Facts About and Solutions for the Dreaded Double-Submittal

Facts About and Solutions for the Dreaded Double-Submittal

You’re getting dozens of recruiter calls, and they all want you. You’re happy. They’re happy. Your resume is in front of multiple clients for multiple jobs.

Then you get another call from the recruiter that goes like this…. “Sorry X, the hiring manager rejected your resume because you were already submitted to them by another recruiting agency.”

No big deal, right? You just wanted to make sure that your bases were covered and the more agencies that submit your resume to the client, the better.  Unfortunately, that is not how it works. Multiple submittals to the same position are not harmless. It is, in fact, quite the opposite. It is harmful to all parties involved: The Hiring Manager, the Recruiting agency, the recruiter, and you.

The Chain Reaction of a Double Submittal

A double submittal to a client / hiring manager has little chance of going unnoticed with the sophistication of applicant tracking systems. When more than one recruiting agency submits the same candidate, it is typically discarded and rejected by the client.  This hurts the hiring manager, because they lost out on a potentially great candidate. It affects each recruiting agency who submitted the candidate, as it reflects poorly on their ability to vet the candidate. It also impacts the candidate because they have allowed multiple recruiting agencies to submit their resume to the same job.  When this happens, you, the candidate, will no longer be considered for the role.

You obviously wanted the job. You may not have even known you applied for the same job through multiple recruiters. But it happened- and now you’re out of a dream job for an error that could have been avoided.
In addition to this, the recruiters you worked with may feel that you are unorganized or that you may have tried to beat the system. It can take a lot of time and collaboration to present a candidate to a client properly and that time is now gone for them, you, and the hiring manager.

But wait. I didn’t mean for any of this to happen.

Avoiding the Double Submittal

Multiple submittals by accident happen all the time. No applicant intends to hurt their chances getting a new job. With so many recruiters and so many similar positions, it is an easy trap to fall in to.

The best ways to avoid being submitted multiple times are organization and communication with your agency recruiter. Document thoroughly each job you have been submitted to. Write it down! Know the client name and location where your resume is being submitted. Also know the job title and job number.  The more you know the better and if a recruiting agency doesn’t share this information with you, then end the call right away.  Reputable recruiting agencies will share this information with the candidate.  If you speak to a second recruiter and are given the same client, job title and number, you will know to decline being submitted a second time.

If you have any questions, please feel free to contact a member of our team at (407)515-6020. 

Internal Controls: Reducing Theft and Fraud

Internal Controls: Reducing Theft and Fraud

Fraud and Trust

The thought of employee theft and fraud within a company can be daunting and stressful- especially within a small business full of trusted and hard-working employees. It can be difficult to walk the line between making your employees feel trusted and ensuring that your business is being run honestly and without unnecessary profit loss.

It is also stressful to realize that fraud often occurs because those employees are so well trusted. Examples of possible theft include:

  • A payroll employee paying a non-existent or a termed employee and taking the money
  • An office manager or assistant buying supplies from a non-existent company and paying themselves
  • Bookkeeping errors in small amounts that go unnoticed over time
  • Stealing office supplies

Some forms of theft or fraud feel less serious than others. Someone taking a pack of post-its or a small mistake in the books here and there seems like something to overlook. That is why it’s often missed, and that is why Internal Controls are just that much more important.

Taking Control

Internal Controls are methods in which you can monitor and take control of your business and profits and minimize loss. There are many ways to utilize them and cater them to your specific needs and business model.

Much of the responsibility to implement these controls falls to the business owner. It is critical that the owner have a hand in every part of the business. If an employee knows that the owner is knowledgeable and active in the work they are doing, it will effectively minimize the chance that the employee will have an opportunity to commit fraud.

Cash Flow

It is important to know how much money you are making, and how much money you should be making. Look at your profits from the year before and now, and calculate what you should be making months in advance. If there are discrepancies, get with your accountant and find out why.  A discrepancy does not always mean fraud and does not mean that you should inherently distrust your employees. It is simply important to have control over the finances.

Task Delegation and Shared Responsibility

A business can’t run effectively without delegating tasks to employees. However, having a single task, such as payroll, known only to one specific person is a dangerous thing. It is easier to commit theft if no one knows the ins and outs of what you are doing. A remedy for this is to cross-train your employees and to make vacation mandatory. Have another employee do their job while they are out. This gives you an opportunity to see if things are being done differently, or to see if a mistake is caught by the second employee.
It can also be beneficial to split up financial tasks- for example, accounts receivable and accounts payable. No one person should have complete control over the intake and outtake of cash flow.

Other Internal Control Examples

  • Cameras can easily discourage petty theft
  • Background checks on new employees can show any criminal history or bad credit
  • Strong software security reduces financial fraud
  • Perform scheduled and unscheduled audits
  • Take notice of employees living beyond their means

Don’t let the notion of small business and a trusted community keep you from putting Internal Controls to use. Take control of your company and be a part of every facet of it. Be active and vigilant.

You should trust your employees- and with several Internal Controls put in to place, you can do so more freely.

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2 Important Resume Boosters to Catch the Eye of the Most Critical Reviewer

2 Important Resume Boosters to Catch the Eye of the Most Critical Reviewer

Applying for work is not like it used to be. What was once a face-to-face request for employment is now an automated system filled with hundreds, even thousands, of resumes per position. A simple Google search will bring up an endless string of resume tips and tricks, each designed to make your resume or cover letter shine out against the mass of others in front of the hiring manager. Imagine a thousand shining resumes- pictures, graphs, wild color schemes, and stories about “why I’m the perfect candidate”. How does anyone truly stand out?

The answer is simple: Clear communication.
In this article, we are focusing on two key features of your resume: verb tense and skill placement. These two features will help explain clearly to the hiring manager what you are capable of.

Verb Tense

I review dozens of resumes per week. The NUMBER ONE overlooked item is verb tense. Your resume is the timeline of your career. It highlights what you’ve done in the past and what you are doing now, and it is important for any hiring manager to know the difference.

Here is an example:

The items in yellow indicate that the candidate is actively doing these things.

“I (currently) edit various publications.”

                                                                                    “I (currently) develop marketing content.”

The items in blue indicate that the candidate did these things in the past.

                “I coordinated programs (in the past).”

                                                                                      “I communicated effectively (in the past).”

Perfecting your verb tense helps you communicate clearly, and excellent communication skill is a key requirement from nearly every one of our clients.

Skill Placement

Proper skill placement is very simple.

Dedicate a section of your resume to skills. Be sure to include anything relevant to the position you’re seeking. However, do not stop there. Be sure to include each of these skills in the employment section as well.
In all, each skill should be listed at least twice.

See the example below:

The candidate has clearly listed their skills and, through use of the employment section, demonstrated how each of these skills was used at a professional level. Again, the formatting is all about clear and accurate communication.

There are endless ways to make your resumes stand out, but clear communication is crucial in making even the most basic resume appealing to hiring managers! So before you submit, make sure to follow these simple guidelines to make things clear and concise. Detail your past and present accurately, and place your skills strategically.

Millennials: The Good, The Bad, and The Inevitable

Millennials: The Good, The Bad, and The Inevitable

The millennial generation is fast approaching the top of the list for the American workforce over Generation X and Baby Boomers. Like it or not, millennials and their nuances will shift the global workforce as we know it with their new ideas and an overall lack of interest in traditional corporate structures. At the risk of boxing in an entire generation of human beings, it is safe to say that this group does share a similar set of attitudes that are shaking things up in the workplace.  All of the attributes that make this generation potentially great are the same ones that are making life difficult for employers.

There is no lack of opinion or of corporate studies and reports about the nature of these digital natives. Blame often lands on the parents for their helicopter approach. This may have led this generation to need a coach rather than a ‘boss’. They don’t want to see a division of power because they want all of the decision-making power upfront. As children they were taught that they were equal with adults as early as kindergarten, that they deserved respect and input before they had any life experience to back it up. While this attitude may seem harmless, it may have left permanent mark of entitlement.  Others point to the college campuses, where admins are allowing “safe places” to shield students of uncomfortable topics. Campus complaints include parent phone calls to professors concerning grades that any young adult should have already learned how to address on one’s own.

This is the most diverse, educated, tech savvy, and entrepreneurial-minded generation yet. Shouldn’t we be celebrating the possibilities? But, the possibilities have always been endless for this group. Technology has altered how we focus and what we pay attention both in good and bad ways.  This speaks to the root of the problem when it comes to the lack of dedication millennials can give to one project. Twenty percent of milllennials are in creative fields and many have small, personal businesses on the side to make additional income. They have financial back-up plans coupled with a general lack of loyalty to one company and while employers are dealing with a faster than average shift in how business is conducted.

PREMIUM CONTENT: Most attractive staffing markets globally

There is a reported lack of follow through and absenteeism that make up just a few of the consistent complaints from employers. The largest group in our workforce is demanding a new work life balance and has grown up with technologies and social media. Subsequently they communicate differently, preferring to email and text while avoiding face-to-face communication. Employers have made concessions by allowing more flexible schedules, flailing attempts to create cultures that are hip and ‘Google’-like to attract talent, and but are slow to supply the upgrades that enable the tech communications that millennials want.

In a world where the likelihood of your current position being taken by a robot in the next 20 years is quantifiable, this is simply not just a case of supply and demand where people need jobs and companies need workers; so who has the upper hand? The individuals who are hiring and managing the millennials are often Generation Xers that have had to adapt at a nonstop level to a changing environment and have done so without the coaching the millennials expect. Employers want workers who can face a challenge and get things done while learning to compromise on the rate of growth one can expect at any given company.

This generation expects and demands a new type of relationship with the employer and with work, one that they are already accustomed to and is unwilling to give up easily.  Both sides have to reconcile with each other’s interests and values.

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Is the Traditional Resumé Passe?

Is the Traditional Resumé Passe?

In a world where technology seems to be dominating over traditional elements of our lives, such as the way we get our news and how we read our favorite books, it seems as though paper resumes will eventually disappear too. With the individual’s digital footprint on sites such as LinkedIn and Facebook, and all types of online portfolios, many question the sustained validity of the paper resume. That being said, many IT companies are trying new approaches to recruiting the best and brightest.

Consider for a moment the purpose of a resume. Companies want to get a snapshot of a potential employee’s abilities. While the trends for new types of resumes are always in flux, many industries accept new, creative visual ways to showcase talents. The trend for a narrative has taken shape in recent years. Take for example the IT company KeepSake, decided to experiment with their existing hiring practices. The concern was interested talent could not get through the filters or compete with the educational backgrounds of many of the applicants they were seeing. Instead of traditional resumes or CVs, they asked for a narrative that highlighted the individual’s best project.

Out of more than 400 applicants, the company had a massive amount of work to do by reading through not just a characteristically easy to read dossier on a person’s career but a story. Certainly the variety of writing ability and style were tremendous, but what really happened is a closer, keener eye was put on the candidate. The company embraced this new model and still enforces this strategy for new talent because they were happy with the end result.

The knowledge and preparation of a staffing company with attention to client needs and high levels of service cannot be replaced. Their methods are always being tested and assessed. After all, the determining factor for hiring quality people with a solid fit for the company’s culture and values remains the expert, human element. This means that being open to the many varieties and techniques job seekers are using to rise above the crowd is becoming more crucial. Whether it is an infographic resume that appeals to the data and visually based audience, or YouTube videos or Slideshare presentations, there is no shortage of new ways for candidate’s to showcase their accomplishments and credentials.

At Software Resources Inc., we understand and welcome the evolving staffing landscape and we pride ourselves on connecting talent with technology to deliver results.