Are not you Getting the Job?

Different reasons of not get the job

"What the...why...." – that kind of goes through our head when we sit there staring at the screen with yet another rejection e-mail from that job you thought you'd have been perfect for. The interview went awesome - there was a definite vibe going on...so then what gives? Why do you keep receiving the same generic "too many applicants - good luck for the future" mail of doom?!

Sometimes if you're really lucky you may get some form of direction in the e-mail or phone call. However, even these are fairly cryptic and run along the lines of them "finding someone with more experience" or "you did great but we were just looking for something a little different". Definitely not the most helpful ideas when it's time to do some prep work for the next interview.

So here we've put together 6 reasons on why you didn’t land a job that seemed like a sure thing. Sure, no employer will ever really admit to these officially but sadly it happens more often than you'd think. If you suspect it’s why you find yourself still poring over job postings, keep on looking for a place that values you for you.

People are different and teams that have been together have learned to function in a particular way. Likeability isn't something that comes across on a CV and to truly find out if you're a good fit for an organisation - the face to face meet up has to be done.

ADVICE: There's not much point in putting on a personality you think others will like. It'll be hard to keep up such a convincing act beyond the first month of landing the job. It's been said before a gazillion times but we'll say it again - be yourself (the best possible version of yourself). If the interviewers don't understand or get you - it's better to keep hunting for a place you'll be comfortable.

Wait wait wait...so people actually judge a book by its cover? Let's not be totally naive here - employers are human and much like humans - they are swayed by superficial elements. This is not true for everyone and a true professional will always pay more attention to what you're bringing to the office instead of being just a pretty face.

ADVICE: Make the effort before you head on in for an interview. Look your sharpest and give it your all. If you feel like you didn't get the job because of the model look-alike sitting next to you waiting to go in - chances are you've just done yourself a favour and walked away from working in an organisation where productivity is more of an afterthought.

The exact opposite of the scenario mentioned above could happen as well. You could very well be the model that walked into the interview room and didn't get the job because - well you were much too attractive. So why is looking good costing you a job? Quite simply the interviewers may feel the dynamic in the office might change and you would prove to be a distraction to existing employees even if that is the thing farthest from your mind.

ADVICE: Sure, if the job you were going in for was a modelling one - you're gold. But few jobs would really require stunning good looks. If you want to be taken seriously and prove you have a mind under your hat - bring along a track record of strong performance in previous roles and/or endeavours.

Once the jobs posted, it is a bit of a free for all. An old friend or ex-colleague who an employer once worked with is bound to have a bit of an edge over you.

ADVICE: You can't take something like this personally. It happens now and again, and if you were in the same position where you knew how someone works and have an established chemistry with - it would be hard to pass up especially when experience is matched to a tee.

A set up from the get go? How dare they! If they wanted to promote someone internally what was the point of tantalizing you with promises of this awesome job? It happens and we're not fans of it either...

ADVICE: C'est la vie right? Just like Reason 4 you can't take this personally. Let it wash over you and vent with some friends. It's near impossible for you to know what's going on in the deepest depths of the company so no sense in stressing about it.

Ah experience. Seems like everyone wants it but how to get it without being given the opportunity. Some employers are willing to make a trade off. Little to no pay in exchange for you filling up your CV. Hardly fair but in today's cut throat market - it's one of the easier tactics for an employer to deploy in order to cut back on costs.

ADVICE: Find a place that respects your rights and strengths. Good focussed employers will not rely on short-termism and wish for development to be an integral part of your time at the company. It's out there and the search can be disheartening and daunting. Try and remain as positive as possible and give it your all.

Your Favorite Question, How do I get headhunted?

How do I get headhunted?

A question which you could be thinking in back of your mind all the time when going through any article regarding Job Search , Recruitment , Head Hunting etc.So here is the brief answer to your question.Talent pools and headhunting are techniques used by companies to cherry pick the best employees in the market who will drive the growth of their company. Generally they're considered more expensive ways for companies to hire employees, but this extra cost is offset by the higher chance that the new recruit will be a success.

Being a big fish in a small pond 
Big corporations track the progress of top graduates and other high flyers they have identified as potentially valuable in the future. They make a move to acquire the services of individuals from this talent pool when they've got positions they need to fill. It's generally a long term process and your career progress may be being tracked without you even knowing it.

The higher your profile in the market, the more they will want you and the greater the rewards you can expect, so here are some tips on how to go about getting noticed:

• Have a strategy - knowing what you aim to achieve in your career is the key.

• Post your CV on job websites - companies regularly scour these looking for top talent.

• Network - get your face around; there's nothing like it for building a profile.

• Join a business association - the local chamber of commerce is a good place to find out more.

• Make yourself an expert - writing a blog or getting an article published in a trade journal are good ways to boost your credibility.

• Be the best - do your job well, and make sure people know about it. It's what they're ultimately going to be hiring you for.

If there's a specific company you'd like to work for you should try making a prospective application explaining why you think you would be a perfect fit for their organisation. They may not have a specific position open for you now, but they will appreciate the pro-active approach and will be likely to keep you in mind for upcoming vacancies.

Going hunting 

Companies enlist head-hunters to go out and find individuals when they have a specific role that needs filling. Unlike the 10-20% of an employee's salary that most regular recruitment agencies charge, head-hunters can earn substantially more for the extra effort they put in.

Once given a description of the individual they need to find, head-hunters will use every trick in the book and every avenue possible to uncover the best of the best, so if you want to be in their sights, follow the rules above.

It's now becoming increasingly common for individuals, especially those in high-paying roles, to approach head-hunters to find roles for them. This involves the head-hunter delving deep into companies to find out what vacancies are currently available, and what might be coming up in the near future.

How to recognise when you're in demand 

“Someone called for you earlier but wouldn't leave a message. He said he'd call back.” This is a classic sign that someone wants to talk. If you want to keep your job search a secret you should be as subtle as you can when answering questions and always request they call you back at a more convenient time. They'll understand your situation and to your colleagues you'll sound like you're fending off a telemarketing call.

We all love the idea that someone out there has spotted us and is after our services; it's a feel-good thing, but that's not enough in itself. You may find yourself being flattered into a deal that – without the inner glow you've got right now – you wouldn't normally touch with a bargepole.

Don't allow yourself to be seduced by the natural sense of satisfaction and self-worth you'll feel by being approached. Never make snap decisions on whether to accept an offer, or verbally commit yourself to something you might later regret.

Take your time, and treat it like any other job offer. Sleep on it. Discuss it with friends and colleagues. Only take it if it's absolutely the right thing for you at this moment in time. Remember: if this person has noticed you, you can be sure that he or she is not the only one. Be patient, and see what the next phone call brings.

Head Hunting Process and Techniques

HEADHUNTING : OUR PROCESSES : PRINCIPLES

Principle:

Headhunting is a method that can be used to directly contact potential candidates. This procedure is efficient and necessary in some cases, for example when candidates are searched in a specialized industry with special skills, but also if the search is highly confidential.

We use the method of head-hunting not only for high-level positions, but also for jobs that require a high degree of expertise.

For companies who want to further expand in France, headhunting is often the appropriate method to find the best profiles.

Procedure:

First, we begin to identify potential companies as a target group. These are companies that operate in the same industry as our clients and therefore could be their direct competitors. We create this list of target companies by using different methods: Information provided by our clients, knowledge of the industry by our Headhunters, directories etc.
This list of target companies is then checked together with the client in order to ensure that no candidates from partner companies are targeted as this could cause problems.

In a further step, our headhunters are going to identify suitable candidates by using various techniques, which are based on the know-how of our company.

Next follows the contact with the potential candidates. This is a very delicate phase that requires great sensitivity to convince a candidate who actually is not actively looking for a job. Again, the expertise of our headhunters is essential because the very first interview is of high importance. The important key words are mentioned to awake and to strengthen the interest of the candidate.

If these phases are successfully passed, personal interviews with candidates are organized. Those allow assessing both the skills and the personality of the candidate in relation to the job.
Moreover, in a personal conversation, other aspects can be clarified, which could increase the interest of the candidate for the position.

Duration:

From the second week, the first candidates will be contacted. Normally the whole process, up to the creation of a « shortlist », takes 4 to 6 weeks.

Our work is characterized by a high degree of transparency. We provide upon request the details of all contacted candidates.

Thanks to its long experience, our headhunter team in France masters this recruiting process perfectly. Accordingly, we are able to provide our clients with the candidates who are most suitable for each vacant position.

Head Hunting Methodology in Pakistan

To Head Hunting for jobs in Pakistan and abroad, e square services  adopts the following search methodology (www.esquare.com.pk).

What we do
We create a talent pool of candidates for organization.
Create the links between employers and the job seekers.
Determines the present and future requirements of our clients.

Noting The Requirements
For jobs in Pakistan and abroad, e square services interacts directly with decision-makers of multinational companies, international organizations, private sector companies, NGO's, and educational institutions to fill job openings. Decision-makers are first queried on their hiring needs. e square services focuses on noting the requirements carefully.

Once e square services determines a match between the organization's needs and the individual's qualifications, e square services arranges an interview. For specialized jobs, e square services accosts the services of one of its industry-specific advisors to corroborate whether there is a true match.

Fast Search Time
The e square services candidate-search methodology is unique.  It does not rely on electronic databases that are replete with CVs of struggling professionals.  Instead, e square services relies on its 215 industry-specific advisors, to search for compatible candidates.  e square services advisors were enrolled through a painstaking selection process spanning a period of a few years. Each e square services advisor meets two important criterions related to his or her work experience and personal psychology.

1. Work Experience of Advisors: Typically, each e square services advisor has work experience in a multinational company or an international organization of 5 to 15 years. Thus they have a good understanding of requirements for the positions, and a respect for the time of the decision-makers.

2. Personal Psychology of Advisors: More importantly, each e square services advisor is either a "super-connector" or a "private-information repository" in his or her area of specialization.  A "super-connector" is an individual who is connected to, or knows, an inordinately large number of people -- simply because of his or her natural personality or developed people-skills.  Similarly, people with a "private-information repository" mindset naturally collect random facts and figures - such as people's names and places of work, as opposed to other people who focus on gleaning "public information" for example, news from the media.   Thus, e square services advisors with "super-connector" or "private-information repository" personal traits put their personal networks and information to use for quickly identifying the right candidates.   

On the average, the selected candidate for each position is identified in 5 to 14 days.

Minimum Candidates Presented Per Position
While there are many organizations coveting professionals, and many individuals seeking jobs, faithful matches between demand and supply of qualifications are not as abundant.  Thus e square services does not furnish a plethora of CVs for appraisal. On the other hand, e square services focuses on minimizing time of decision-makers by presenting only a handful of CVs for selection.

On the average, 3 to 8 candidates are presented for each hiring.

All Sectors and Positions
Utilizing its 215 advisors in diverse sectors, e square services undertakes candidate-search assignments for positions in all sectors and at all levels.

Not For All Organizations
Even though we search candidates for all sectors and positions, e square services services are useful only to those organizations that wish to engage professionals of the highest quality.  Thus, typically e square services works only with multinational companies and international organizations as well as reputed private companies, non-profit organizations, and educational institutions.

All Locations
Even though most e square services placements have taken place for jobs in Islamabad , Lahore , andKarachi; e square services undertakes candidate-search assignments for premier organizations inPakistan and abroad regardless of location.