FREQUENTLY ASKED QUESTIONS & ANSWERS:
Does it cost me as a candidate to use your
No, the service is free to you as the employers pay our fees.
I am a fresh Graduate and want to know if you can help me find a position?
As a general rule, companies
only use us to bring experienced candidates on board who have two or more years of on the job experience.
If I already have contacted a company, can you also represent
me to that company?
The general rule is that we cannot represent you to any company that you have already had representation
to within the past 12 months. This includes self-submittal as well as other recruiters.
How much is a reasonable amount to expect in salary increase
when I change to a new company and position?
Generally a salary increase of from 5-7% is the norm during these recent
challenging economic times. Additionally, the cost of living may be also factored in to any final salary calculation.
With consideration of the internal equity (current employees’ salaries) it may be necessary to factor in this aspect
as well. If a company is not careful, a newly hired person, at a salary that is too high, may lead to current employees
becoming unhappy and even leaving. In summary, the compensation issue can be delicate and needs to be handled with care
and consideration of all factors and all people affected.
Will Quality Search ever send me to a company without my knowledge or permission?
No, we will not send you without
your prior approval. There is an exception where you have given us permission to market you by sending you to a host
of potential Employers. Even with this, we would not disclose your actual name and contact information.
If I see an opening that I am interested in,
which recruiter should I contact?
All recruiters do work on all jobs so you should go through the Quality Search Recruiter that you
have been recently working with and established a relationship with. However, if you have no preference or established
relationship with a recruiter, you should contact the Recruiter who has posted the Job as the primary. You also may
simply inquire directly to Quality Search and a recruiter will be assigned to you.
Why do you need to have a copy of my resume before sharing the
location and name of a company where there is a job opening?
As a general rule, we like to have a copy of a candidate’s resume in our possession before sharing
specific details such as the exact location, and name of the company on any job that we are working. The confidentially
of these facts is the source of our income and naturally we are protective. In addition, having a copy of your resume
in our possession allows us to determine better if you do fit the position and helps us to ask specific questions about your
experience. Finally, we will never share your resume with any company without your permission and knowledge.
Why does my resume need to be in Word format
rather than a PDF?
Your resume will be parsed in to our extensive data base when we receive it. The advantage of
this is that "key words" and other "unique" background experiences are then captured for future retrieval
by our search engine. A PDF will not allow this to occur. In addition, the vast majority of our clients also have
parsing systems that automatically transfer information from the resume to their data base. A PDF appears as a photograph
to such parsing systems as well and therefore we are almost always asked to supply a "Word" version document rather
than a PDF of any resume.
Why don't you
show the actual City of the Job Posting rather than just the Region? It
would make it much easier to know if I am potentially interested.
It has been determined that some competitors and even a few candidates would be able to guess the
actual client and bypass us by going direct. Our client openings are our bread and butter and we do need to protect
that information. If we have your current resume and receive an inquiry from you, either by Email or a call, we will,
in most cases, give the location and the client name once we have established a record of the two way dialogue with you.
There are thousands of candidates and also a fair number of other recruiting agencies that compete, and we need to protect
our information in this way.
Why don't the
salaries I see on your postings seem as high as the ones I have seen in salary surveys recently?
there have been various salary surveys that were compiled from voluntary feedback. Some of these survey results have
indicated salaries that were different and much higher than the records that we have seen that are based on actual placements
and jobs that were published and available. Therefore this difference has sometimes led to an unrealistic expectation
of salary on the part of many candidates. Survey figures, sometimes anonymously given, can be either inflated or even
the result wishful thinking. The resulting inflated salary expectation can even cause a candidate to turn down a very
fair and reasonable offer. This then results in a candidate basing their expected salary on such a survey and then subsequently
expecting a much higher salary as a result. For actual salary comparisons of Packaging Professionals that are based
on "Real World" data see here.
Why don't I fit your Specialty? I have been around packaging and manufacturing for much of my career and think
I could be a good fit?.
You must have primary package design and development as a current or relatively recent job function
in your work history for us to be able to work with you successfully. In addition, you need to have hand's on experience
with various packaging materials, including proto-typing, CAD, testing, line trials as well as some validation of the package
being run on equipment. Almost 100% of our clients want you to have a four (4) year degree in Packaging Engineering,
Packaging Science or the equivalent. Finally, they usually expect you to be a Certified Packaging Professional (CPP).
Because of this very specialized and narrow focus, we can usually only work successfully with candidates that fit these very
tight specifications. An analogy that is often used for us is that "we find a hole and shoot a bullet through it"
Other than the Base Salary, what else should
I include in my consideration and analysis of a company's Compensation Plan or Offer? In other words, what makes up
the "Total Compensation" of a company?
Often employees, or potential employees, look at the Base Salary
as the main incentive and measurement of income value provided to them by a hiring company. During these challenging
economic times when salary increases are low or nonexistent, understanding the true compensation can be a benefit to any employee
or potential employee. Generally, "Total Compensation" ranges from 30 to 50 percent above base compensation
for an organization and most employees are not usually thinking of the nature and cost of these additional benefits to a company
and the benefit. As mentioned, compensation is far more than simply the Base Compensation, Bonus and Commissions.
It also includes many other items such as Government Mandated Benefits, Voluntary Benefits, Nonmonetary Benefits, Stock Options/Plans,
Cost of Workers' Compensation, 401(k) Actual Match, Paid Time Off for Family Emergencies, Tuition Reimbursement, Vacations,
Paid Holidays, Insurance and various related Benefits and Co-Pays that are included as well as various Performance Bonuses
etc. to name a few. As mentioned, the up charge for these additional benefits can easily equal another 30-50% of the
base salary in hidden benefit cost that a company is paying in your behalf.
Why does a company need to know my current salary?
Any potential employer will need to know if you
will fit within their current salary matrix. In addition, they need to know how your potential new salary will compare
to the salaries of their current employees. This is known as the Internal Equity factor and is quite important.
If you think about this, it would be a demotivating factor to have a new person with equal experience come in and suddenly
be far above the range of the loyal existing employees who may have paid their dues and earned their place on the salary matrix.
Bringing in a new person at a higher rate could lead to present employees being disgruntled and even leaving the company.
Some candidates will be afraid that if their current
salary is too low, it may be used as a lower benchmark to make a slight increase over when a potential; offer is contemplated.
Such is generally not the case and, in fact, a low current salary will often be a major justification for a candidate wanting
to make a career change. When presenting a candidate, we at Quality Search, will also give a salary range that is expected
and mention how soon an expected annual raise and revue might be coming. In summary, it is necessary to tell a prospective
employer what you have been earning, when a next raise is anticipated and for how much as well as any bottom-line minimum
expectation that a candidate has. However, we prefer to not be specific on a bottom line and would rather give a range
that is within the comfort zone , provided the job, company and location are all acceptable. As your recruiter, representing
and working on your behalf, we will help guide an employer as to what is realistic and acceptable for you and your uniqueness.
As to the Actual Salary and the bigger picture surrounding it, please note the following: Employees, or potential employees,
often look at the Base Salary as the main incentive and measurement of income value provided to them by a hiring company.
During these challenging economic times when salary increases are low or nonexistent, understanding the true compensation
can be a benefit to any employee or potential employee. Generally, "Total Compensation" ranges from 30 to
50 percent above base compensation for an organization and most employees are not usually thinking of the nature and cost
of these additional benefits to a company and the benefit. As mentioned, compensation is far more than simply the Base
Compensation, Bonus and Commissions. It also includes many other items such as Government Mandated Benefits, Voluntary
Benefits, Nonmonetary Benefits, Stock Options/Plans, Cost of Workers' Compensation, 401(k) Actual Match, Paid Time Off for
Family Emergencies, Tuition Reimbursement, Vacations, Paid Holidays, Insurance and various related Benefits and Co-Pays
that are included as well as various Performance Bonuses etc. to name a few. As mentioned, the up charge for these additional
benefits can easily equal another 30-50% of the base salary in hidden benefit cost that a company is paying in your behalf.
Bottom line you need to weigh many factors in your decision about, and reaction to, any salary offer.
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