Chapter 22 - The ever-changing pond of opportunity

What’s a cv?  Is it just a piece of paper that highlights key achievements, academics, hobbies etc? well yes, in principle that’s what it is but with the amount of CVs landing in potential employers inboxes, every day, how can anyone possibly get noticed, to be that one CV that shines, that really shows its value and fit?

Does the CV sell itself? Does it ‘jump’ out at potential employers? More often than not people have little idea how to put together a CV, it is after all an integral facet in securing a new position and garnering interest from a potential employer.  It has to stand out and it has to showcase what a person can offer.

As an agency, we are not in the business of paper pushing CVs, here, there, and everywhere, in the vein hope someone will bite and take an interest in a potential profile. It’s an art, a form of dance if you will, we navigate the client’s requirements, and we probe the potential candidate's interests and desires.  A CV may well be a good fit on paper, but what really counts is the person behind the CV and ultimately the chemistry, and more importantly if that chemistry is a fit, that’s a win. As recruiters we understand what’s behind the CV, make it palatable to the client, point out areas of interest, and build on the person behind the CV.

With an industry ever changing it is paramount that recruiters build a broad understanding of the industry they are recruiting in, whether it be hospitality, finance, retail etc. 

Understanding what a client wants, needs, and deems necessary is an integral part of marrying up profiles to open positions.  Recruiters are the intermediary, understanding the client and candidate alike. Recruiters not only interview candidates but in a rudimentary way, they interview the employer too, thus marrying up a potential win win.

There is intrinsic value in being aware of how the market works at all times, factors such as immigration, employment levels, new and upcoming industries and then keeping in mind those profiles that could indeed be the key to any vacancies with clients.

A significant change in the local market is the vast incoming of new profiles, those coming from outside of Europe, namely ‘TCN’s’, this has opened a wealth of opportunities for both recruiters and clients alike.  By harnessing this new migration of people, as an industry it is evident that we must now shift our focus and widen our nets to ensure we seize this valuable work force to better service clients looking for permanent staff, where historically the local market has struggled. 

Our role as an agency is to draw attention to those skills and attributes a TCN profile has to offer and match the candidate with the client and ultimately the vacant position.

As recruiters we must ensure to consult, listen, and provide the best solution to a client’s recruitment needs, be it an interim solution (temping), exploring local profiles, or going outside of the traditional by looking outside the normal pool of potentials and harnessing the skills of new profiles from people new to Malta.

To consult is to listen, advise, and aide not to push.