Today, I spoke to Vincenzo Migliore, who is a Manchester (England) based recruitment veteran and founder/director of the website Judge the Job.
Tell us Vincenzo, what is Judge the Job all about?
Judge the Job is an anonymous employee review site that allows users to discover the real best companies to work for.
How does it help people out there?
We all know how difficult it can be to make a career move or decide whether or not to join a particular company, so the aim of Judge the Job is not to replace, but to provide another trusted and unbiased source of information, that helps in this process. Actually it’s a little bit like therapy, helping you put things into perspective by encouraging you to take time out, to think about all the elements good and bad that make up your job. And actually after leaving a review… Well, it’s kind of satisfying.
How many reviews are listed?
We currently have almost 100 live reviews for a range companies from Lloyds TSB, British Airways, BT Group and more.
What do companies think about being listed?
Aah yes, interesting one! It really varies, some feel a little uncomfortable with the loss of control and concerned about what people will say, now that we are giving them the chance, whereas other companies, believe it or not, have actively asked their employees to visit the site and get involved, which is great!
Does it cost anything?
No, it’s completely free to use and I quote, “we will never charge users to access reviews”. In fact all we ask is that you submit a quick anonymous review in return for 12 months full access to the site.
Reasons you started it up?
Having worked in the recruitment industry I was becoming a little skeptical of so many companies offering so called ‘great opportunities’, and I realized it would be helpful if there was somewhere people could actually read first hand experiences for themselves.
I also noticed how much time people seemed to be spending reading/writing reviews about holidays, restaurants, and even smaller purchases such as books and CDs…. Yet there seemed very few places for people to review one of the biggest parts of their lives, their jobs.
So I set about creating Judge the Job; allowing users to anonymously discuss their experiences of working at particular companies.
Is Judge the Job just for people to complain about their company?
Well some might think so, but this something we work hard to avoid, we’re aiming for balanced reviews of the workplace. Ok we understand people like to moan about work but on JudgetheJob, companies deserve a fair trial which is why we insist people put the good and bad points before completing their review – no company deserves 0%. After all there’s always something good about your job – even if it’s just the people you work with.
Admittedly it is up to the users to make this work, the more information they share the more useful it will become as a career tool. But judgethejob.com isn’t about anonymous ‘revenge’; it’s about honest, open reviews and sharing of that information. All reviews are personally read and approved before they go live on the site. We’ve also put some pretty strict guidelines in place to make sure people treat the community and members with respect.
Where are you taking your site next?
The natural step for us is to include vacancies, something we are looking to introduce fairly soon. We’re also constantly exploring new ways of developing and improving the site and in fact have something very special planned for the coming months….so watch this space!
Give me 3 reasons why people should go to your site right now?
You can access all reviews free of charge, you can read inside information on the companies you want to work for and finally you can get that much needed career therapy!
Grazie mille for your time Vincenzo.
Vincenzo Migliore is the founder of Judge the Job, a site that allows employees to anonymously read/write impartial reviews about their place of work.
You can reach him via
Hello Mark, can you please tell us what you recruit for and what geography you cover?
Wyatt & Jaffe works worldwide… Having done searches in Sweden, United Kingdom, India, China, Malaysia, Singapore and Thailand. And the US.
Functionally, just about everything…with an emphasis on high-impact and C-level roles. Industry-wise: Technology, Financial Services, Consumer and Retail.
Historically: Bank of America, GE Commercial Finance, Gateway, Ricoh, WaMu, Maxtor, First Data, CB Richard Ellis, Philips Semiconductor, Seagate.
What has been the key to your success?
Direct and honest communication. Trust created by saying and doing the truly difficult things, not just what gives everyone immediate pleasure. Understanding client needs and expanding on, rather than simply meeting, their stated objectives.
Why are some recruiters failing in this market?
Partly because they expect their clients to direct them. It’s like a physician asking the patient what drug to prescribe. Most search firms wind up behaving simply like vendors, not advisors.
And more importantly because, in my humble opinion, they take a sales approach to what is and should remain fundamentally a consulting business. Selling is advocating for me. Consulting is advocating for the client.
What are the trends you have spotted in your field?
In a troubled economy like this one, the best efforts of almost every search firm have been focused primarily on business development, marketing, packaging and promotion of their services. How would you like it if your attorney was too busy promoting his practice to give you reliable and expert representation?
Like anyone else in the profession, I’m also concerned about the commoditization of search. Treating the selection of key human capital as a mere business transaction doesn’t just damage our industry. It ultimately impacts the performance of corporations and the long-term effectiveness of their leaders.
Disintermediation is rampant now. Both CEOs and their HR chiefs would do well to “spare the consultant and spoil the executive team” by working with search principals directly, rather than through lower-level intermediaries. This is not simply a matter of personal taste or preference; it is critical to corporate health.
How much do you use social media to find clients and candidates?
We have also used a wide variety of digital and social media tools (in the old days it was called “research”) as a part of our overall process. But we have always believed, as we do now, that identifying candidates can only be done meaningfully within the context of a deep understanding of the client’s specific needs. There is no magic formula. Bottom line: If you’re the right person for one of our searches, we’ll find you whether you’re on LinkedIn or not.
How important are resumes and cover letters?
Resumes are terribly important. I can’t imagine a time when they won’t be.
Cover letters should be three things: short, concise and short (so important I mention it twice).
What are your best tips to jobseekers in a tough market?
Remember that it’s not you, it’s the economy. Try to stay calm. Take a deep breath and relax. Hyperventilating is never pretty, particularly during an interview. Prospective employers want Jason Bourne – not Jason Alexander. Show them you’re capable, confident and cool. No sobbing!
Work your contacts, but don’t work them over. Your network is a precious resource and should be treated as such. Now is the time to use it…but gently. Ask for a reference, not a job. When you don’t put your friends on the spot, they’re more inclined to help you.
Keep your wallet in your pocket. If someone offers to craft you a “killer resume”, put you in touch with the “hidden job market” or coach you to become a newer, more marketable you…just say “No.” Whether they’re asking for $3,000 or $300, it’s overpriced. Don’t take candy from strangers, either.
Are career coaches of any use to jobseekers?
Some people may benefit from the hand-holding, but I think that the fees they charge are outrageous and generally a very poor return on investment. When times get tough, the tough get pitched a bunch of crap.
Any other pearls of wisdom you would like to share?
Haven’t I already said too much?
Yes that is true. Thanks for your time Mark.
A 25-year veteran of executive search, Mark Jaffe has a reputation for seeing beyond the package and posture of highly accomplished business leaders. He is uncompromisingly direct and focused on his task – finding the perfect match for his client. Mark is one of the most frequently quoted talent brokers of the new economy and was named by BusinessWeek as one of the World’s 100 Most Influential Headhunters.
Wyatt & Jaffe, recognized as one of the 50 Leading Retained Search Firms in North America (Executive Recruiter News) and short-listed by the International Association of Corporate and Professional Recruitment (IACPR) as one of the top ten, is known for engaging high-impact executive talent that the marketplace perceives as unattainable. Wyatt & Jaffe works with a select list of financial services, high technology and consumer companies worldwide. The firm was founded in 1988. More information about Wyatt & Jaffe can be found at: www.wyattjaffe.com
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Most people don’t realize that a recruiter is not actually working on behalf of them, they are working for their client. Recruiters are sales people and they achieve their targets by placing people in to jobs. Placing people means placing anyone, not you in particular – the commission check will look exactly the same no matter who gets placed.
Do they have mood swings?
One day your best friend, the next day they won’t speak to you. The recruiter can certainly seem like a great friend as long as you are what they are looking for and you are interested in changing jobs. If you are not right or you are not ready to move, you will experience not getting call backs and no email replies. Their interest in you dwindles very rapidly and your ‘friendship’ is out the window before you can spell the word fairweathered.
You gets what you pays for
You don’t pay for the service of being recruited and therefore you cannot expect the recruiter to be loyal to you. If you wanted an agent working on your behalf, the money would have to come out of your pocket – just like celebrities do it. You don’t pay a penny to get recruited, you are simply the product that gets delivered. The employer foots the entire bill so if anywhere, this is where the recruiter is friendly – to their client.
So they must be an evil bunch then?
Recruiters aren’t bad people (apart from the
Sales people in other industries are just the same, a car dealer has no time for a person that isn’t serious about buying a car. You will get a few brochures and they will swiftly move across the sales floor to hone in whoever is going to buy. The same thing goes for real estate agents, who you first have to convince you are serious about buying before they show you any houses. A lot of professions fall into this bracket, mainly because the commission structure really incentivizes closing a sale and not nurturing interest and new prospects.
So they aren’t loyal friends, what should I do?
Play the game just like they do. They aren’t loyal friends so you don’t have to either. Work with a number of recruiters, no one recruiter was ever going to have all good jobs to offer you. They will have each have signed agreements with a small number of clients that they work with. So by casting your net wider, you are helping yourself and your career. Don’t worry about letting anybody down, your career comes first.
But I have a great relationship with a recruiter
If you do have a good relationship with a recruiter, can you say why it’s good? I would venture to say that it is because you both bring something in to it. This can be the recruiter giving you heads up on new roles, and you giving the recruiter referrals, industry gossip and insider company information. You can have a fruitful relationship with a recruiter but only as long as you both have something to offer.
What do you think, do you have recruiter friends? Share your experiences in the comments.
Image by Lab2112
This resource page contains the best online resources for furthering your career within the Java job world.
The Biggest LinkedIn Groups:
- Java Developers – a global group with 26,000 members
- [url=http://www.linkedin.com/groups?gid=52795&trk=anetsrch_name&goback=.gdr_1263922190873_1]Java EE Professionals – just south of 18,000 members, plenty of recruiters
- [url=http://www.linkedin.com/groups?gid=50472&trk=anetsrch_name&goback=.gdr_1263922190873_1″>J Architect – almost 13,000 members
The Biggest Twitter Lists:
- On Java – Some interesting follows for the Java enthusiasts
- Java Twitter Group – large group with Java industry experts
- [url=http://tweepml.org/8fadaf48d08e4ed5be79aaa94f30b26a”>Java Tweeple of India – list for Java folks in India
- Java Blogs – aggregates posts from other Java blogs
- [url=http://javablog.co.uk”>Javablog – development focused blog in the UK
- Modis – big IT recruitment firm operating across North America and Europe,
currently listing just under a hundred Java positions
The Job Boards Listing the Most Java Jobs
- Monster – world’s largest job board, localized versions in most countries, the American version currently has over 5,000 Java jobs posted
- Indeed.com – aggregates other job boards, also has localized across the world and claims to have 61,000 Java jobs
- [url=http://www.dice.com/”>Dice – the biggest IT job board in North America, 9,900 Java jobs listed
- [url=http://www.careerbuilder.com”>Careerbuilder – the largest online job site in the US, 5,400 Java jobs listed
Please let me know if you have additions to this list!
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