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The Best Risk Recruitment Firm of 2012

Selby Jennings, who came out top in the Here Is The City 2012 poll of jobseekers and client companies.

Matt Nicholson, Head of Market Risk believes that the alignment of consultants within specialist market verticals is what clinched the win.

Nicholson explains why, ‘As part of the¬†Phaidon Group, our key focus has always been on offering Best Practise recruitment solutions and providing a specialist service that truly understands the needs and requirements of our clients and candidates. Having grown the Risk team into specialist Market Risk, Credit Risk and Operational Risk verticals, feedback from our clients and candidates has always been that the experience of working with an expert in their sector really does make a difference’.

Harry Youtan, Head of the Risk Management Team¬†adds: ‘Our approach is to align our teams into technical verticals that mirror our clients. It is this specialism within individual fields that really adds value to our clients and candidates, something that has been acknowledged with this award’.

Head over to the Selby Jennings website and take a look around…

See the full HITC article here.


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Why (Most) Recruiters Are Bad People

There is an interesting discussion over at linkedin that is worth a read – it is generating quite a bit of interest.

“It dawned on me today that a majority of Recruiters I’ve met with over the course of the last six months (all female, interestingly enough) remind me of the girls who were popular in high school, and got their kicks telling everyone else they weren’t invited to their parties. More than finding applicants work, it’s the primary job of the recruiter to make sure more people Don’t get hired than do. Here are some of the despicable characteristics I’ve found in common with nearly all of the recruiters with whom I’ve met:

1) A holier than thou, self-righteous attitude: They all act like their fecal matter doesn’t stink simply because they aren’t in the interviewing chair. They all act like you should be lucky you are even getting a second of their time. And no matter how qualified you might be, and how great your credentials and references are, you’ll never be good enough for THEIR precious clients.

2) A lazy work ethic: Interestingly enough, they don’t act self-righteous towards their clients. I have a lengthy background as an Account Executive, and all of the colleagues I’ve ever worked with who were successful, were great because they knew better than their clients. They knew how to manage expectations, and how to get their clients to trust them, and coax them into venturing outside of their comfort zones. Recruiters don’t do any of this. They just want to find the client EXACTLY what they think they want. They don’t know how to nurture long-term relationships. They’re just lazy salespeople that don’t believe in going the extra mile.

3) No Conscience: In Los Angeles, we have a stubbornly high 12% unemployment rate. And recruiters don’t care. I honestly don’t know where my next meal is coming from, nor do I know how I’m going to keep a roof over my head. This doesn’t generate any sense of urgency to recruiters. They shrug their shoulders, say they’re doing everything they can, and go back to playing about on Facebook (I’ve seen this happen in person).

4) Bad Communication Skills: During my time as an Account Executive, I never ignored a new caller. You never know who’s on the other line; it could be a check for you. And if I wasn’t able to reach the phone, I called the person back right away. Didn’t matter how busy I was, it was part of my job to maintain lines of communication. Never have I had so many ducked phone calls and unanswered voicemails than when I was trying to reach recruiters. Pathetic. I still can’t decide whether I inspire so much fear that they have to dive beneath their desks at the mention of my name, or they’re just really bad at what they do.”

Credit to the original author, Ben Reiss.

Read the full article on linkedin. Take a look at the full discussion and have a read through the comments.