Interview with Jakub Fiala, PART II

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Jakub Fiala, the Managing Director of GRN Czech and an experienced headhunter

Let us present the second part of the interview with Mr. Jakub Fiala, the Managing Director at GRN Czech and an experienced headhunter.

II “How to present yourself in a few seconds”

Get to know how to write your CV and a cover letter in a clever way and what are the tips for becoming a successful professional.

  • You were invited several times to the University of Economics in Prague to lead a special CV workshop. One of the workshop participants wrote on your LinkedIn profile that you “practically demonstrated your professional experience and deep knowledge on the topic”. Could you share with us some tips regarding the process of writing and tailoring CV? What is the most important?
    • Just as with anything, when you have the opportunity to focus on anything professionally, it can become a true science. Because people have various backgrounds, sometimes it is good to format a CV even in ways I wouldn’t recommend otherwise.  So the most important tip is a general one– In today’s market, a recruiter usually has only a few seconds per CV before he/she has to move to another one, so your CV has to immediately hit the reader with who you are and what you did most recently; your name, your last title and the last employer should be right there on top and bold – ideally followed by a few achievements. Try to avoid any distractions – the purpose of a CV isn’t to say everything about you– it is only to get you an interview where you can discuss details and then get the job.
  • What kind of mistakes in a CV would you describe as the most embarrassing for the candidate?
    • That is hard to say really. Sometimes I receive CVs that surprise me – such as CVs with formatting that does not make any sense at all, CVs in Excel and once even a CV that was written as an essay with really bad and unprofessional photographs…
  • And on the other hand, what would you do to impress a future employer and to make him/her more likely to choose you out of other candidates?
    • In the final stages of the interview process, it is sometime the small things that can give a candidate the upper hand – such as extended knowledge of the future employer’s history and products, demonstrating genuine interest in the company’s business and it’s future, expressing interest in the brand., as these are all good signs for the employer that this candidate will be loyal and stable – qualities that are more and more scarce.
  • How about a cover letter? Is it still important in the application process or is it just an insignificant addition to CV? How long should a cover letter be?
    • In today’s business world, most applications are being processed via e-mail, so just the body of the e-mail text can be considered a small cover letter for itself. I still recommend attaching a true cover letter anyway if possible, since it is a good way to express interest and stand out from the crowd a little bit. Many people do the mistake of writing a cover letter as a CV in an essay form, but that is not the purpose of it. The cover letter should explain your motivations to leave your last / current position, the desired environment and why do you want to join the company you’re applying to. This is particularly good to demonstrate knowledge of the company you’re applying to, setting your expectations and pulling out a few good reasons for the company to hire you. The ideal length is less than a page.
  • What is the most successful way to find a job? What would you recommend?
    • When people find themselves in the position of looking for a new job, the first thing they do is overwhelm themselves. “I can do this and also I can do that, etc.” and they end up with a whole lot of areas they can work in – not really knowing how to proceed. My advice is to pick one area that they want to work in, one they are really good at and focus on that area. Think of why are they the best for working this area and send out applications. Only when this does not work, that it is time to expand the criteria. Also, I highly recommend sending your CV to decision makers in companies with regardless if there is a known opening or not , as there might be a fit that is yet in the planning stages and it would be a pity to lose out on that only due to timing…
  • But finding a job is just the first step in someone’s career path. What should one do to become a successful professional?
    • It is rather rare that people would choose a job they would stick to for their entire career and especially as their first job. The first aim should be to perform well in whatever the job may be and try to learn as much as they can about how companies really work in order to make the right choice for the next career move. I think that it is best for young professionals to get experience from one of the  larger international companies to begin their career as it will introduce them to a structured, professional and hierarchically oriented environment with rather high performance expectations. It is easier to make the decision later whether working in a smaller environment is a desirable or undesirable thing for them rather than working the other way around.

Interview was conducted by Joanna Kielak,
Marketing Project Coordinator at GRN Czech

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Interview with Jakub Fiala, the Managing Director of GRN Czech and an experienced headhunter. PART I

                                                                      

GRN Czech

Mr. Jakub Fiala, Partner & Managing Director at GRN Czech

Let us present you the first interview from the series “Conversations with Professionals”. This interview was conducted with Mr. Jakub Fiala, Partner & Managing Director at GRN – Global Recruiters of Czech Republic. 

Mr. Fiala has been working as a headhunter for over 6 years, serving a variety of industries on both domestic and foreign search projects. His experience includes FMCG, consumer electronics, engineering, retail, medical, media and consulting industries. Apart from his recruitment projects, he is also responsible for the team expansion, training and productivity and for other operational issues.

In the interview, he elaborated in particular two issues : his work as a headhunter as well as important steps in a successful job search: writing a CV and a cover letter. According to this order, we divided the interview into two parts.

I “Being a headhunter”

Why it is beneficial to use headhunting services? How does this job look like?

“Perform well and do not forget about networking” 

  • Jakub, you are a headhunter with over 7 years experience. Could you describe how the work of headhunter looks like? What kind of people do you usually look for?
    • Our clients usually use our services for positions that are hard to fill via traditional means, such as advertising. A headhunter maintains an active network of specialists in his or her field of focus, keeps in touch with them and is aware of their goals and future needs, which he or she matches with the needs of the client when there is a fit. Of course, it is impossible for anybody to just know everybody in the market, so a big chunk of a headhunter’s workday is finding new contacts and establishing new relationships – be it with future clients or candidates.
  • Why does your work make people better off, especially when compared to others, who do not use headhunting services?
    • There are two ways to look at this – from the perspective of our clients and from the perspective of the candidates we work with. Our clients are always better off using headhunters because we enable them to have a full-scope overview of the labor market when recruiting for a position. That means that we can reach out to individuals that would not be approached or normally reached via other means and even in cases when the client company does not actually hire candidates coming from us, it gives them an extra comparison of the wider talent possibly available, not to mention other valuable information, such as the range of salaries on that particular position in the marketplace, what is the perception of their company among potential candidates, etc. Due to our very detailed approach we also present not only top qualified candidates with a proven track record of success in what they are doing, but also individuals that are pre-sold on the company and the position – people that are committed to the challenges that our clients have to offer. We also pay very close attention to personality fit as well – since that is what makes the most solid base for a truly synergetic partnership.
    • The candidates we work with are also being given a strong advantage in the marketplace. First of all, when they are not looking for a new position, they are still being informed of new positions as they come up, ones that match their criteria for a brighter future and giving them  a chance to be presented to opportunities they would miss otherwise. Secondly, when they are being presented to the client company, we usually present their profiles directly to the decision makers and we can provide them with more detailed feedback that they would not likely have been given otherwise. Due to the nature of our job, we also provide them with career coaching to an extent as well.
  • If it is so beneficial for people to be found by a headhunter, what should they do to attract headhunters’ attention?
    • First of all, perform well. Most of the people that headhunters work with are being contacted based on referrals from other contacts of the headhunter and in general people tend to endorse others based on their previous experiences with the individual. Secondly, networking is essential as well – the more people you know, the more likely it is that somebody will pass your contacts. In today’s market, social networks are a really great tool to keep in touch with people and eventually reach out to new contacts.  So I would strongly recommend that a modern professional have at least a profile on Linkedin.com .

(to be continued)

Interview was conducted by Joanna Kielak,
Marketing Project Coordinator at GRN Czech

Invitation to the Charity Bazaar in Prague: Blešák bez blech (The flea market without fleas)

GRN – Global Recruiters of Czech Republic is committed daily to being a professional and credible executive headhunting company. However, GRN Czech team – especially with active involvement of our CEO & Managing Partner, Mr. Michael Rainey – wants to also play a positive role in the community.

That is why, we would like to present you a charity bazaar “Blešák bez blech” (The flea market without fleas), organized by a NGO Letní dům under patronage of Mrs. Kateřina Jechová, Deputy Mayoress of Prague 2. The bazaar will take place on Monday, on 24th of September from 10 am to 7pm on Náměstí Míru, Prague 2. The aim is to raise money to support Letní dům’s activity for children in orphanages all around Czech Republic.

This information is crucial for everyone who lives in Prague and surroundings and who, of course, is eager to help those less fortunate. There are two ways to support this event. With regards to the first one, you can support it if you come over to bazaar to buy something. Secondly, you can also bring to NGO Letní dům goods, you have no more need for at home.

You are welcome to tell your friends about this Charity Bazaar. The more, the merrier! And, what is even more crucial, the more people come and take part in this event, the more children could be supported.

Do not forget the date and the place: on Monday, September 24th, Náměstí Míru, Prague 2. We will be waiting for you!

 

 Contact information to the NGO Letní dům:

Andrea Blahovcová, Project Manager
phone: +420 777 732 049
email: andrea@letnidum.cz
For more information visit www.letnidum.cz

 

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Welcome to the blog of GRN Czech!

Welcome to the blog of GRN – Global Recruiters of Czech Republic!

We want this blog to be a place for expert advice on career development and the recruitment process. We would like to also inform you here about our current activities.

GRN – Global Recruiters of Czech Republic is a boutique executive search and recruitment firm specializing in Mid to Executive level searches. We are focused on the Central & Eastern Europe market, while our headquarter is located in Prague, Czech Republic.

The GRN Czech team is comprised of highly committed and work dedicated recruitment professionals, who are always delighted to discover new talents for&in the CEE job market.

If you are looking for useful tips and expert advice on everything from your job search, tailoring your CV and cover letters to personal career development this is the right place. You will also find here some useful information regarding our activities or supported events in Prague.

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GRN Czech team