Andre

Are you an Australian based company? Do you provide services in North America?

niclelodean

Great work. Still awaiting Ben's new book. Any close idea of the date it will be launched?

Zeuss5

I can't express my gratitude. Reviewing my contract over the break. Should be accepting new role mid January. Zane.

rodahad

Team I too love your work. Couldn't have done it without your support. Rodney

Up Team

Thanks RomanB. The answers are too indpeth to put on this blog. If you can please contact us through our Contact Us page on our website. We can then give you a more thoughtful answer once we know more about your requirements and background. If you review Ben's book www.upsearchandselection.com/battlemanualfreelocked this will be a good start for you. Rgds

RomanB

Team, I was referred by Spencer Stuart UK. I head up a $1B company. I am wishing to relocate to Australia. What hurdles do you think this involves?

rhodesioncol

Team, a genuine public thank you for your support in helping my family and I set up in Australia. It was challenging (and frustrating) but we would not/could not have done in without your unwavering support and insight. Thank you. Gerald.

Numbill3

Ben, Nica and team. Love your work! You have three colleagues just referred by me. Two should be easy to place, the 3rd is my CEO (great guy); he will be more difficult should you decide to assist him. Keep up the good work. Neil.

merchantman

Ozziebourne2, Korn Ferry referred me to Ben's book. Apparently they refer it to a lot of people. I am a bit confused by this however as some of the content explaining the working of recruitment are especially flattering of search consultants.

Up Team

Thank you Ozzie. Ben's considering updating it as there are many other strategies, but he does struggle with finding the time to write. He'd much prefer to be sourcing roles for our clientele. Appreciate the comments however.

ozziozbourn2

Team, I was referred Ben's book by my CEO. Not the first time I have been recommended a book so I didn't think much of it until I read it. What can I say. Awesome, insightful, satirical but very true. This book is way under marketed. An idiot-proof step by step guide. It should be on the best-seller list. If half of the search firms in Australia had this knowledge they would be considerably better! Is Ben bringing out a version 2?

AsianCorr

Huge database fellas. Just jumped on your platform. My biggest frustratin has been just finding the right people in companies I want to work with. Having had my employer pay for corporate databases, I know the costs. Yours is the best I've seen. I can only imagine the cost and time invested in building it. One question though, I know China has it's problems: do you also place people theRE?

Up Team

Thanks Triton. Whilst we have compiled many leadership stories over the years, its not something we really have the time to do for all candidates. Most of our resources are dedicated instead to research, sourcing roles and generating interviews. If you're genuinely stuck, contact our team and on a case by case basis we may help. Apart from this, the writers we recommend in the US are quite adept at doing this. Let us know if you need to be put in contact with them and we can pass on their details.

triton6

Team, I am most impressed by your breakdown of 'how to sell' ones leadership. I have often struggled with the correct way of describing it. Yours is simple, comprehensive and more importantly convincing. A thought, whilst Ive written my own is your team able to compile these as well if required?

Up Team

Cmoo, thanks for your question. We take each candidate on their merits. Having said this, career management professionals tend to be very conditioned and inflexible in their thinking like many recruiters. This may be an obstacle. Also please note, we're not a traditional career management firms. Traditional firms don't place candidates, we do, this represents a substantial difference in our business model. Plese contact us through our website if you would like to be assessed for membership.

Cmoo

I work for a career management firm and was referred to you by some clients who had used your services. Do you work with former 'competitors'?

BoralB

Team, I was initially cautious about having you sponsor me; it is an unusual offer. But 2 weeks later, I am now much more confident, I have 6 interviews under my belt and more to get back to. Cautiously optimistic about landing my next great job. Thank you for reaching out to me when others would not. You REALLY need to franchise your business! oh and tell Ben, great book. Loved it!

Up Team

Presidentb, whilst we have some members we have consulted to in Detroit, we have not placed anyone in Detroit. Sorry

presidentb

I was referred by some colleagues in Atlanta. Do you service people in Detroit? in particular in manufacturing (auto)?

RodCoope

Ben and Jeff. Love your work. It's obvious Ben used many strategies hes picked up in Defence in writing his book. Common sense, and a great read.Can't wait until his next book :-). Rod. C.

boralhr

best read I have had in a while now. I am being made redundant in 6 weeks and prior to reading your material, thought I knew it all. Good eye opener. Just because we're in HR doesnt mean we ourselves know the best way to secure jobs for ourselves.

CiscoSister

Ben, thanks for meeting with in San Fran. Next lunch is on me. You're one of few who seem to be highly supportive of career women in the workplace. Your approach is refreshing. Lets hope we see more of it by others!

zincalloy

Ben and team. Enjoyed your book and advice. As a thought, are you able to include a chapter, extra module regarding handling CEOs that have inferiority complexes. This has annoyed me previously. How do we overcome these?

zoooloo3

Team, love your work. Your passion, support and strategies are without comparison. I have you to thank. Rod.

zincman

Ben, thank you for your book and the scores of commonsense strategies therein. Made a world of difference. I'm now at finals, and have my leadership story in development. I am set to impress!

table6

Ben and guys. Love your work! Thanks for reaching. Right from my first dealing with you, your logic and advice was sound and did not fail me. I have you all to thank. Tony R.

johnstewart

Team, tell Ben I thought a great deal of his book especially the chapter on final interviews and taking out competitors. I can see Ben's military strategy coming into use here. They should really teach his book as a part of the MBA. No use having an MBA if you can't sell yourself. Great work.

Up Staff

Juke, we'll look into it. There are some documents already in our training library. You need to appreciate recruiters arent end users like employers. They're distributors and following on from this more concerned with the saleability of the candidate and their personality fit rather than the underlying talent of the candidate. Doubt this? Ask a recruiter what percentage of applications they receive and then actually read. It's quite low, maybe less than 5%. If they honestly wanted the best candidate they would most certainly read more applications and interview more candidates than '5%'. Candidates need to understand, no matter how good you are if a recruiter doubts you can sell yourself, they usually won't short list you. They won't go into bat for you and attempt to convince their client you represent more value than others.

Juke6

I read your training library. Marvellous. Can you compile some articles on understanding recruiters?

Incubous

Fellas, appreciate your help landing the Leightons role. Your strategy was what really bought the bacon home. Thank you

lincolnman

Ben, Nica and Team. Love your work! Start with the CBA on Monday. Funny enough I was talking to one of the other candidates at my finals who were also a member of your 2 years ago. Maybe he should have used you this time as well!

Up Staff

Most rejection letters are templates auto sent to applicants. For most assignments recruiters receive more than 300 applications. They'll send over 250 rejection letters, stating other candidates have a closer skillset relating to the role. It's misleading, because the vast majority of the applications aren't noticed let alone read. When you click on the 'apply now' button on an online portal your application gets parked on a server rather than going to the interviewer. Typically recruiters will review only enough candidates, as they need to, to provide an adequate short list. This may be 10 to 15 only. Once they have this list they will stop reviewing more candidates. To beat this cut off point, stop dumping applications on a server (this happens when you go through online portals) and go direct to the interviewer or better still the person you would be reporting into if successful. You'll need to do some research for this. You'll also need to identify who they are (many job ads don't identify who the individual is, only the interviewing company) and strategise how to get their attention and then how to differentiate your value. Our staff can help you here.

Bilpin

Why do recruiters send rejection letters then if they haven't read my application?

Up Staff

Through our career transition businss we deal with typically 800 to 1200. We don't usually deal with them through our search business or our executive agency. We have around 125,000 on our database all classified according to what industries, types of roles, function, geographies and management levels they work. Probably one of the biggest databases of its type in existence. Most candidates simply donÂ’t know which recruiters work on what roles, and even if they did they often don't know how to convince a recruiter to support them. This is a major hindrence to their success. You've got to know who the 'distributors' are and what makes them tick.

Up Staff

Don, thanks for your enquiry. We can also help in the US. Ben is there at the moment interviewing. Contact us through our website Contact Us page. We'll need to clarify in greater detail your aspirations.

3DonaldBee

Nica, loved the book. Thanks for supplying it. An obvious best seller. I am relocating my family to the US, can you help me secure a role there? Don.

Bilpin

How many recruiters do you deal with?

Grace54

Ben, a personal thanks for your support. Your wisdom, experience and cutting logic has been super helpful. I wish I had met you some time ago. Thank you for lunch. My shout next time.:-)

frankw

Team, I know we had a rough start resulting from my indecisiveness but you didnt give up. You all came through for me when no body else could care. My wife Sue and I are forever grateful. P.S. I can't believe you dont charge for this service. You REALLY need to be charging for it!

tojan4

Team, second time Ive used your service. Second time you have placed me. Good work. Referrals coming your way. Alex.

benckel

Thank you for all your efforts fellas. HR loved your presentation. We're ditching LHH and progressing with your program. Everyone thought the logic behind your advice and the way in which you have structured your business model makes great sense. Love your work.

Up Staff

Arthur, thank you. Short answer is yes.I would also ask that you have the team read Ben's book www.upsearchandselection.com/battlemanuallocked which will give them a good understanding of our model, strategies and methodology. Contact us through our website to arrange a workshop. Rgds

arthurrollings

Ben and team. We're making some 30 staff redundant. You came referred by our COO who had used you previoulsy. Do you do introductory work shops?

jonswayne

Interviewed Friday, Monday afternoon for a highly desirable role. These guys don't mess around. Ben thank you. I WANT THIS ONE!

hrleader

Team, Ben's book should be taught as a part of the school curriculum and all MBA courses. No good having an MBA if you can't sell yourself to get the right job. Have a lot of study colleagues, who can't secure c-level roles, expect a lot fo calls.

Up Staff

Thanks Jutad4. Rules are made to help our manage our business for the betterment of candidates. If you feel there is a good reason we're always open to it. Please contact us through our website.

jutad4

Team, is there anyway you can reassess candidates for your service more than one within the same year? I note you have a strict policy where candidates can only apply once a year. Is there a way around this.

Up Staff

WestpacHR, by all means. We speak to a number of your executives being made redundant, to whom we provide the book and advice to anyway. Contact us through our website should you/they need further assistance.

WestpacHR

I've just read your book, "How to Win the War for Jobs", impressive. Are we able to provide this to staff we're making redundant?

Jakebroth

I was recently interviewed by Up Search and opted not accpet help because I was at final interviews. Ben offered me advice to help me get the role despite the fact they would not earn anything. I knocked it back. Much to my embarrassment I found out one of Up's candidates got the job. Ben you know who I am (hanging my head in embarrassment). Thanks for reaching out again.

Up Staff

Victor, I don't know which service yoru friend used 3 years ago as our service is constantly evolving with the market. Contact us via our website contact page. Attached a resume and we'll send you some information.

Victortoledo

I've just immigrated from SA. Am finding difficult to find work. My friend used your service some years ago. Are you still providing similar?

truth6

Topout, I was interviewing with one of their but lost out at finals; the reached out to me and they offered to cover my costs, so I accepted and have never looked back

topout2

They seem to be getting lot of referrals from search firms? do I need to be referred to become a member?

tuttut

Diddo! Whilst the guys didnt secure me this role this time (i was already porgressed well in interviews) their advice and strategy was invaluable. Nothing is more competitive than the final interview and their stratgey made all the difference.

treehugger

Team, your advice makes me feel naked yet relieved. If I had met with Ben 6 months ago, he could have saved me 6 months of job hunting pain

EGMTrue

Was introduced to them via Korn Ferry Singapore. I am an expat coming home. Couldn't get traction with any of the search firms. Up covered my costs, took a gamble on me and it really paid off. My wife is in corporate banking, she's referred three of her colleagues all let go from the NAB.

CEOInfra

I read about them at www.australiancareerforum.com . They have obviously developed quite a following amongst executives. HR recommended them to use for my career transition. I'm starting end of April. Looking forward ot it.

Titan4you

Make sure you get Ben West or Benjamin Krane to give you a strategy session before your interview. I don't believe they charge for it. Extremely good advice.

Fugal

Buy Ben's book, "How to Win the War for Jobs". The best job hunting book I believe ever written. Read it then you'll understand the value you're not showing. I read the book then hired a writer and gave her very specific instructions as to what to communicate. She stuffed my resume up three times but got there in the end. Book is available I think via their website . They should give this book out at universities its that good.

Networker

ITGuy, I am a self-proclaimed fan. I met Ben and some of his colleagues at the Seek Awards and have never looked back. They are all recruiters should be, only so much more. Re your resume question, "its what you don't know you don't know". They recommended me to a writer who totally repositioned my leadership and strategic offering. In short I am now embarrassed at the difference. I had a total lack of understanding how I WAS NOT communicating value. Now I am eager to walk an interviewer through my resume and experience. I now have much more awareness as ot how to communicate my value in interviews.

ITGuy1

Team, I've been offered sponsorship subject to providing you with a better resume? Why is this. I thought my resume was fine.

CopperMiner

Team, pass my thanks onto Ben. I've just completed my 6 weeks probation period as CEO, for a central QLD miner. Couldn't have done it without Ben's advice and the support of all the team. It took 5 months, but considering how bad mining is now, and that I was unemployed for the previous 12 months, I can understand I wasn't an ideal candidate. Things are now looking very bright. Again. Love your work!

TangoHR

TVMan, we've been using referring candidates to Up via Ben for some time. They are very proactive in finding opportunities in the hidden market, we can't because we dont have the time or tools. Our business models are different. Only ever heard positive feedback. We will continue to refer them candidates our search firm can't place.

Up Staff

TVMan, Most candidates that apply for roles through recruiters and arent short listed are frsutrated at the lack of support. Being placed on a recruiters database helps no one. As we possess some world first research infrastructure, that matches candidates across thousands of other jobs we find that are not available online, we make a habit of reviewing unsuccessful applicants to then match them to roles, not viewable elsewhere. Many candidates tell us we have the largest private jobs database in existence.

tvman

I received an email from your team asking me if I was on the market? What's this about?

TalentSeeker1

Team, do you provide any books or reading material in helping HR better interview candidates particularly at the leadership level? Read Ben's book. Great. But maybe something more suited to HR than candidates?

Up Staff

ITGuy, there's some major differences between our business model and that of a traditional recruiter. Firstly, apart from telling you your resume is too long, a recruiter won't honestly critique your resume simply because they don't financially benefit from doing so. It's easier for them to mislead you and tell you your resume is fine then put you on their database never to be hear from again They're not spending money, time or effort on you so why should they critique you? there's no benefit to them. Differently our business invests considerable time effort and money in sourcing and securing roles for candidates that meet our crtieria which can be stringent. Because we physically invest monies in supporting a candidate the requirement to present professionally is so much higher. We also need to protect our investment and optimise our chances of securing you a role. If we let all candidates provide us with poor resumes we would not be doing the candidates justice. In all honesty if you or a recruiter were considering investing money in a candidate in the middle of a GFC you too would insist they present as best they can. It's all about being professional. It's about optimising success. We don't compile resumes but can recommend you to some people if you need with yours.

tutorme

I used them and secured a role with a consulting firm. Received 5 interviews in my inbox day 2, nothing day 1. I have more interviews available to me but have 'turned the tap off'' as I probably a role on offer already. touch wood.

sheeling1

Team, my colleague referred me. I was skeptical, but at $25 how could I say no. Today you generated 3 interviews with recruiters, two off whom were previously not interested in me. I am meeting with ANZ on Monday re another opportunity. I am halfway through your book. I now have some insight into how you do it. Love Your work.

Engineer23

I used their pay per interview engineering service. 3 days, 4 interviews. Well set up. Considering what they charge and the fact they have a 100% rebate, represents a lot of commonsense.

boaber

Very impressed. I just subscribed to your pay per interview service for accountants yesterday. You've generate three employer interviews for me in the past 24 hours. I've spoke to 2 companies. I have the third calling me back tomorrow. Dont know how you did it so fast. You've just saved me a lot of time. Will read Ben's book but keeping that for the Easter break. Have a few colleagues also about to subscribe, though ones more senior than I am, one is a recent graduate. I presume you can also help grads?

Up Staff

Robocop. They are not hiring a lot of people at the moment. The person you referred to, had just successfully come off the back of a 3 year stint with Rio. A lot of his success was just good timing. Contact us through our site. We're working on some other transformations with a few other miners.

robocop

Team, you placed my friend with BHP in a senior transformation role. I've tried to get an interview for some time but like I am talking to a blackhole in dealing with hr.

Up Staff

Tolo. Thank you. Contact us through our site. We will then prepare a package outlining the benefits of our service over your current. Basically we secure roles for people as opposed to merely giving advice. To the candidate this makes a world of difference.

tolo5

My employer has enrolled me in a LHH career transition program, how do i have them change to yours?

Up Staff

Zigtel. Thank you. Yes we are, but because of the downturn, they need to be exceptional candidates. Feel free to have them contact us through our contact us tab on our site.

Zigtel

Team are you still helping execs from South Africa? I have two friends considering relocating here in Mining

Tinger46

Loved Ben's book. The chapter on Post Interview Strategic Summaries, really helped me secure a role. Certainly beats a boring thank you letter I used to send.

MiningGuru

Team, thanks for not giving up. Your tenacity, effort and insight was the key factor in me securing a CEO role in Mining. I am starting next week. Major thank you to Ben, for his advice in 'destroying my competitors'. I had no idea I could do this or need to do this. As Ben says, " Once you're getting interviewed the game changes to how 'how fast can you take competitors out''. Love your work Ben! Thank you

benjo

If you can pass my thanks onto the US writer. Thanks to their (and no doubt Ben's input), I've picked considerably more interviews. From the doldrums to beginning to feel like as Ben put it , 'a rockstar'. I dare say i have some recruiter 'groupies' now. Who would have thought. I think these can now see their commission check in how I present whereas before they just saw another candidate. My fault not theirs. Great writing. I am very very thankful I was recommended to them.

kujo6

Can anyone advise me when Ben's next book is coming out?

NaH

just startered job hunting through Up. hopefully i can get thorough to new role soon.

rudeer

Fellas, I am at final and an offer is likely. They are now no other candidates. Deeply appreciate your support. Love your work!

tiresue

Team, how is Ben's book 'Interview Judo' progressing?

Up Staff

Asia Law. Yes we do help international executives emigrate to Australia. There are qualifications they must meet however.

AsiaLaw

We are an Asian law firm that sees many international executives coming through our doors. I understand you also find roles for senior executives?

joblo

Team, I need a recruiter that can open opportunities for me in Singapore. Any ideas?

arthuringle

Team, any word on when you're launching your next book, 'Interview Judo'. I am in the executive coaching game and there's not a lot of books out there purely dedicated to interviews skills.

tarzan

Page 70, and still reading. Strategies (re book) are great. I've totally re-adjusted my thinkingand approach to getting my next accounting gig and I am not even finished reading!

ablebee

Got the book. Printed it. Halfway through. One word. WOW!! To quote the authors words, you've just removed the fog of war'. I have put a hold on all my applications until I finish reading the book. I've already recommended it to 3 of my accounting colleagues.

AJAX2

A personal letter of thanks. I reached out to Ben last week for some coaching for a financial controller interview i had the next day at short notice. 11 pm at night he spent and hour coaching me. Talk about going above and beyond. Thank you Ben. I am progressing to the final interview (Monday). There is one other candidate, but compliments of the strategies I read in your book, I am supremely confident I will get the role. Love the book. Again, my sincerest appreciation.

Up Staff

Jolcan, if you're at final interviews its because the company already knows you can do the job otherwise you wouldn't be at finals. The only real question they have now is "Why you instead of the other candidates?". You now need to concentrate on identifying the other candidates and taking them out of the selection process. The best question to ask here is "Mr. Interviewer, I understand the competition for this role is fierce. So that I can best help you compare candidates, do you mind if I ask, 'Of all the other candidates you're still considering, do any of them have any high value experience of skills that you're also wondering if I possess?'" (If they mention any then give them some examples.). You can also ask, them "Are you looking for a leader first rather than just another operations specialist?", "The reason why I ask this is, so were my previous empoyers. Do you mind if I take a few moments to share with you the journey I took my previous employer on as testament to my leadership?" (then give them your leadership story. See www.upsearchandselection.com/crashcourse). The important differentiator for leadership roles is your leadership. The probability is that your competitors have communicated theirs not so well. If you do, you will outshine them. We do recommend that you tart communicating leadership stories early in the interview process.

Jolcan

Whats the best advice you can give me. I am at final interviews for a COO role.

Up Staff

Jubeer. Thank you. Yes we do service executives in the US and also have many in HR that use our services. Re costs, we may sponsor a candidate for up to $10,000 (sometimes more for CEOs seeking international roles); strict crieria apply. Or if you're being made redundant your employer may substitute their existing career transition or outplacement program with ours. The cost is about the same to the employer, but to the candidate it means a world of difference. In our book 'How to Win the War for Jobs' (see www.upsearchandselection.com/battlemanual) we analyse the differences between these services. Let us know if you need a representative to meet with HR or for a tender to be submitted if there is more than one person being made redundant.

jubeer

My friend in the US was recommended to your firm by his HR. Do you provide your service in the USA? If so, what are the costs.

Up Staff

Defcon, either have HR call us, or write a letter expressing your discontent with the only basic help provided to HR. We can send them info on what we do and why we're more supportive. Audrey Page I am told do not generate interviews or job offers for their members. We provide a service similar to an Agent acting for a Sports Star. It's intimate, intensive and very different to services offered by career transition firms. Good luck.

DEFCON4

My division is letting go of 25 senior managers and we've been given a cookie cutter career transition program through Audrey Page. I want much more support for the guys we're letting go. How do i have them substitute Up's Program instead of Audrey Page?

Up Staff

Rockear, the recruiter may not be being honest with you. You can't lose now. Send the employer a letter of introduction. Highlight your value (referring back to the needs of the role as you understood them). DO NOT mention the name of the role or that you know there is a role otherwise they will force you to go back through the recruiter. You may pick up an interview via this channel.

rockear5

I've been told by a recruiter their client is no longer interested in me, despite being told i was the only standout candidate. What can I do?

bluepowder

Team, all the usual wishes for the new year. I received an offer from 3M and am probably accepting it. They paid the extra amount thanks to your help in training me how to negotiate better. Expect some calls from a few people I have referred. I hope you don't mind me using your service in another two to three years! Aaron. C.

TRex

The best for next year team. Love your work.

Eli34

Merry Christmas to everyone. May the next 12 months prove even better for your families and your wonderful business. Your to die for fan, Elias.

Ronin9

Ben and the team, enjoy your holiday. Another successful year no doubt. You've all been a great help. Rod

Lincoln

Happy New Year to everyone. Christmas greetings. Take care, rest up. Looking forward to recommencing next year.

Up Staff

Dear Rueben, appreciate your genuine enquiry. The costs of supporting a candidate is not the only issue. The other issue is that we need to be confident of placing the candidate. If we were to allow you to cover your own costs, this may result in some resources being tied up that from a business viewpoint are best invested in another candidate. Also, though some candidates we place fast, others our staff will spend some 50 to 150 hours in supporting. We pay our researchers $50-$75 per hour, depending on overtime and so forth, so the typical costs to support a candidate can run into $2,500 to $7,500 and more for those very senior executives seeking overseas opportunities as our staff need to work overnight to call the US for example. If you're undergoing financial hardship, please bring this to our attention and maybe we can help on consideration of this.

rueben_3

Team, I've twice applied for membership and twice have been rejected. I understand I can only apply once every 12 months. If I cover my own costs are you able to 'bend' your policy.

Up Staff

Thank you Pluto. Ben and the team have been trialling many strategies. We have a more comprehensive library coming. Ben is also putting his final words to a short book, more of a battle manual I believe in securing roles in the GFC. Stay tuned.

pluto6

Love the Training Library. Wealth of strategy, commonsense. Its so simple once you consider it. Great read though I am yet to read the full library. Tell Ben, he should write a book.

gideon

Fellas, 13 new interviews in 3 weeks since coming onboard. All progressing but 3. One too junior. All good. Now much more optimistic. Who said there was a jobs shortage ;-)

Rubicon3

Team I take my hat off. You recommended I use your writers. I was very close minded having received so much advice that I was doign nothing wrong. In retrospect having seen the strategy and thought put into my documents, I was just plain closeminded. With regret and in reflection, I was responsible for wasting many months and applying for many roles and appearing nothing short of being a total amatuer. I am humbled, but now much more optimistic about my future. Please pass on my sincere appreciation to Derek.

Up Staff

Bluemoon, please read www.upsearchandselection.com/handling_recruiter_initial_call . I suspect your resume is poor, but also how you set up or dont set up this interview is lacking. There is a very strict conversation you need to have with a recruiter prior to agreeing to meet with them. You need to do a reconnoissance over the phone gathering key information on the company, the role, the person you would be reporting into, what they like/dislike about you and other candidates theyre interviewing all before you meet with them face to face. the first telephone call is in fact the first interview not simply a telephone call. LET US KNOW IF YOU NEED MORE HELP ON THIS.

bluemoon

Team I seem not to be gettign much attraction in face to face interviews with recruiters. Most appear relatively disinterested. Need help.

Up Staff

Some Ways to Lose a job. 1. Apply through an online portal. 2. Send an application to a generic email address. 2. Assume just because you did your application will be read. 4. Go through HR or recruitment firms. 5. Use a poor subject heading. 6. Undersell the importance of who you are or if unemployed were. 7. Forget to insert a read or delivery receipt. 8. Forget to align your brand to a leading corporate brand. 9. Forget to Clarify the level of roles you're seeking, 10. Forget to clarify the functions you work across. 11.Forget to highlight the high profile brand of some of the companies you have worked with (employed) or consulted to (consulting). 12. Forget to list the Industries you have knowledge of. This is one of the biggest objections to candidates; lack of industry experience. 13. Talk to much about technical or operational matters/successes and not about more strategic items. This list is seriously endless. Most candidates don't just slash their throats, rather they die of a thousand self imposed slashed. As they say, what you don't know can kill you. Read www.upsearchandselection.com/common_reasons_why_executive_job_seekers_fail

Up Staff

Tinan. Either kiss the job goodbye or take positive action. Candidates need to read between the line. In most cases (not all), the recruiter knows the candidate is also trying to interview with his competitors and other employers. If he hasn't rang you or returned your call, or kept you abreast of progress,its because they don't care if someone else takes you. i.e. you're not a preferred candidate. Very few recruiters will be honest with people, partly because they don't like to deliver bad news. Others like to keep candidates 'on the boil' i.e. thinking they still have a chance at kissing the girl if she doesn't like the three other suitors/candidates. You can send (you should have already) the recruiter a post interview strategic summary letter as per the templates in our online training library, or you can call them and have a very frank chat. You should have also strategised the interview correctly by asking three triangulation questions being: 1. "Mr interviewer may I ask, at this point do you have any concerns about my experience, skills or fit within the culture?" (i.e. identify their objections prior to them deciding not in your favour), 2. "May I ask what aspects of my experience do you feel may be of high value to your client?" (i.e. identify their love buttons then keep pressing these), and 3. (the most important), "Mr Interviewer, so that I can best help you compare candidates, do you mind if I ask you, of all the other candidates you're interviewing do any possess any skills or experience that you're also wondering if I may possess?!" (if they do, you need to be darn sure you also cover off on your experience relating to this perceived short fall). Remember most interviewers are not experts at interviewing nor have most done the role they're interviewing for. You're the expert, so implant into their minds the questions they need to be asking of you. i.e. join the dots between their needs and your value. This is basic interview strategy unfortunately very few 'career experts/coaches' teach.

Tinan4

I interviewed for a role some 3 weeks ago with a recruitment firm. I am optimistic about it. They said they will get back to me. What do I do?

Up Staff

Zincman. You need to consolidate the ground you have captured at this interview and sway their decision in your favour fast, before they form an adverse opinion of you. Time is of the essence. You can read the module, 'Post Interview Strategic Summaries' in our training library. Long story short, you need to send them a letter outlining in order, how you enjoyed meeting them (establish more trust and rapport), how well organised the interview was (if HR i.e. give a genuine compliment), emphasise your fit for culture, how the vision is now even more enticing now that you've learned more about it and that the more you hear about the role the more if reminds you of your previous roles (i.e. make the interviewer think there's no risk in hiring you as you have already done this role before). Reflect back on their top 5 core needs, then give 1-2 short examples of how you met each of these in other businesses (No war and peace or nonsense just pure KPIs/figures). Then address any concerns they have. Lastly emphasise your enthusiasm to continue speaking. Depending on the style of interview you may also like to insert a call to action saying, for example, "I can make myself available next week for further meetings should this be required".

zincmanleader

Team, I'm a CEO of a resources firm and am concerned that I underperformed at my last interview. Time was limited so their were key concerns I did not address as well as points of value I did not cover off on. What do I do?

Up Staff

Judas, either ask your Agent to call them or ask a friend to call them. Their is no law that says only recruiters or HR can call for a reference check. Simple

Judas3

I've been asked to provide some references but two I have concerns about who may say bad things. Is there a way around this?

skywalker

Jeff, a personal thank you for meeting the team today. The only question some really had left to ask is, when is your next program intake? Your staff mentioned you have no spare places for some functions? If you could let me know time frames here before we these specific staff can reapply please. Thanks. Jake.L.

JosephC

Very impressed with the workshop. Cutting truths well delivered with pure logic. Please put this in a book, you can teach the career management firms a lot about helping people get a decent job!

Bluejean4

As promised, HR are now reviewing your service. You went above and beyond for me, so I did returned the favour. Looks like HR is ditching our current service providers in favour of your service. Appreciate the rebate but no need. Wish more companies did what they say they will. I also wish I had met the team 6 months ago. Many thanks again. Rod. J.

Up Staff

Thank you Allan. Either click on 'Refer Someone' on our Website or just have them call in on the office number.

AllanJ.3

Team, Ben interviewed me this week. How is it best I refer some colleagues also being made redundant?

sweetsixty

Vanessa, just read Ben's manual. I can understand why its controversial. Strategies go against the grain of much of the advice I've been given. So far so good. I really can now see why my previous efforts received poor results. I totally gauged the market wrong and admittedly I put a lot of faith in the wrong people. Ben has made me think much more carefully. His logic and passion is to be commended. Kev.

jude18

Team, into my second week of interviewing. Last week I attended 3, I have another 4 this week. 2 of last weeks interviews progressing. Still to hear from the 3rd, though doubtful. I have in total 8 interviews from your teams efforts. I am hoping I will get 2 or so offers from these. Lets wait and see. I don't think I will be on your books for long :-) Love your work! Geoff. D.

Up Staff

Speck, you'll need to speak with our team in greater detail. We service some search firms already re technology candidates. We would have to look at these candidates inndividually and also get a better idea of the quality of candidates you would be referring.

SpeckRecruit

Some colleagues of mine have been privately referring candidates to your firm for 6 months now. I understand you pay them as percentage of the placement fees you receive in placing these executives. My colleagues mainly work on Operations and Engineering assignments, some contract bit mainly fulltime roles. I work more in Systems and Technology, is there scope within your business to accommodate these executives?

Up Staff

Cruddle, we don't really like to work with candidates earning less than $200,000 because the placement fee we secure is less and by the time we take our costs in supporting a candidate, it is more profitable for our team to work with higher income earners. Often its not what salary youre earning now but more importantly the salary we think we could lock down for you in your next role. A lot of factors come into this, your overall salability, marketability, your title, previous employers and geographies you are prepared to be working from. I know we do place some people earning less than 200k but this is for other reasons than financial. Contact us through our site and if a team member interviews you we can give you better feedback on this.

Cruddle_Pepper

You recently placed my boss into a role in with Compass. He mentioned you only deal with senior level personnel through your executive agency. I am on $190,000 with STI, LTI etc taking package out to $320,000. Is it worthwhile applying for your support?

talbour4

I am relocating to The Middle East on a 6 month construction contract. Can you assist me post my role finishing? Do you ahve the capabilities for this?

Up Staff

Thanks Talbour. We have some capabilities in the Middle East, but ours is not nearly developed as it is Asia, and ANZ. We're generally trying to stay away from the ME at the moment so we probably can not be a great deal of help there. I'd suggest you approach the traditional search firms there, contact us through our website if you need a list of these firms and individuals. Sorry cannot be of more help.

Up Staff

John, our pleasure. Full credit to you. It's been our honour in representing you.

johnwayne4

Fellas rompa stompa effort. 13 direct interviews generated in 2 weeks. 8 completed, 2 not progressing (1 was too junior). 5 progressing. 1 still to hear back from. For the moment I dont need anymore marketing. My boss isnt prepared to give me more time off work to attend. Pretty confident about those Ive attended. I still need to perfect my interview leadership story, but Ben has been a good help with this. My value offering is hitting home loud and clear. Again, thank the team for me please Vanessa.

Up Staff

HR Leader, basic core point of differentiation is that whilst most outplacement firms, e.g. LHH, Directioneering, Audrey Page etc provide a service which involves predominantly only skilling people up to get jobs, under our program we do all the job sourcing, marketing, interview generation, company research to actually representing the candidate and intimately helping them negotiate their offers, should this be needed. These tasks are next to near impossible for candidates to do properly. Most lack the time, databases, strategy required, and research capabilities. Most outplacement firms profit from selling their programs to employers whereas with our model we profit from earning placement fees in securing roles for your outgoing staff members. Due to this, our motivation and the effort we contribute is substantially more.We also provide a 12 month program as standard rather than typically a 3 month. Because we're involved in generating interviews our experience surpasses that of firms that are not intimately involved in doing so. Like chalk and cheese. Hope this helps?

HRLeader

We're considering moving to Up away from our existing provider for outplacement. Could you advise me on the core reasons for changing? 350 staff, many earning over $180,000.

Up Staff

Juliet, it depends. We usually provide workshops to employers only that are clients. If you're not currently one we can discuss. Those staff attending the workshop if we were to provide one, we would need to be convinced are at the level of management we deal with and thus could profit from in placing. Contact me separately re this.

julietRom

Up I read a few comments re workshops and reviewed some of your training modules. Do you provide these workshops only to Career Transition clients or the general public?

RodA

Guys, inspiring workshop. Many laughs but a lot of insights. Our team are looking forward to the next one.

Job19

Job you need to be sponsored by our firm or your employer. Feel free to contact us via our website if you're wanting more information or for the team to assess you for membership. You need to be seeking a leadership role.

Up Staff

Job, many are available in the Training & Advice section on our platform. You need to be a member to access these.

job19

Nica, I loved the logic in this article. Puts many things in perspective. Are there others I can read?

Up Staff

Bluetube, see www.upsearchandselection.com/common_reasons_why_executive_job_seekers_fail . This document may help, but it is still designed for leadership executives. We tend not to specialise in helping middle management.

bluetube

Nica, loved the training modules. Can you compile a more general article on the job hunt? My wife isnt at my management level, shes middle management and not at the leadership level yet.

Golf44

Ben, a public thank you for the 3 months of support. My new role ( I started Wednesday) is so far so good. They have some big problems which translates into a challenge for me. I have a meeting with the Ops Director on Monday re securing buy-in of some staff members. It's apparent we need to remove a few very fast if I am to achieve my mandate. I met the team for drinks and they tell me the bad team members have been flagged for removal already so this wont be an issue it would appear. A sincere thank you for the help you team have given me. Its deeply appreciated.

Up Staff

James, we have a good selection of employers there. Team will build on this more in the coming weeks. Updating our Canadian research in next 2 weeks.

zinkum86

Ben pass on my thanks to your colleagues. Their research was spot on. Landed the Compass role. Could not have done it on my own. James

Up Staff

Muffin, we are able to do this if you allow our firm to represent you.

muffin4

Is Up able to represent me to a USA firm. There is a live role, but I need the strategy and research compiled to work out a way in.

Up Staff

Jacob, this an extra cost to our firm, but as long as we think we can place you into a role their we will look at it. A bit hard until we have assessed you and understand what you are seeking. Contact us through our Contact Us page and request an interview. I know we have recently taken some Bluescope and Rio guys there.

jacobn

To the team. I am searching for international roles, specifically HK and West Coast USA. Can you help?

yellow_tupip

Nica, pass my thanks on. The rebate arrived. Best wishes and happy birthday.

tison4

Gotcha Sender, I used them to get my role with a leading resources firm. I was also made redundant but only4 months after my appointment. I was happy as i received a good payout. I was sweating about securing a role, because of the nature of my job, if I am unemployed more than 4 months it would work against me. I donÂ’t have a high opinion of search firms. WouldnÂ’t put them out if they were on fire. I was very impressed with Up. I met Jeff, smart chappie. Ben was more on the ball though, Ben tends to work with more senior execs in my function then Jeff I guess. The learning curve was steep. They broke a lot of preconceptions I had about getting a job. Supportive team. They see through the *****hit fast. I am at finals, with hopefully another offer about to come through. One employer is a client of theirs, so they had intimate knowledge of the firm. Always got back to me. Listened to me. Ben speaks to me a lot on the weekends in between his travels. He flys a lot meeting executives. Never had to pay a cent for their service. They covered all the costs. Re my resume, I resubmitted it 3 times then realised I couldnÂ’t do my experience justice, so I used the writers they recommend. The same ones, some of the tier 1 search firms also recommend. Made a lot of commonsense.I read an interesting instruction manuel on how to use my resume content in interviews. I now know I interviewed really poorly. I having nothing but appreciation for them. A number of recruiters send them people they cant place themselves so they cant be bad.

Sender6

I have got nothing but absolute praise for Up. I was made redundant from the National Australia bank 9 months ago. I was in a senior IT role. I spent a lot of time building my team and using recruiters for this purpose. Since then the recruiters have treated me like someone with Ebola. Not returning calls, no feedback, poor advice when provided and total apathy. Needless to say my mortgage is in arrears and I was under considerable pressure. A Colleague referred me to Up. Right from my first coffee I had nothing but honesty, respect and understanding. They took the time to really understand my plight and my value. Their advice was second to no one. It was very very specific rather than very general in nature. In fact it really hit home. These people REALLY know their stuff. Ben critiqued my overall strategy in securing a role. He went right through my interview performance, my resume, how I deal with recruiters, the Psych of HR, the competition I am facing and why I have been getting no traction. The guy is a nothing less than a wealth of knowledge. I can understand his direct (though caring nature), and his honesty does take some people by surprise, but I told him I wanted nothing less than absolute honesty so I got it. In the last 6 weeks, they have generated 13-14 interviews with direct hiring managers for me, 3 through search firms (I opted not to meet with search firms). I asked them to stop generating interviews because my time was getting very limited. They have sourced numerous opportunities for me. Researched numerous employers, providing some very good background information. I even had my own virtual PA who coordinated my interviews. Ben spoke to 3 HR for me, helping them to understand my experience. I have two offers currently on the table, BenÂ’s colleagues are negotiating one directly for me and for the other I am negotiating directly. I am still in play for 5 other roles. Up's team have compiled most of my documents at multiple stages through my interviews. IÂ’ve picked up invaluable knowledge from their training module, in broader areas such as selling my leadership, dealing with stakeholders and people in general. They in short invested countless hours at their expense in supporting me. IÂ’ve referred them 8 others who have had also great experiences. I donÂ’t see the job market as improving any times soon. I am very thank you they took the time for me. Ben love your work. Thank the team. P.S. You should take a holiday. God knows you work long hours!

Up Staff

Not at all. All a part of our service offering.

Jacback

Does this cost?

Up Staff

We provide this to members. We also have a comprehensive online library available for people to read.

Jacback

Where can I receive advice in interviewing?

Up Staff

The problems with many candidates is that, not being in the recruitment game, they simply donÂ’t know the volume of other candidates competing for the same roles, the quality of these candidates, how similar their resumes look and how often candidates interview the same. When they do this, they don't standout and thus there is no unique reason for an employer to hire them.

Up Staff

Many reasons BakerM. We invest a lot of money in candidates. If they present poorly our costs blow out and it becomes even more time consuming to secure interviews and place the candidate. Candidates with inadequate resumes also typically interview poorly. Simply because if a candidate can't define their value on paper when time is abundant; when they then interview where time is limited they tend not to be able to communicate sufficient value. Most people find this is a logical deduction. Importantly, our staff suggest to candidates to Often put items in resumes that may not be read. We do this to ensure the information (once in a resume) is then front of the candidate's mind so that they can then communicate it better in an interview. Also the content in a resume is used in a arrange of strategic marketing documents we use to successfully steer the candidate throughout the interview process. If the resume is poor, vague or lacks credibility so do these documents.

BakerM

Why does Up have a stringent policy on resume quality.

Up Staff

I understand. They are not in the business of critiquing resumes. It costs them time to critique resumes and doing so has no benefit for them. Many recruiters starting in the game offer constructive criticism but often as this is not received well by the candidate, they stop offering their advice. Nor do recruitment firms invest time and money in candidates so they lose nothing if the candidate has a poor resume. They simply don't continue to interview or shortlist the candidate.

BakerM

Recruiters haven't critiqued my resume.

Up Staff

BakerM, for candidates that require a resume, we can put them in contact with some writers that we and other search firms outsource their resume writing to. Up are not a resume writing firm nor do we pay for resumes for people. We pay for our service for selected candidates, but to on top of this also have to take responsibility for a candidates resume, most people would consider inappropriate. We expect all candidates whether or not they use our service to have an appropriate resume. This is considered by many to be the most basic requirement in the job hunt. This policy is available in writing. It has always been and will always be our practice.

BakerM

Does your firm compile resumes if required.

Up Staff

Thank you Ross

RossSimp4

So far so good. Happy to continue referring you candidates but maybe you can also train our team up in how to better interview candidates. Unfortunately we recruiters 'have our head stuck in the sand' sometimes.

Joelde3

Fellas, best advice I've received in many years. The obvious was hiding from me for so long. Different markets require different strategies and I am using yours to greater effect. Thank you

yellow_tulip

Nica, pass my thanks on to the team. P.S. I got the rebate. Thank you

Jude_F

Nica, give my thanks to Jeff, and Ben. I am now no longer in need of your service. Mission accomplished. Qantas approved my request. I now am off the market.

Jlaw

Ben, and the team. Compass responded very well to the letter you helped me craft. Initially it took them by surprise but when I explained the value proposition behind it they saw the 'uniqueness' of my experience. Well done. Keep up the great work.

JimFits

Fellas just wanted to express my support for the service you provide. I will continue to refer business. You've supported me when most would not. I wanted to recognise you for it.

Up Staff

Depends which business of ours you're asking about July. For our career transition we service all management levels. For our executive agency business we only deal with candidates at the senior leadership level, typically GM to Chair, but across all industries and geographies. Our market knowledge is focused on ANZ and Asia Pacific, we're quite well informed on the US, but our knowledge can improve on the Middle East and Europe.

July_3

What candidates do you prefer?

Up Staff

Yes, its not cheap. Occasionally we invest in the wrong candidates, and lose money but we're getting better in assessing each one.

TertiusF

It must be an expensive service to provide?

Up Staff

It's too hard for these firms as they donÂ’t have the infrastructure we've invested in building. Their strategies are poor, to the point where if they tried to secure roles for their members they would not make any money, only incur more costs. Its easier for them to not practice accountability. Our business model is such that we run at a loss in supporting an individual member until we secure a role for a member and secure a placement fee. Our goals are mutually aligned with each member.

TertiusF

Why donÂ’t career management firms or career transition firms provide your service in sourcing jobs and generating interviews?

Up Staff

Fingle, most are all the same. They'll tell you their unique in that they provide a high level of service to employers and have intimate knowledge of their industry or their treatment of candidates is admirable. When you ask a recruitment firm who they recommend (something we did at the last Seek Awards ceremony) often they'll respond with, 'I donÂ’t know of a professional firm to recommend,... oh...except us'; most preach from the same book. Personally we've had good feedback about Talent 2 and Derwent, some bad comments on some others we prefer not to mention.

Fingle4

Do Up recommend any recruitment firms?

Up Staff

GerryB we regularly review this. The problem is it takes a lot of time to assess candidates and there are so many. We simply donÂ’t have the resources to do it every 6 months.

GerryB

A suggestion, I understand why you reject some candidates, but you should let them reapply for your service in 6 months not 12 months. 12 months is too long to wait in this market.

stripes3

Nica, I've had some interview in SA through Up. Much appreciated. May like to expand your researching South America, re growing resources opportunities. You should make some good monies thee with the right candidates. Rod

June_3

Tell Ben, he's a superstar. He gets strategy like no other I have spoken too. Got more commonsense out of him over lunch than I have from all my wining and dining with search firms over the years.

Up Staff

There's some confusion here. Candidates donÂ’t really get knocked back on lack of cultural fit, its more a perceived lack of 'personality fit'. If you ask the staff of a business from the CEO down to the receptionist, clerks or even the customers at AMP what their culture is like they'll give you different answers. Some will say 'retardant', 'progressive', 'conservative' or other. How can you get knocked back from lack of cultural fit if there's no strict definition of the culture? How many progressive directors do you see on the board of a conservative company that don't fit the culture? It's not lack of cultural fit but more the recruiter or HR think your personality won't fit in with the personalities on the team you'd be working with or they don't like you or know you don't like them. If you have a chip on your shoulder, recruiters often pick up on this and won't take the risk of you offending their client. For recruiters its much easier to tell a candidate they lack cultural fit rather than their personality is 'found wanting'; candidates take less offence this way.

Johnc

How important is cultural fit in selecting candidates?

Up Staff

Yes, in most cases. You have to be careful of the bridges you burn however. There are some key strategies in doing this to also minimise the risk. Note, a lot of recruiters will claim they have a role exclusively when in fact they donÂ’t. Often the middle men (recruiters and at times HR) act to dilute your value and thus reduce the probability of your success. Nor do they have your interests at heart. Often it's best to research who the line manager is that you would be reporting into then approach that person for a general chat, knowing in the 'background' there is a role that may suit you. The trick here is to avoid getting lost in the 'abyss' being the interview process. Often when you follow the process recommended by recruiters or HR you sabotage yourself. For example, following their process usually involves lodging an application through an online portal where most often less than 10% of online applications are read. Not what you'd call a comprehensive or fair assessment process for candidates. Often to add salt to the wound HR or recruiters will send applicants arejection letter saying words to effect 'other candidates had more closely aligned skills'. In actual fact most often they have not even noticed your application let alone having read it.

Felix

Do you suggest we go to employers direct?

Up Staff

There are a number. 1. Most candidates don't interview other candidates at their management level from other great companies. Thus they are not aware of the volume or quality of their competition. 2. Whenever a candidate gets interviewed they'll more often than not spend their time reminding the interviewer why they're are the same as most other candidates. They in effect talk themselves out of ajob. Their resume and approach letters are also often vague and almost identical to other applicants. So right from the beginning they fail to differentiate themselves. Most candidates get a role not because they interview well but because all others interview badly. Don't believe this? Ask ten colleagues what unique value do they bring your employer. Most will give you the same ambiguous meaningless answer that others will give you. Some candidates who don't interview a lot of people in their day job actually think their answers are unique. By the time they realise thisis not the case, they're burnt out, aggressive or chronically unemployed. Ignorance isn't always blissful. Communicating your value in a unique manner so that the perception of your value appears more relevant (or unique) is something our staff really try and ramm home to candidates. Some like the truth others don't. Often a candidate will mistakenly think, "recruiters tell me my resume and interview skills are fine" so they must be fine. Yet despite this these same candidates don't secure many interviews with these recruiters and if they do they're often not shortlisted. Actions speak louder than words. Saying to an applicant "yes you present well...we'll stick you on our database and keep an eye out for you" is recruiter speak for, "you present poorly" (in many cases). Some candidates don't 'get' this. They progress through their job search without success, and when someone gives them honest criticism they respond with "But recruiters have never critiqued me'.

bluejay

What are the biggest problems with candidates?