Interview Expenses: Should they be Reimbursed?

We recently had a client of ours cancel an interview after the candidate asked for his travel expenses to the interview to be covered.

 

This might seem like a rash decision on the part of our client and we understand that many candidates would feel particularly aggrieved if they found themselves in a similar situation. After all, some companies do pay for interview expenses - don’t they?

 

The answer isn’t always as clear as a simple yes or no. That’s why we’re going to look at some of the instances in which you can and cannot expect to have your interview expenses compensated so hopefully you can avoid a similar experience in the future.

 

Circumstances Count

 

Company policy will vary from business to business, but there are some common factors taken into account when considering whether interview travel expenses will be reimbursed. 

 

These can include, but are not limited to:


Seniority of Position

 

You will often find companies are open to covering expense claims for graduate opportunities.

 

Although these are still entry-level roles they require skilled individuals who have spent considerable time in higher education obtaining a specific qualification that relates to the job in question. Therefore, suitably qualified candidates can often be in short supply. And as most graduates also happen to be broke, situations like this make perfect sense for businesses to offer a reimbursement of travel fees.

 

Distance Travelled

 

Generally speaking when you are interviewing for a new job the businesses premises will be a commutable distance from your current location. When this isn’t the case however, you might find you have the opportunity to claim back your travel expenses, but only in certain circumstances.

 

When large companies are seeking top performers they will look nationwide, and sometimes even worldwide. If relocation for a role is a requirement companies will often pay for the interview expense and even help with the move in some instances.

 

Competition for Position

 

With a competitive job market where the role doesn’t require an active search for specialist professionals form a small talent pool companies will usually have enough qualified applicants within close proximity.

 

In this instance it is extremely unlikely they will be willing to pay for someone’s travel expenses as they will simply choose to interview another suitably qualified individual instead.

 

So What Should You Do?

 

Broaching the subject of travel expenses is always tricky. Any communication you have with a prospective employer will be taken into consideration when choosing the right person for the job. The last thing you want to do is come across as a pain by pestering for your petrol money.

 

As wrong as it may be, people are quick to make judgement calls in the hiring process and a candidate who comes across as demanding in these early stages might scare off employers who presume they will carry this mentality into employment. 

 

If the company’s policy on interview expenses isn’t clear from the outset (and if travel expenses are reimbursed it usually will be) your best bet is to use your common sense.

 

If you’re applying for a role that is a commutable distance from your home 99% of companies will expect you to cover your travel expenses. It shows a level of commitment to your interest in the job and demonstrates you are pro-active and self-sufficient.

 

Of course it’s never nice to fork out for train tickets for wasted journeys, but try to think of interview travel expenses as an investment into your future. It’s all part of finding a new position, and when you find the one that’s right for you that £10 train fare will fade from the memory in no time at all.












Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/

What Has 2014 Served Up for Saleslogic So Far?

It might just be us, or it might just be the industry, but we’re finding that 2014 is flying by at record pace and with June already on the horizon we thought it would be a good idea to take stock.

 

So without further ado, welcome to Sales Logic’s highs and lows of the year so far. Your exclusive peak behind the curtain at the diverse world of recruitment...

 

1.  False Starter

 

The year didn’t get off to the start some people were hoping for. In a bizarre turn of events a candidate we placed was abruptly let go after just a week into his new job. Don’t worry though, he probably wasn’t too disappointed, he was shown the door for complaining aloud about the lack of business class flights and luxury hotels thrown his way. Suffice to say if you’re starting a new job it pays to show your worth before making such demands.

 

2.  European Excursions

 

Of course no job is wall-to-wall premium flights and 5-star hotels (unless your name is Justin Bieber) but we have sent some lucky consultants to Paris on business so far this year. Our client base has been expanding into Europe and meetings needed to be held in the French capital.

 

3.  Internal Relations

 

No, we’re not discussing inter-office relationships. We’re talking about the often mismanaged internal recruiter and agency recruiter relationship. One of our most valued clients took on an internal recruiter this year and they have done a fantastic job. We continue to provide a valuable service to supplement their efforts. It’s a prime example of how an in-house team can function in harmony with a specialist-recruiting partner.

 

4.  Record Placements

 

We’re really starting to see the signs of a recovering economy with a record number of placements being made by the team so far. There’s a real sense of optimism in the air and it’s great to be able to help larger numbers of candidates get a foot up the career ladder, not to mention to see the smile on our clients faces.

 

5.  Lows

 

However, when the market gets busier the chances of experiencing some misfortunes gets higher. Just ask one unfortunate consultant who had a candidate accept a job offer and sign his contract, only to change his mind and pull out 24 hours before his first day!

 

6.  And Highs!

 

They say in football everything evens itself out over the course of a season, well the same can be said for recruitment. The pain of having a candidate pull out of a job was quickly eroded when the same consultant had a candidate reject an offer and start a different role, only to come back and take the original offer. Swings and roundabouts, as they say.

 

7.  Late Nights (or is that Early Starts?)

 

We all burn the midnight oil from time to time when searching for that elusive candidate but how about this for a late night. When celebrating an excellent end of quarter one individual (who will remain unnamed) was out on the town long enough to get the first tube home. Claims he was led astray have yet to be confirmed…

 

8. The Samson Saga

 

Just like Samson one of our consultants lost his strength when he decided to lop off his unruly mane. Then when his Worzel Gummidge look returned so did his business. We’re still not sure which version we prefer.

 

9. The Big Marriage

 

It was a momentous occasion when director Steven, a founder of the agency, tied the knot. Suffice to say the Saleslogic team stormed the dance floor that evening to make it a wedding to remember.

 

10. Fore!

 

We were proud to support a social enterprise that runs events to support food related causes by getting involved with a charity golf day. Four members of the team played a round, including two recent graduates. We won’t be divulging who shot the highest score!

 

11.  Little & Large

 

Continuing the graduate and high scores themes, this year we have seen both the biggest fee by a new consultant - with a successful executive placement at the six figure level - and the lowest. Coincidentally both by the same individual, he must have a thing for records.

 

12.  Doing Business Down Under

 

We wrap up this review with news that we have recently made placements with a partner in Australia. Recruitment truly is a roller-coaster ride, but it’s one we would never want to get off. When you witness first hand the difference you make to peoples lives, now all over the world, it’s quite humbling.

Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/

5 Common Traits Our Hiring Managers Look For

 

5 Common Traits Hiring Managers Will Look For

 

What key traits are all hiring managers looking for in prospective employees? The answers to this question are incredibly important whether you are looking for a new position or trying to gain promotion within your current company.

 

There are clearly specific skills and criteria that will be unique to the individual role you are going for. However, there are common personality elements and themes that hiring managers will be looking for evidence of to ascertain whether you’re the type of employee they want on the team.

 

Five of the most common traits we see hiring managers look for in candidates are:

 

1.  Honesty

 

It should go without saying really but honesty is a key trait decision makers will be looking for from the word go. If they feel they can’t trust you they will almost certainly not want to hire you.

 

This is more than simply telling the truth, it’s about being transparent about your career history, even if you made some mistakes along the way. If a particular position didn’t work out, or you had a short stint somewhere, it’s always best to be open about the reasons why.

 

It’s very rare to find someone with a bulletproof work history, we’re only human and we all make mistakes from time to time. Hiring managers will be sympathetic to this as long as they have the full facts.

 

Ask yourself who you would rather hire, someone who made a mistake in the past, was honest about his or her error and demonstrated they’d learned from the experience, or someone who fabricated the truth and didn’t hold their hands up when they made a mistake?

 

2.  A Consistent Career Path

 

A history of success and stability are clear indicators of someone that will add value to a team. Working for a company for a prolonged period of time demonstrates you were clearly effective in your role, this is enhanced if your background shows a history of progressing within your chosen industry.

 

Of course there will always be some exceptions to this rule. Some moves don’t always work out, and it might have been necessary to move side-ways if you were seeking to learn new skills and work in an alternate sector.

 

On the whole though, hiring managers will be looking for consistent progression and a logical career path. Ideally this experience will come from the same field in which they work, or one closely aligned to it. If it doesn’t, they’ll be looking for a strong reason as to why your skills are transferrable.

 

3. Energy and Passion

 

A less tangible trait but one that is no less important, energy, passion and a positive attitude are a must for decision makers. Without them even the best candidates will be overlooked. If there’s one area where a lack of technical skills or experience can be made up for it is in the passion stakes.

 

You must show that you care about what you do. A committed employee is doubly as effective as someone who’s just there for the pay check. High energy levels and passion are infectious. Decision maker’s love seeing vibrant candidates as they know this ambition and enthusiasm will rub off on others in the team, giving everyone a morale boost.

 

You’ve probably experienced it yourself when working with others, how much more enjoyable and productive is it to work with a highly driven and passionate group of individuals? Be the type of employee you would want next to you.

 

4.  Good Communication Skills

 

Strong communication skills are no doubt a trait you have heard before. But what do we really mean when say communication skills? It’s not just about speaking clearly and being friendly.

 

The type of communication skills hiring managers are looking for in employees is their ability to engage with key stakeholders in a credible fashion. Whether you are a Sales Executive, Account Manager or Project Manager, the ability to clearly articulate your ideas and have clarity of thought is crucial. 

 

5.  Personable and Team Orientated

 

How you fit into a company both from a wider organisational level and on a more intricate team based level is particularly important. Everyone is different and decision makers appreciate this, however there will be a clear company culture that they will be evaluating whether you fit into.

 

What will your personality add to the team dynamic? How will you work with others? Will you hit the ground running or take time to integrate yourself into the group? These are all questions they will be asking themselves.

 

It’s a more difficult trait to prepare for, sometimes you are just not the right fit and it is no reflection on your capability as an individual. The best you can do is check any ego at the door, demonstrate the value you can add to a team and try to apply for positions with companies whose values match yours.

 

 

 

 

 

Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/

Do you agree?

Someone asked me recently what foundations I use to base my work on. I decided to put those into writing for them and send ten points for discussion. These are just my personal thoughts and created an interesting conversation

 

1.        Learn the art of patience. Apply discipline to your thoughts when they become anxious over the outcome of a goal. Impatience breeds anxiety, fear, discouragement and failure. Patience creates confidence, decisiveness, and a rational outlook, which eventually leads to success

 

2.       You are what you think. Have attention to this. Talk to yourself like you would someone else and control what you think. What to Say When you Talk To Yourself  by Shad Helmstetter is an excellent book if you are interested in this topic.

 

3.       Exercise a lot. My best work is when I am fit and focused. If you are in a rut, review your lifestyle and take decisive action.

 

4.       Success breeds success. Get ahead and stay there. It is a lot easier than always having to fight all the time.

 

5.       Plan and execute. Set yourself power hours and don’t be distracted. Most things can wait, especially e-mail.

 

6.       Talk to people. On the phone, at meetings. Have conversations and things happen.

 

7.       Have an idea of your business ethics and use them when in a tricky situation. I did this with a client some time ago which caused us some short term pain but ended up being our most rewarding account. It is useful to have a platform to base your decisions on.

 

8.       Take Time out – sometimes you are too tired and need to step away. Fighting on can cause more damage so relax, rest and do what you need to recharge the batteries. Keep a balance

 

9.       Make time for fun. At work your team needs to enjoy themselves. A bit of friendly banter always helps as do events and stepping away from normal tasks through team events

 

10.   Tame the Chimp – not always easy but something I have worked on over the years. He needs a to be heard but don’t let him run your life. Be aware of your thoughts but don’t let them control you.

 

 

Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/

5 Demands Every Client and Recruiter Must Make Of Each Other !

5 Demands Every Client and Recruiter Must Make Of Each Other !

 

For the relationship between recruitment consultant and client to be a stable and productive one, there are certain demands each must ask of one another.

 

Demand is certainly a strong word but these are needed for a successful partnership.

 

They are also necessary for us to properly carry out our service, and they help the hiring company to better experience the advantages of using a professional recruitment service.

 

Without these guidelines, placements will still be made. But the experience may be more akin to the negative and stereotypical perception of working with a recruitment agency!

 

When these demands are made clear from day one, and adhered to, the process is smooth, pain free and effective.

 

Like many situations in life, everything goes a lot more smoothly with the right communication and expectations established upfront. Let’s begin by looking at what a client should always ask of their recruiter of choice.

 

5 Client Demands

 

1.  Transparency

 

When instructing a recruitment agency it is vital to demand transparency from them in all that they do (this works both ways, as we’ll get too shortly). Without this, it ultimately defeats one of the main purposes of using an agency to help you hire: inside knowledge.

 

This includes transparency over the candidates they represent with regards to their employment history (the good and the bad). And honesty about their salary expectations and career motivations.

 

It is far better to consult on these points and even undersell and over deliver than create a false expectation.

Most recruiters will have no issue with this, they understand that the short term gains of dishonesty will ultimately only lead to a short term relationship with their client.

 

2.  Informed Representation

 

Clients have the right to expect, and require, that their recruiting partners act as just that, partners. This means representing the client to the same standard they would represent themselves. Recruiters can achieve this by having an in depth understanding of a client’s culture and unique selling points. You should expect them to learn this and help them get there. If they can act as your extended arm this will help create a positive candidate experience.

 

3.  Data and Value

 

You should demand that recruiters are forthcoming with data and information that adds value to the service they provide. Such as salary benchmarking, competitor benefit comparison, employment market statistics and all other information that can aid in the recruitment process.

 

4.  Clear Information

 

You should expect clear and tangible information on all candidates represented to you. This starts with the initial CV and background check, and continues right through the recruitment process. This means making sure you are always understanding of candidate’s current situations, motivations and interview activity.

 

You should never be hit by a game changing piece of information out of the blue!

 

5.  Regular Updates

 

Always demand to be kept in the loop, radio silence is never an option. Even if we haven’t found any additional candidates we give clients a progress update at the end of every week. They may be relying on you!

 

What recruiters should ask for in return?

 

 

5 Recruiter Demands

 

1.  Fair Terms

 

We are committed to providing you with a professional and valuable service and expect fair terms in compensation for this. To truly benefit from a professional recruitment partner clients must treat us as equals. This means fair terms for a job well done.

 

Low fees are a false economy in the recruitment industry; never has the phrase ‘you get what you pay for’ been more apt.

 

2.  Realism and Flexibility

 

Recruiters will expect a level of realism and flexibility on the client’s part. Everyone wants to hire the best candidates on the market but that just isn’t always possible. Realistic expectations, appropriate salaries and flexibility on skill set will have a recruiter breaking down doors to find the best fit.

 

Holding out for an A star candidate when you have a C class budget won’t. The cost of not filling a role is well documented. Sometimes you may need to compensate or open up the job description to groom an A star candidate. From our experience, companies willing to look outside of exact industry experience and hire on "attitude" will often have success if you can invest a little time at the outset.

 

3.  Transparency

 

Just as clients should demand transparency, recruiters should too. This upfront honesty should extend into the history of the vacancy, the reasons for rejecting candidates, details of number of agencies working the position and any other factors that might hamstring the process.

 

4.  Timely Feedback

 

Without timely and thorough feedback we just can’t do our job properly. We require prompt interview feedback and CV reviews. Without it, the best candidates will be snapped up by your competitor.  

 

5.  Respect

 

Recruiting isn’t an easy job, if it was the recruitment industry wouldn’t exist, everyone would do it themselves. We are well aware there are some firms that taint the industry but on the whole we are professionals who work hard to make a living. Clients should respect this and the important role an experienced recruiting agency plays in helping to build a successful company.

 

You’ll find that if these 5 demands are stuck to by both parties, the business relationship between client and recruiter will flourish into a long lasting and productive one, and that is much more enjoyable for all concerned!

 

 

 

 

 

 

 

 

 

The Rebirth Of Cold Calling!

The Rebirth of Cold Calling!

 

You must of all heard it? Cold calling is dead say the marketing experts and online consultants vying for business! Get your lead generation techniques right and you can sit back and carefully select who you want to work with.

 

Of course online is vital. Yes, you can generate leads from various activities. LinkedIn is crucial, Twitter beneficial, e-mail campaigns can work, and SEO campaigns do drive traffic to your website...but is cold calling really dead?

 

Let's explore further.

 

Imagine yourself walking the floors of a buzzing recruitment office. What do you picture? A hive of activity? Young professionals dressed in sharp suits? Phones in hand enthusiastically selling the virtues of the latest candidate on their books?

 

If you did, you’ll be surprised to find it’s probably very different. The first two might be right, but today you’re more likely to hear the tapping of fingers against keyboards than the silver tongued sales patter.

 

E-mail, Linkedin, SMS, on line communities, Twitter, Facebook, Google+, the avenues for reaching out to candidates and clients has progressed beyond all recognition in the last 10 years. It’s quite possible to complete the end-to-end recruitment process without ever picking up the phone.

 

But that doesn’t mean you should!

 

Hide and Seek

 

This isn’t to say that the phones of recruitment offices the world over are gathering dust. Far from it, as anyone that has looked for a job recently will testify, recruiters will call and look to attract the top talent.

 

No, it’s more of a case that recruiters today are using other forms of communication to avoid making the difficult phone calls.

 

When a superstar candidate becomes available that’s perfect for a new prospect client, rather than pick up the phone to let them know, some prefer to take the easy way out by sending an e-mail.

 

Cold-Calling Isn't Dead

 

How have the qualities of the phone call been forgotten so quickly?

 

Isn’t it clear to see that someone with the responsibility to hire would prefer a polite and prompt call. A call in which they were quickly made aware of a candidates availability. If they can't talk then make the call another time.

 

As long as you have done your research and can demonstrate the value you offer then you will be able to make impact. In certain cases, companies may not even be aware they need that person until your call, but if you can show how others have benefited from such an individual then you can form a new client relationship.

 

The key is to ensure you work on the best candidates and that you deliver. The top recruiters and salespeople step out of their comfort zone to guide and coach a client on why they should hire someone.

 

If you represent a candidate who has tangible achievements and aspirations that align precisely with their company. Why wouldn’t they appreciate knowing that now, as opposed to sifting through a mountain of mail to potentially find this important news.

 

Of course there are those that think no contact at all is preferable. In truth though, the right type of phone call, to the right person, at the right time, with the right candidate/product/service is often going to be listened to.

 

If you have someone that can bring benefit to their team then most will listen. For the client who prefers e-mail, they exist but are rarer and especially in our area of sales, then educate them on the fact that you can get the message across to them far easier with a quick call.

 

If they are adamant then use e-mail. Or if is really not worth it then "fire" the client.

 

A call is more effective than an e-mail or a Tweet. These are great tools that we readily use but the phone is still the most effective tool for business along with meetings.

 

Why it Still Works

 

People buy from people. Trying to convey personality in 140 characters is a tough task. Getting someone to read your e-mail can be tricky and your over-friendliness on Linked in could be deemed irritating.

 

A phone call is the only form of modern communication (video messaging excluded) that gives users the opportunity to convey, and pick up on, some of the 93% of communication that is non-verbal.

 

That extended pause after a probing question could be the hook you need to secure your sale.

 

5 Situations When a Call is Better Than an E-Mail

 

1)    Selling a Candidate: if your candidate is truly right for your prospects company, a call is the only reasonable way to let them know. If you receive a response to a mail shot then call them! The top recruiters and salespeople consult and this is hard to do via e-mail.

 

2)    Rejected Job Offer: when your candidate turns down a role it’s customer service 101 to call and let the company know why.

 

3)    Offering: never give a job offer via e-mail, you can’t gauge reaction or answer any immediate questions.

 

4)    Getting Feedback: gathering feedback from interviews should, whenever possible, be performed via a phone call. You can assess enthusiasm and immediately address concerns.

 

5)    Negotiating Terms: many people enjoy toing and froing over e-mail negotiating terms. This wastes time and won’t build rapport. Pick up the phone and hammer it out, your client will respect you more. Even better, look them in the eye over a meeting.

 

Many of the above are applicable to all sales roles, not just recruitment, you can probably think of your own examples where a call might have been better.

 

Conclusion

The title of this blog is slightly misleading. For something to be reborn it must be dead and in truth cold calling never really went away. It has just been hidden under a pile of alternative communication channels that whilst easier are less effective.

 

The market has changed, there are many ways to contact both candidates and clients now. But with this rise in methods comes an increase in noise.

 

What remains the same is that when you have something important to communicate, something that affects the performance of businesses and peoples careers, there is still no better way than to pick up the phone.

 

Not only can you ensure your message is getting through, but it shows you care that it is being listened to.
  



Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/