The Staffing Industry Blog

FAQ’s about the staffing industry

Keith Zingler — Tue, 07 Jul 2009 15:34:33 +0000

Thanks for the overwhelming response to my blog. I have put together a list of FAQ’s that I have been receiving and want to answer some of them for all of you to see. Thanks for the feedback and on to the questions.

Can I switch agencies and stay with my current contract?

The answer to this questions is mostly no. There are rare circumstances that a company will allow you to change agencies. If you are not getting paid based on the terms of your contract would be the number one reason you would be allowed to switch agencies. I would be willing to bet your agency had you sign an agreement that states how long you have to be away from a client before returning through another agency. If you want to change agencies, make sure you have valid reasons and then see if your recruiter will release you from your contract. If they won’t you can ask your manager at the client to help but most of the time it will end there.

How many recruiters should I work with?

I would recommend three to five. Make sure you are comfortable with each recruiter and they have contracts in place with the companies you want to work with. Try to find recruiters that can meet your rate and mix it up based on clients. Most big companies have vendors list and not all recruiters can submit to those jobs. Target about 20 companies in your field and then find out who the recruiters are. Then find recruiters that don’t have a lot of client overlap. This way you will have opportunities at a greater variety of companies. Don’t use three recruiters for one company.

Should I work with multiple recruiters from the same agency?

If you are willing to travel and want to work in different locations, it is fine using recruiters from the same agency that work in different locations. Make sure that each recruiter is aware that you are speaking with someone else from their company. You don’t want to hide this information from one of the recruiters because they will find out. Also, make sure you have a consistent message or risk being labeled as untrustworthy.

Why will my agency do corp-to-corp at one client and not another?

Most agencies don’t care if you are W2 or work Corp-to-Corp. They all have different insurance requirements that you must adhere to. The big reason an agency won’t offer you the option of going Corp-to-Corp is the client. Some of my clients don’t allow it because they feel it ads another layer of contracts and can create legal problems down the road.

Is it okay to have different agencies submit to the same client and job?

Never do this. I just had a contractor give me permission to submit him to a position, which I did. I spoke with the manager and was able to get him an offer. A day later the manager came back to me and said that another agency had submitted his resume and they were rejecting him for the position. I spoke with my contractor and confirmed that he did give permission to the other agency. I spoke with my manager’s HR department about allowing the contractor to work and they felt that the losing agency would feel cheated. The most important thing for them was too protect there reputation for fairness with the agencies, and not expose their company to possible litigation from a vendor. The best solution for them was to just hire a different contractor.

Keith Zingler has over 10 years of recruitment experience. He can be reach at kzingler@pdstech.com.

Negotiating tactics to get what you want

Keith Zingler — Thu, 02 Jul 2009 15:32:43 +0000

1. Set a price

The biggest mistake I see consultants make is allowing the recruiters to dictate the rates. What I recommend is coming up with three sets of numbers before you actively start your job search. The first number should be a bottom line number or survival number. This rate should allow you to pay all your bills and give you a very small amount to live on. The second rate should be a number that is higher then any rate you have charge in the past, while still being a realistic number. This is your dream rate. Your third rate should fall between these two numbers. This should be your target rate. Anything that you get above this number should be considered a win. Try not to finalize a prize on the first contact. Ask the recruiter if you can think things over and call back with a rate in an hour or so. Since the market is so tough right now don’t haggle too long.

2. Research

Spend some time on the web and find out what other consultants are asking (make sure they are doing exactly what you are qualified to do). Also, don’t be afraid to reach out to people in your network (co-workers, social networking sites, industry leaders) and ask what they are charging. Try to narrow your search down to specific locations so you are not quoting San Francisco rates for Kansas positions.

3. Benefits

Find out what benefits are offered to you. If an agency or employer is going to offer healthcare, holidays or vacation, you need to consider this as compensation. Also, ask if they offer a completion bonus or other types of bonuses. Always get in writing the terms of these benefits, before applying them to your rate.

4. Client/Agency staffing programs

Feel your recruiter out and try to find out how much room they have to negotiate. Some clients don’t allow negotiations and everything is done on the front end. Bigger clients usually have rates already worked out and there is nothing a recruiter can do. Medium to smaller size companies give you the most room to negotiate. If you have a skill set that is in high demand sometimes bigger clients will go out of their pay ranges to accommodate your demands.

5. Agency Mark-ups

Should you concern yourself with what an agency is charging the client? The answer is no, concentrate on your target numbers and hitting those. If you find out the agency is over charging for your services (75 to 100% mark-up) use this information for future negotiations. Remember if they are winning high mark-ups from clients, this means they have a great relationship with the manager. This will work for you because it means they have a greater impact pushing your resume. Once you start the assignment and prove value too the client, you can start pecking away at the rate and get smaller increases as you go. Most agencies don’t want to lose the high profit margin and will give you small raises to keep you on the assignment.

What does your work history say to a recruiter?

Keith Zingler — Fri, 26 Jun 2009 20:28:47 +0000

Your work history is the most marketable thing about yourself. It needs to be protected, cultivated and verified. Recruiters are trained to read in between the lines and eliminate you for positions based on what they see on a resume. Here is some common problems recruiters see on resume and how to overcome them. A solid work history will keep you getting assignments, demand hire pay and keep you relevant in an employer’s eyes.

What do recruiters or hiring managers look for?

1. Longevity
A recruiter doesn’t want to see three or four assignments every year. They want to a year too two years on certain contracts. The longer you stay at an assignment tells a recruiter that you are a valuable contractor that contributes. A pattern of short term contracts makes them think either your skills aren’t good enough to keep around or you don’t finish assignments. If you do have a pattern of short term contracts creeping up on your resume, really focus on getting a potentially longer term one for your next assignment. Even if you have to sacrifice a couple of dollars it will be worth it to you in the long run.

2. Repeat clients
Consultants that have worked for the same client multiple times are in high demand from recruiters. Being asked back to a client on a different assignment tells a recruiter that you are professional, reliable, loyal and easy to work with. Working for the same agency a couple of times can convey a similar message but it isn’t the same as being at ABC Company.

3. Gaps in employment
By nature recruiters are skeptical of a person’s resume. Be upfront and explain any gaps of employment on your resume. Unexplained gaps have recruiters thinking the worst. They will look for reasons why you couldn’t get a job during that time frame. Are you reliable? Are your skills up to date? Some recruiters will even question if you did jail time. Being upfront and open about employment gaps will keep you from being grilled in an interview.

4. Certifications
Anytime you can get a certification snap them up. It doesn’t matter what field you are in, certifications will market you as an expert in your field. It also helps recruiters find your resume on the internet.

5. Detailed explanations
It is a good idea to incorporate any skills that you have on your resume into your work history. Managers want to see where you used your acquired skills professionally. If they don’t see a skill on your recent job history, then they conclude you haven’t worked with it recently.

E-mail Keith Zingler at kzingler@pdstech.com for comments on this article.

Tips for Evaluating Consulting Offers

Keith Zingler — Thu, 18 Jun 2009 20:11:10 +0000

The biggest mistakes I see in the consulting world, is how many of my candidates evaluate assignments. During the recruiting process it always shocks me how many consultants don’t ever get past pay. Pay is just one of many factors that should be considered when valuing an assignment. Yes, it is important but just focusing on rate will hurt you in the long run. Here is what you need to consider when evaluating assignments:

1. Career Goals
The most important question you need to ask yourself is will this position help me achieve my goals. A better paying assignment doesn’t lead to future ones. It can sometimes erode your marketable skills and make you less attractive to future employers. I have seen many IT professionals take a higher paying contract for a year or more babysitting old technology. When the assignment is over all the skills on their resume have become dated and they have to start in the middle or bottom again.

2. Location
New York City is a very attractive location for consultants to work. It is very glamorous and the pay is higher. I have found that the higher pay doesn’t always equate to a better cost of living for my consultants. Many times they find the cost of the city to outweigh the extra dollars they are getting on an assignment. Before committing to an assignment, make sure you know where you are going to live and what it will really cost you.

3. Friends and Family
Do you have children? If you do chances are you will want to be home the majority of the time and if not you will be traveling back home more frequently for visits. Traveling expenses can eat away any advantage of taking a position outside of your local area. Really think about how much time you can handle being away from friends and family.

4. Company
How does your company or client treat contractors? This is very important. If you commit to an assignment you should see it thru. Research the company you are working for and find out their reputation from other consultants. Don’t put yourself in a position where you are leaving a client in the middle of your contract. That is the surest way to ruin your reputation.

5. Benefits
Always find out what benefits can be offered, but don’t get caught in the trap of just asking about healthcare, holiday and vacations. There are many different ways an agency can take care of you while you are on assignment. Ask about getting a completion bonus, will they pay you for referring other consultants, airfare, housing, etc.

Please contact kzingler@pdstech.com for any questions regarding this article. Job inquiries are accepted.

Interviewing Tips

Keith Zingler — Tue, 16 Jun 2009 20:13:22 +0000

In all my years of recruiting the biggest surprise that I have encountered is how poorly candidates typically interview. Following these tips should help candidates deal with the stress of interviewing. Remember keep it simple and prepare. Never accept an interview you aren’t ready for.

1. Bring a clean copy of your resume.
2. Have a notebook (leather bound would be preferred) and pen with you.
3. Take notes during the interview.
4. Prepare 5 to 10 questions for the interviewer about the assignment and company the night before.
5. Avoid negative comments about past supervisors, companies, co-workers, etc… (Stay positive!!)
6. If you get flustered stop, take a deep breath and ask to answer the question over.
7. Maintain eye contact when asking or answering questions.
8. Review the job description before the interview.
9. Get to the interview 15 minutes early (if you have never been to the location, get there an hour early find the building and then grab a cup of coffee to bide your time.)
10. Have fun!!! Remember to be confident. You received the interview because they liked what they saw on your resume!

Keith Zingler has over 10 years of recruiting experience. Please e-mail any comments or questions regarding this Blog to kzingler@pdstech.com

Successful Tips for Dealing with Staffing Agencies

Keith Zingler — Fri, 12 Jun 2009 02:03:23 +0000

1. Establish yourself with a reputable agency and develop a relationship with their recruiters. I would recommend calling recruiters once a week too touch base when you are out of work. Anything more then that could make you seem too demanding.
2. Let the recruiters know what your needs are up front. You want to establish salary ranges, geographic locations, benefits and career goals with the agency before you are submitted for a position.
3. When you commit to an assignment see it thru to the end. Not only do the agencies look bad when you don’t finish assignments, you look bad and it could prevent you from ever working for that agency or client again. As we are learning through this recession, it is not a good idea to burn bridges.
4. Try to make 20% more then what a “perm employee” is making doing the same job. The 20% rule covers costs for when you are between assignments for a couple of weeks or months.
5. Avoid jobs that don’t require the most recent technology or software. It might be tempting taking job with older technology and good pay, but the long term trade off will cripple your career ark.
6. Don’t agree to be submitted on jobs you aren’t interested in. A good recruiter can see on average 5 jobs a day. If you aren’t interested in the job they currently have let them know. You don’t want to get an offer for a job that you would never accept. The recruiter will not take you seriously and may not work with you again.
7. Return calls from recruiters on a daily basis. When you get a call from a recruiter don’t be naïve, you are one of 20 consultants called regarding that job. Call back ASAP or you risk losing out on the position.
8. Ask if you are required to sign a contract with the agency. If they say yes ask to see the contract upfront.
9. Find out if the agency offers perks, like referral fees, paid holidays, completion bonus’ etc.
10. Make sure you know what the payment terms are!

Please e-mail Keith Zingler at kzingler@pdstech.com with any questions you have regarding this article.

Why Consult?

Keith Zingler — Tue, 09 Jun 2009 18:40:33 +0000

The advantages of being a consultant

1. More money
Consultants typically earn 20% more then perm employees.
2. Flexible time off
Many of my consultants have worked for a year or two and then take months off. This gives them the flexibility to take extended vacations and do things that a one week vacation can’t offer.
3. Perm job placement
Many consultants use their assignments as an opportunity to try out companies. Once they find a situation they like, they put the word out that they would like to join that organization. They get hired at higher rates then people interviewing traditionally, because they are a known commodity to the group.
4. Access to cutting edge technology
Up and coming industries typically grow so fast they need consultants to maintain their growth. These industries will pay top dollar while training everyone on the newest and greatest software, equipment, practices etc.
5. Resume and skills diversification
Resumes of good consultants have a variety of industries, companies and skills that they have worked with. Let’s face it working at a company for 20 years will not build the type of qualifications an average consultant will have after five years.
6. Being your own boss and taking charge of your career
Imagine the freedom of targeting industries, locations and compensation.
7. Ability to live in different parts of the country or world
8. Exposure to networking opportunities
In a five year span you might work for three to five companies. This means exposure to 1000s of different people that work right in your industry.
9. Being able to target and work on projects you are passionate about
Last summer I had an aerospace engineer that wanted to work on a certain project that he had heard about. After calling around too a couple of different contacts we were able to get him working on the project he targeted.
10. Quickest way to advance your salary on the uptrend
Consultants are industry experts and they command top dollar where ever they go. Also, with every assignment you can move up the salary ladder.

Please contact Keith Zingler at kzingler@pdstech.com for questions regarding this blog.

About The Staffing Industry Blog

Keith Zingler — Tue, 09 Jun 2009 14:44:09 +0000

The staffing industry blog was set-up to help consultants learn valuable insight about the staffing industry. This site is for new consultants who have questions about starting out in the industry or for those seasoned professionals who might just need some advice. I will update the site frequently with articles offering advice about topics concerning consult anting. Please e-mail me any comments or questions to kzingler@pdstech.com.

I have over 10 years of recruiting industry experience with a variety of industries. Feel free to check out my Linkedin page and connect.