house is best
You do know your company well, you’re the expert, but you’re an expert at what you do not on Recruitment which is a wild beast that needs to be tamed. You’re worried a recruiter will hound you or you will be sold people you don’t really want.
Fact: Recruitment Marketing is a specialist skill, and recruitment consultants want you to recruit a new employee that reflects well on them, so that you come back for repeat business. It would be counter-productive to a long-term relationship to simply encourage you to take any old candidate. Reputations matter. Additionally, a Recruitment Specialist can put in the time on recruitment so that you don’t have to, leaving you to get on with what you really do. Recruiters have one weapon up their sleeve that either an Employer or Candidate don’t: they know both sides of the fence, and spend their days jumping back and forth gaining the very best insights.
Myth #2: Recruitment Marketing simply involves posting on Job Boards
If you want a quick insight into what Recruitment specialists really get up to on a day to day basis then take a look at this description by Prospects. Or take our word for it – there is a whole heap more to Recruitment Marketing than simply utilising job boards.
Fact: If Job Boards were the be all and end all then Recruiters would have been out on the streets a long time ago. Job Board posting is simply not enough to repeatedly find, attract and motivate the best of the best candidates and match them to the right employers.
Myth #3: Recruitment Marketing is easy so anyone can do it
It’s not rocket science to understand. However, it is time-consuming. It also requires a level of experience, understanding and skill utilisation that goes far beyond that which the average generalist can provide.
Fact: Recruitment Marketing is a specialised area that involves a huge range of skills. For successful recruitment marketing you need to be adept at people management, administration, advertising, budgeting, social media management, and that’s all before the more refined skills of short-listing, interviewing and offer management.
Myth #4: Social Media is now the be all and end all of Recruitment Marketing
There’s no denying that Social Media is now an essential part to any worthwhile recruitment strategy, but it simply doesn’t work as a stand-alone element. Take the example of Hard Rock Café, who attempted a recruitment marketing campaign simply using Facebook – the result was a deluge of candidates, none of whom were screened, that made for a number too vast to actually process.
Fact: Social Media needs to be used as part of a Recruitment Sales Platform that includes elements of sourcing, screening and attracting. Social Media can be used for Recruitment Marketing but it needs to be done with an expert experienced hand, carefully managing Employer Branding holistically across the board.
Myth #5: Small or One Man Band Recruitment Marketers are just after a quick buck
These guys have a bad rap as cowboys, but in the majority of cases this is simply unfounded.
Fact: Often small recruitment marketers are in fact the best of the best. They are true consultants, experts at what they do, and with a proven track record and a reputation to keep. They may have a system or package that they know works, like our very own Campaign Builder – it’s an expert service affordably driven to ensure that you get the cream of the crop.
Myth #6: The best candidates will seek you out
Whilst it might be nice to think this, unfortunately it’s not true. The very best employees are often not even on the lookout, and have no problem in securing a job. Therefore, the converse is true: the best are unlikely to seek you out.
Fact: To entice and encourage the best, you need a recruitment marketing strategy that reaches deep to draw out the very best, make them believe they want to work for you. Sourcing can’t simply rely on an active pool of candidates, but needs to go beyond this.
Myth #7: Recruitment Marketing is too time-consuming
For fee-earners having to take on the task of the Recruiter, there is no doubt that Recruitment Marketing eats time. But it’s only a reality if you allow it to be so.
Fact: By using a Recruitment Marketing expert, as well as recruitment technology, you remove the time-consuming element and simply get to enjoy the fruits of someone else’s labour.
Myth #8: Recruitment Software can do it all for you
We’ve come a long way in terms of technology that can be utilised in recruitment. Databases have grown arms and legs and it’s all too easy to believe that the whole process can become a simple case of coding.
Fact: The human element matters. Recruitment software can’t replace intuition and gut feel, it can’t compare interactions and balance different feelings. It has its place in streamlining the process, but human interaction is still essential.
Once the myths are debunked, Recruitment Marketing can do its job: getting you the best of the best, employees that will drive your business forward, whatever their role and whatever your specialism.
Recruiters typically have full days, with plate spinning and priorities to juggle galore. Without some well thought out and aptly managed house-keeping it won’t take long before the House of Cards comes tumbling down. If you’re not up to scratch as a Recruiter there’s always another waiting in the wings, so it matters that you’re on the game and proactive at being successful. So how do the most successful recruiters ensure they keep their house ship shape and spick and span? We’ve compiled our favourite recruitment tips below to get you started.
The Early Bird Catches the Worm
There’s a good reason this article is about what smart recruiters do in the morning. Simply put, utilising the time before work and before the rest of your office has had their morning caffeine shot is the key to giving you the edge for success.
Early rising is a common trait found among the vast majority of successful people from politicians, including prime ministers and presidents, to entrepreneurs. You may not think much of Maggie Thatcher’s politics, but the Iron Lady was an early bird and there’s no doubting she got things done with focus and determination. Successful characters are known for their dawn-raids giving them a head start over the later sleepers.
Morning people are more proactive and, essentially, more productive. By carefully having a Morning Plan of Attack, you can become a smart recruiter by employing these top five good house-keeping for recruiters tips. So before you press snooze again and turn over for another 15 minutes’ slumber, think wisely about how this morning slot could make or break you as a successful recruiter.
#1 – Plan, Plan, Plan
By using the lull before the storm to make a map of your day, a detailed plan, you can take some of the thunder out of the storm itself when it hits. By making a daily plan and using it to keep on track throughout the day means you are more likely to realise your goals. Reflection is easier first thing in the morning after a good night’s sleep, so one of your first priorities of the morning should be to reflect on what needs doing, work out your recruitment priorities, and make the most of the uninterrupted problem-solving time.
Importantly, you need to commit the plan to paper (or the electronic equivalent!) that can serve as both a checklist and a motivational tool. If you haven’t got one already, consider using a free app like Any.do to help you organise and manage your day. Advance organisation cuts wasted time later on. Don’t forget to plan in breaks – well-rested recruiters are better recruiters.
#2 – Make Your Day Top Heavy
When making your map of the day using your Early Bird time, make sure you load tasks and actions into your schedule in a top-down way. Make sure the meatier, harder tasks are up there at the start of the day. Why? Because by getting the hardest tasks done first you use the best of yourself for the trickiest elements of your job. Additionally, it doesn’t loom over you giving you a sense of doom to you for the whole day. And, last but not least, tough tasks are guilty of being procrastination generators.
It’s amazing how much time you can ‘waste’ in a bid to avoid the real task. Therefore, if you’ve got a tricky customer to call, or a report to write, schedule it in for first thing on your list. This means that as your day goes on you are rewarded with the easier and more mindless tasks when you don’t necessarily need to be at optimal best.
#3 – Visualisation
Entrepreneur.com assert that all the most successful Entrepreneurs have one trait in common: visualisation. By focussing on and seeing yourself achieving your goals, you are more likely to actually achieve them. By taking a cheeky 10 minutes to hone your visualisation skills, you are actively driving your success. There’s nothing “woo” about it if it means you have the cutting edge. For handy tips on how to get started with visualisation techniques check out these ideas.
#4 – Stay Ahead of the Game
When you work in Recruitment life gets a tad full. It’s easy to spend all your time on the minutiae of individual jobs and necessary fire-fighting and the endless tennis game of communications and lose sight of the bigger picture of your industry. For successful recruiters, it is essential to spend a short part of your morning routine keeping abreast of your industry. Read articles and news pertaining to your business so that you can follow and predict trends.
Winning and influencing people, which is essentially the prime aim of Recruitment, requires knowledge and information that can be rapidly out of date if you don’t stay ahead of the game. Additionally, nurture and spend time on mentor relationships, enabling you to learn from the best of the best. Lifehack believe another trait in common among successful people is having and utilising mentor relationships.
#5 – Be Social
Finally, part of your Early Bird Catches The Worm approach should include making time for your Social Media body scan, as well as analysing job boards and client websites to find out information but also to show your visibility and presence. By connecting and reconnecting with your network you build the links to take you from a good recruiter to an excellent recruiter.
Smart Recruiters know that by taking a little time first thing every day, for a spot of house-keeping following the above tips, then their day will flow more productively and success will follow as a natural by-product. The difference between average and able is the ability to approach the day with planning, purpose and being on the second lap whilst your competitors are still on their starting blocks. Be proactive with your day, not reactive, and you’ll have those plates spinning in sync in no time…and a solid house of cards that won’t fall the minute a new candidate so much as breathes in your direction.
Flat Fee Recruitment does exactly what it says on the tin; Outsourced Recruitment which is charged for as a basic upfront fee rather than as a percentage of salary for services rendered after an appointment has been made.
The reason that many companies choose to go down this Flat Fee Recruitment route rather than using a traditional recruiter is usually to do with cost: a typical Flat Fee Recruiter will be able to buy job credits from numerous job boards at a fraction of the cost an employer could do for a single vacancy and in most cases will pass some of the savings on to the recruiting company.
Advantages of Flat Fee Recruitment
A job vacancies posting purchased through a Flat Fee Recruiter will usually be placed on to numerous job boards at a cost which is similar to the fee an employer would be charged to place their vacancy on to a single job board; this makes it a very attractive proposition if price is your sole concern.
Another advantage to Flat Fee Recruitment for employers who have multiple positions to fill is that if you have to find, for instance, five Sales Executives, you should be able to fill these positions with just one advertisement and only pay the up-front fee, provided enough good applicants come through of course. If you were to fill these five Sales Executive roles through a traditional recruiter it would cost considerably more.
Separate The Wheat From The Chaff
The downside to Flat Fee Recruitment is that if your advertisement doesn’t attract the right kind of applicant then there isn’t really a comeback, you’ve already paid for the advertising so if it doesn’t work then you will have to pay again and will still not be sure you will fill your position; although of course, this could happen if an employer were to place their vacancy direct with a job board themselves.
Is Flat Fee for me?
The Flat Fee proposition can be a good one if you are looking to get a job live quickly and can afford to wait if it doesn’t work out the first time the role is posted; if however you need to make sure the right person is in position from the word go then it’s probably advisable to seek the help of a traditional recruitment agency or one of the few companies like Net-Recruit who provide a hybrid service which hopefully gives our customers more choice and control of their recruitment campaigns.
Hopefully the information above will be of some help to those of you who are thinking of dipping your toes in to the world of online recruitment for the first time and will help clarify a few things for those of you who recruit online regularly but have always used a Job Board directly of have used a traditional Recruitment Agency.
If you wish to know more about how we conduct our business here at Net-Recruit please have a look at our article entitled Online Recruitment Explained.
With the big day fast approaching, chances are most companies will be looking for seasonal staff this christmas to cover staff leave or to help cope with a sudden surge in demand for a product/service. There are certainly plenty of candidates out there who are keen to fill these roles so we won’t discuss how to recruit seasonal workers in this article, but more so the matter of keeping a new temporary workforce motivated and productive.
Just like it is with permanent staff it’s also very important to keep a temporary workforce motivated for a number of reasons:
The happiness and motivation of worker directly correlates with their productivity.
An unmotivated worker could end up delivering poor customer service, which in turn could lead to a plethora of hangovers and an overall negative impression of your company.
Unmotivated staff may show a lack of commitment to the company
An unmotivated worker may pay less attention to quality/detail
So now you should be starting to understand why it is important to motivate your staff this christmas, be they a temporary or permanent member of the team, let’s look at some easy to implements ways of achieving this.
Respect your staff – Acknowledge their work efforts, offer compliments where due and if deserved you could perhaps offer small bonus.
Encourage current workers to engage with the temp staff, making them feel welcome and able to ask for help when needed.
No matter how big or small the position, try to create a detailed job spec and plan of action for your temp staff. This will ensure they know what is expected of them from day one and will also create a sense of importance.
Make an example of the best workers – For worthy candidates the presentation of an award in front of peers with acclaim from the boss for a job well done is a fantastic way to spread the Christmas joy and creates positive lasting memories.
If feasible, it may be the case that the position a temp worker is filling may become a full time vacancy in the new year. If this is the case be sure to express this intention and watch the best workers shine through.
Here at Net Recruit we receive 100’s of C.V’s every day and often come across candidates who submit a C.V. but fail to state their current location or where they are willing to travel to. So here is a quick tip from the Net Recruit team…
Please let us know your location! If the position is based in London and you live in Edinburgh it is important that you let us know that you would be willing to relocate as let’s face it, it’s going to be a long commute if not! Equally important if you live outside the UK too.
Just remember this could be the difference between your C.V being selected or binned during our candidate vetting process.
Obtaining your dream role as a recruitment manager can be achieved if you consider and pursue the right steps, at the right time and in the right direction. The industry is very competitive these days, therefore, you need to showcase some exceptional qualities for any company to trust your judgment and allow you to undertake their next recruitment exercise.
Naturally, it would be beneficial to have some experience in the recruitment industry, during an interview you should try and have a demonstrate a background of knowledge in the core values which some companies hold in high esteem when they are searching for recruitment managers or human resources professionals online.
However, that aside, it is also a known fact that most successful recruiters did not study human resources back in school. They got into the profession, with their natural gift and they made it to the top.
For you to succeed in getting recruited online as a recruitment manager or consultant, you should
show that flair for interactivity with different types of people, you also have to show that you are naturally
outgoing and self motivated.
You might be wondering how the companies will identify these treats. Most companies recruiting for
recruitment managers or human resource executives make all applicants go through personality tests
online. Such an online personality test will enable them identify the type of person you are and how social
you can be…
Here are our top 3 tips for helping you land your ideal role as an online recruitment manager…
First Tip – Develop your talent management skills
Acquisition of talent is the basic interest of most multinational companies and talent management is
one of the key factors potential employers will be looking for as they access your online application.
If you can give references of your success in managing talents in a variety of different fields, it will definitely give you an edge in your online recruitment job search.
Second Tip – Price negotiation
As you will be uploading your CV and application online for that recruitment management job, try as much as you can to tell whosoever that will have access to your application about your abilities in price negotiations. Most companies would like not to over pay their staff and they know that the best time to curb that is from the recruitment exercise. Therefore, if they know you’re a professional price negotiator, your application will be given better consideration.
Third Tip – Ability to spot lies
If you can identify when people are telling lies, you will be a hot cake in the industry. Most applicants lie a lot in their curriculum vitae and companies will pay anything to get the truth from any potential client about their past and their personality. Therefore, if you can prove to your potential employers that you can identify lies through interaction together with the available hard copy of any potential employer they will have no option than to choose you.
If you can implement the tips from this article, you will definitely grab that recruitment management job