Flat Fee Recruitment: Transparent, low cost recruitment

We all know that companies are built on their staff and talent acquisition is key to a company’s success, but does it really have to be so expensive? Especially in today’s tough economic times when organisations are looking to cut costs to increase their bottom line do you really want to be presented with a bill from a recruitment consultant (the emphasis on con in many cases!) for more than you were expecting? Talent Emporium’s transparent, low cost, fixed fee recruitment offering guarantees that this is not the case.
You don’t have to be a rocket scientist to work out that reducing recruitment and advertising costs when hiring is key for most businesses, irrelevant of size or sector and Talent Emporium is ideally placed to help your company acquire the talent you require to drive your organisation forward often 95% cheaper than using a contingency based recruitment model.

Although there are other flat fee or fixed fee recruitment services out there, we operate differently. Talent Emporium’s three distinct offerings enable clients to pay per 4 week recruitment campaign enabling clients to take ownership of the candidate applications received during that 4 week period. Our transparent, low cost, flat fee recruitment services ensure organisations maximise their ROI by enabling multiple personnel to be hired for similar positions from a 4 week recruitment campaign all for a fixed fee, starting at just £500. Surely this is a no brainer for any company, large or small as the cost of advertising across a network of job boards would far exceed our one off flat fee never mind the time of expense needed to manage the full recruitment process.

At Talent Emporium we differ from our competitors as the internet and social media plays a big part in our 4 week recruitment campaigns. We proactively employ the use of social networking sites such as LinkedIn, Twitter and Facebook to ensure our recruitment campaigns gain maximum online exposure and your vacancy is marketed to both active and passive candidates. Our use of online databases, social media and data mining of the major search engines such as Google, Yahoo and MSN ensure we explore every avenue to ensure we deliver the talent your organisation requires.

Talent Emporium’s recruitment credits will never expire, allowing companies to purchase credits in bulk and receive even bigger savings on their recruitment spend. As you can see, for a one off fixed fee Talent Emporium provides a more thorough and deep rooted search than many contingency or retained recruitment services, saving our clients both time and money. In fact we are guaranteed to save you thousands of pounds on contingency based recruitment models, who charge a percentage fee of the candidate’s first year salary and benefits, from the first time you use us. There are no hidden costs, just a low cost, fixed fee to take away the administration and financial strain that often puts pressure on firms when recruiting.

For more information on our transparent, low cost, flat fee recruitment solutions visit

www.talentemporium.com

to find out how you can start recruiting for a one off fixed fee.

Make or Break Interview Question: “Why Should We Hire You?”

“Why should we hire you?” Basically, this question is one of the master strokes during an interview, this and similar interview questions such as, “give us reasons to hire you” or “what can you bring to our company” is something that differentiates the best candidates from the other, good candidates.

This question can be a real surprise to candidates who new to the interview process and have not done their homework! Companies also like to use this and similar questions as it is an excellent way to separate those who are casually looking for a job and whose who are 100% on seeking new employment.

For those who have done their homework, he or she would certainly come across this question as one of the most commonly asked question and also know how to handle it. In fact, handling this question is one of the symbols that a person has done their homework and is not just casual job seeker.

How to Answer “Why Should We Hire You?”

When answering this question, ensure your answer does not come across to be arrogant, egotistic or unrealistic. You should focus on providing reasons to hire you over someone else in the best way you can.

Bear in mind the following:

1. Make a short list of all your advantages and create a paragraph that would point out the positive aspects that you have for the new job position.

2. Highlight the similarity of the job profile you are interviewing for to previous roles you have excelled in.

3. You can also take the interviewer’s attention towards your key skills and strengths, name – quick learning, excellent communication skills, etc.

4. Highlight your professional ambitions– the motivation and dedication that you have for the profession and the opening position.

5. The body language when you answer the question is important too. For example, your body language should make it clear that you have thought about the answer and given a carefully worded answer, instead of coming up with a made up, dummy answer.

An approach I would highly recommend is to break down the job requirement into a set number of skills and attributes. Then concentrate on each of the skills required for the role on offer highlighting how your skills, strengths and experiences complement the requirement, giving detailed examples and success stories on past experienced to support each point.
The “why should I hire you?” question could determine your success or failure at interview, so be prepared to shine and blow the competition away, while being mindful of the following:

1. Before this question, you’ve already talked about your experience, your education, your strengths and weaknesses and your skills. What else can you say?

2. Keep in mind that probably other candidates answered this question and this is your best chance to separate yourself from the others.

3. “Why should I hire you?” – Here is your chance to perform – go and sell yourself!! This question is not an open invitation to repeat and describe your profile. Your answer should not focus just about you – It should reflect back to the job requirements and to the company.

4. The interviewer wishes to observe what you can bring to the company – what is your real value. They’re offering you a ladder to a professional career with a good salary and benefits. What are you offering them?

Talent Emporium offers practical advice for job seekers from optimising your CV, conducting a job search, networking tips and interview techniques; you can join our mailing list to keep up dated with advice to ensure you keep ahead of the competition in your job search email info@talentemporium.com

Talent Emporium offers a low cost, flat fee recruitment solution that is more productive than advertising directly and more cost effective than using a traditional recruitment agency. Our expertise utilising online advertising, social networking and media as well as good old fashioned networking ensures your job opportunity is marketed across a networking of over 700 online mediums and is given maximum online exposure using tools such as Twitter, LinkedIn and Facebook.

To find out how Talent Emporium can save you £1000’s on your annual recruitment spend contact info@talentemporium.com

Social Networking-Employment screening, You’re hired! You’re fired!

Talent Emporium’s low cost, flat fee recruitment offering is heavily influenced by the use of web 2.0 and social networking sites such as Twitter, LinkedIn and Facebook. Our previous blog postings have highlighted the importance of social media and social networking for positive brand promotion to help finding employment and improving your future career prospects.

However, whether you tweet a few lines or scribble on the Facebook wall, your social media use could decide your job prospects and even whether you have a job to return to after your latest social media posting. Research from the US has shown employers are ramping up their use of social media and social networking sites to carry out candidate research before putting pen to paper and sending out an offer of employment.

45% of employers surveyed by CareerBuilder said that they use social networking sites to research job seekers and candidates attending interview, a massive increase from 22% when surveyed last year. About 11% of the companies surveyed highlighted they are planning to implement a candidate screening process using social networking mediums.

Also, the last 12 months have seen the emergence of social networking sites playing a pivotal role in the dismissal of staff from both small and high profile companies including:

A 16 year old girl from Essex for describing her job as boring on Facebook http://news.bbc.co.uk/1/hi/england/essex/7914415.stm

A Swiss woman has lost her job after her employers spotted she was using the Facebook website when she had claimed to be too ill to use a computer
http://news.bbc.co.uk/1/hi/technology/8018329.stm

And a Waitrose employee has been sacked for insulting the supermarket chain on Facebook
http://www.telegraph.co.uk/technology/3357689/Waitrose-worker-fired-for-Facebook-slur.html

Therefore when embarking on creating your own unique brand on the multitude of social networking mediums available keep the following in mind:

1. Everything is public. Act as though it is going to be on the front page tomorrows news papers

2. Welcome pages are easily searchable and can be viewed without being a signed up member. The information is highly public and hard to erase from search engines memory

3. Don’t do it during work time unless you have permission to do so. Better yet, don’t use it at work unless you think it will get you a raise.

4. Don’t post anything that you wouldn’t feel comfortable posting or discussing in the lunchroom at work

5. Remove comments posted by others that can get you into trouble

6. Raise your privacy settings.

7. Do not ever admit to anything even remotely resembling a crime.

8. Don’t disclose personal information that you are not comfortable having out there.

9. Be considerate of others when you are posting things.

10. Don’t discuss confidential stuff online

11. Be careful if you mix your personal and business online

Social media and networking is an essential part of our success in being able to provide a low cost, flat fee recruitment solution ensuring we are successful in bringing together progressive employers and talented individuals. If you have any questions on how your company can employ successful social media practices to attract talented individuals or if you are a job seeker looking to empower you job search using social media either leave us a post on our blog our email info@talentemporium.com with any questions.

Fake employment references

Back in July we posted an article titled “Bogus Employment References Don’t Do It!” since then we have spoken to a number of employers who have highlighted the problem of fake and bogus references and how their use seems to be on the increase during the current recession. With the rise of the internet it has made it easier than ever for job hunters to find the services of unscrupulous companies, looking to make a quick buck by offering to provide fake employment references, fake CV’s and resumes and either provide fake employment alibis. High profile cases have appeared in the UK news throughout 2009 examples including a Scottish physics teacher banned from teaching in June 2009 for using bogus references so we wanted to make employers aware of some of the companies and the services they are supplying.

Companies such as www.alibienetwork.com, www.alibihq.com and www.fakeresume.com in the US has lead the way for UK companies such as www.fakealibi.co.uk to provide similar services www.fakealibi.co.uk offers virtual employment which they provide their subscribers with a confirmation letter of employment, virtual telephone numbers, and offer proof of employment while there is a host of content on the US sites explaining how reference checks are carried out by employers the loop holes within the employment law and the employment referencing procedure as well as links to obtaining fake degrees and qualifications recognised in the UK.

Talent Emporium offers a low cost, flat fee recruitment solution enabling companies to make multiple hires from a 4-week recruitment campaign, from £500, 750 and £1250. Our low cost flat fee recruitment solution encompasses over 700 online advertising channels, web 2.0 and social networking such as Twitter, LinkedIn and Facebook and old fashioned networking enabling to deliver staffing solutions for any job across any industry. We are so confident in our ability to deliver we offer a 100% money back guarantee if we are not successful.

To find out how our low cost, flat fee recruitment solution can save you £1000’s on your annual recruitment spend email us info@talentemporium.com for more information.