Archive for December, 2009



Oracle Retail Solutions Architect – RMS, RPM – Australia

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group

Origin Forwards is happy to present an opportunity in a beautiful part of the world, a place well known for their surfers, 6ft Blondes, love of a drink, kangaroos and generally open culture, the place where no body grows old, Australia.

Our requirement is for a Solutions Architect with extensive knowledge and experience of core Oracle Retail systems inparticular modules areas RMS (Oracle Retail Merchandising Systems) and RPM (Oracle Retail Price Management).

The position is offering a competitive daily rate and the end client will be seeking someone to begin on this project in 2010 for a confirmed 6 month engagement.

To find out more about this opportunity in terms of the scale of the project, where the project is, city location, exact rate and other interesting details please get in touch. If possible  can you send your CV first and then follow that up with a phone call or just give me call.

So to round all this up:

Oracle Retail Solutions Architect – RMS & RPM – Australia – Contract – Competitive Rates – Janauary 2010 Start.

I await your response.

Cheers

Richard Twumasi – Oracle Business Development Director – richard@originforward.com

Origin Forward Solutions – www.originforward.com

 +44 (0) 20 3239 5450 or +44 7525 055 380

What’s wrong with IT Recruitment and IT Recruiters? Part One

When you’ve worked in a market for a certain amount of time you begin to learn the trends of that market place and the things you love and hate about that market. This is blog post is a rant all about the things I hate about the market place I work in. The IT recruitment market.

As a fresh grad, graduating in Computing and Economics with a 2:1, whom hated coding but was good with people, had good communication skills and a strong sales background, IT recruitment seemed like a no brainer for me especially when I heard about the lucrative on target earnings (OTE).

However to say I had my eyes opened when I took this career path is an understatement, let’s be honest here, Recruiters are like Estate Agents I don’t really believe anybody actually likes us which is one of the first things I figured out.

Then there’s the  candidates especially contractors who think we don’t really do much except act as a gatekeeper to job opportunities and then take a chunk of their daily rate for simply introducing them to a client. Lastly we have the clients who sometimes see us as no more than a CV forwarding service who are trying to extort large amounts of cash from their yearly budget.

So the perception of what recruiters do is seen as more of an necessary evil rather than a valued service which actually helps put candidates and clients together. So of course it’s now our job to sell our service and educate our candidates and clients alike about what it is that we actually do in our job.

However even taken the above into account I had to learn even more again because out of all the recruitment sectors there are, the sector with the worst reputation is definitely the IT recruitment sector with maybe construction market a close second.

The IT recruitment sector is seen as the worst in terms of level of service, professionalism, knowledge of ones vertical specialism and with little to no business practices.

Can I shoot that consultant through the PC? He Knows Nothing!!!

The worst thing of all is having worked and seen how companies operate inother recruitment sectors such as Financial Services and Accountancy and Professional Services I think it’s probably fair to say the IT recruitment agencies deserve the reputation they have. The general consensus is IT Recruiters are just a bunch of wild cow boys chasing a cheque with a range of blagging techniques talking about technologies that we don’t really understand with business implications we couldn’t really give a toss about.

So how has it got this bad? And is it really as bad as I’m making out.

Well first why do I think that IT recruiters are seen to offer less value than say Accountancy or Legal recruiters?

My opinion comes from the fact that one of my previous companies I worked for was a multi-sector recruitment organisation which offered the same level of service across all their sectors. All the consultants who joined this organisation went through the same training and had similar targets. However, when we were on a PSL for a certain well known banking client our Legal team charged a margin of 30% for roles over 50K while the IT team worked at a margin across the board of 7%. So as an IT recruiter I was expected to deliver the same service for a quarter of the reward.

So how did this happen?

Well to put it simply IT recruiters got lazy, we started offering a shoddy service, cut out all the consultancy from our roles and replaced consultants with lemons. The multi-sector recruitment company I talk about above developed their recruitment practices in the legal sector so they had a committed training programme engineered to not only train consultants on entry but focus on continual development on weak areas to make sure consultants learnt the job properly and also practiced and got involved in their markets they recruited in. This enabled their consultants to be  talk to clients and have educated business discussions and make valued recommendations and also advise candidates and give them an insight into the market so they can better position themselves for a job. Far cry from the average IT recruiters call of have you got any jobs or have you been on any interviews.

Compare the above training with the IT recruitment company who bled me into recruitment and you wouldn’t believe it was the same industry. There was no training!!! They gave me 1 generic pitch for candidates, another generic pitch for clients and on my first day they told me to get on the phones and find out where the candidates are interviewing and then find someone better then the candidate who gave me the lead and present them to the client. The training in this IT recruitment firm was non-existent; poor at best needless to say I didn’t stay with them for long.

To make matters worst, they didn’t even give me a market to work in, they just said go on to Jobserve see what people are advertising for then place an advert in the same sector as there’s obviously someone recruiting in that sector. Is it any wonder that with such a reduction in service our margins are getting hammered?

The short sightedness of this company and I’m afraid a lot of IT recruitment companies has led to this.

So what’s wrong with IT Recruiters?

1)      IT recruiters cut corners, why research your market when you can lead generate? Why meet a candidate even if he’s around the corner? Why phone a candidate and see if  they’re interested in a job, just send their CV first and if the clients interested then speak to the candidate. Why prepare a candidate for an interview, they’ve got a job spec it’s not like it’s their first interview. Why write an advert for this new clients job just cut and paste the one I wrote last week. Why Look through the database the advert will bring some flesh blood in. IT Recruiters are lazy.

2)      IT Recruiters don’t actually learn a market, one phone call they’re a database specialist, the next call they’re a network specialist and after that they’re a support specialist. So if they don’t specialise you can’t offer any value.

3)      IT Recruiters don’t last – As IT recruiters don’t specialise they have no knowledge to consult in. This has created a hard core sales environment in IT recruitment companies and as with all hard core sales environments the turnover of staff is high so clients get no continuity and therefore a reduced service.

4)      IT Recruiters don’t deliver – IT Recruiters do not know how to deliver once they have won a client their training is all about winning business not keeping business. This means they lose clients just as quickly as they win clients  and then they have to sell hardcore again to get another client which in turn they’ll fail to deliver to again.

5)      IT Recruiters can only sell on price – If you have no value in your service the only negotiating tool you have is price. Is it any wonder we have market leading companies in our sector delivering resources at 7%? I’ve also heard lower than 7% but I don’t even want to think about it.

6)      IT Recruiters don’t want references – They’re too busy to research their market they’d rather speak to a candidates manager and see if he’s looking for anything new. Most of them will chuck the reference they took for you in the bin. Thats why they’ll probably ask for your references everytime you speak to them.

I’ll think I’ll leave it here; I could go on all night about what is wrong with IT Recruitment companies. It’s impossible to be an IT recruitment specialist there are just too many markets in IT to just specialise in IT. This is by no means a reflection of the whole industry but there are a large amount of companies who I believe fall into this category. Hopefully this recession will whittle away these IT recruitment companies I talk of and only leave the ones who actually truly deliver a valued service.

Social Media – LinkedIn – Lets Not Ruin a Good Thing – Etiquette

Social media business networking sites are a big thing here at the Origin Forward office every consultant who joins our company is immediately told of the benefits of Social Media and how it can be used to build your candidate pool of passive candidates and also to identify potential clients. It’s fair to say that the Social Media sites, such as LinkedIn, Xing, Viadeo, Naymz, Ryze and the list goes on, have had a big effect on the recruitment market as a whole.

The king of the business network sites in the UK is definitely LinkedIn and like all good things that arise word has spread quickly across the recruitment world about the potential a networking tool like LinkedIn can do for your business. The result is a swarm of recruiters joining LinkedIn approaching candidates on a mass scale, joining groups with the sole aim of advertising  at the same time trying to build a network. To some people it has now got so bad that the feeling is that there are now more recruiters than candidates on LinkedIn. Sometimes I’ve tried putting in a search for a candidate and the first 2 pages are filled with recruiter profiles. I’ve also heard people stating that for every recruiter there are only 4 candidates. Well that’s not true the official statistic is that there 91 candidates for every recruiter but how long it stays that way nobody knows. But at those ratios I still think LinkedIn is a great tool for attracting passive candidates.

The primary reason for writing this LinkedIn article is not tell of the benefits of LinkedIn but because I have recently read a number of comments from candidates angry and upset about the behaviour of recruiters on LinkedIn.

Heres a snippet of the article I read from Jessica the link to the whole article is at the bottom of this blog post. “….In the past week I have had several people I do not know try to connect with me on LinkedIn and on the invitation they put an untrue connection. Meaning, they said we worked together at ABC company and I never worked there or we’re affiliated through XYZ organization and I’ve never even heard of the organization. People, it is NOT OK to lie about how you know someone just to gain a connection on LinkedIn…”

So the bottom line is Recruiters lets not ruin a good thing as when one recruiter does something wrong the person effected tends to tar the whole industry with the same brush. So what can we do, I have written a list of rules which I think all recruiters should follow when using LinkedIn.

(1)    Don’t send invitations to people you do not know

(2)    If you’re not going to follow rule number one, at least when you invite that person don’t send the standard invitation, write some blurb about why you want to connect and who you are so the connectee can choose whether they would like to link with you or not.

(3)    Do not lie to get an additional connection, if you’ve never worked with a person before do not say you have. If a relationship is built on a lie you will get found out and that connection will probably disconnect with you.

(4)    Do not join groups with the sole aim of advertising jobs, try to add some value to the group

(5)    If you do not believe in rule 4, then at least post your jobs in the jobs section, not the discussion section. LinkedIn have given you a section in the groups to post jobs, why not use it?

(6)    Don’t send messages asking people to invite you, the fact is if you have to do this you have been banned from sending invites which means you’ve probably been using LinkedIn in the wrong way anyway and are probably not a connection worth having.

(7)    Don’t get all your recommendations from your colleagues, having your colleagues recommend you are a good thing, but having only your colleagues recommend you means nothing. If I recommend you will you recommend me, we can all see it, nobody cares.

I’ll leave it at that if we all follow the above rules we can at least keep our candidates happy which will make for happier head hunting for years to come.

On another note I saw a great funny video about LinkedIn last week, it is done from the candidates perspective and I think there is an element of truth to the whole comedy. I’ve always thought if a candidate is not looking for a job what does LinkedIn actually do for them?

Enjoy the video below. Link to Jessicas article and another article on LinkedIn Etiquette are below.

http://greatresumesfast.wordpress.com/2009/11/19/a-big-linkedin-no-no/

http://greatresumesfast.wordpress.com/2009/11/05/linkedin-invitation-etiquette/

Linked In… To What?

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Origin Forward Solutions is leading Oracle recruitment company. We resource Oracle ERP and Oracle Business Intelligence professionals for projects across the world. This blog is to give an insight into the recruitment world, the oracle market and any other factor that impacts the prior. Enjoy reading the blog and don't be shy to leave comments

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