Headhunters and the recruitment conundrum

Headhunters and the recruitment conundrum

By Pri Notowidigdo

JAKARTA (JP): Are you a job hunter looking for help from a
headhunter?

If so, let's look a little closer at the process as you try to
connect with headhunters, the popular term for executive
recruiters.

Misunderstandings occur because many people assume wrongly
that headhunters are supposed to find them positions.

This misconception may lead you, a job seeker, to become
discouraged by recruiters who appear not interested and even rude
when you call.

Executive recruiters do play a key role in the job market.
And it is possible to enjoy a mutually beneficial relationship
with them.

However, recruiters say that you must first realize that they
are paid by hiring companies, and that's where their loyalties
lie.

"Candidates are not our clients; the company is our client,"
says Irham Dilmy, a partner of Amrop International, a retained
executive search firm.

"Still, it's probably good to establish a relationship with
recruiters. It helps your networking."

In this regard, a basic understanding of recruiters may help
you get a broader picture of what we do.

This will also guide you in how you approach recruiters,
enabling you to develop meaningful relationships with them.

Let's first look at how recruiters search for candidates.

The executive selection recruiter receives a fee by placing
advertisements in the mass media or relies on his data base to
find suitable candidates.

He may also call his friends for recommendations of suitable
candidates.

The executive search consultant, on the other hand, typically
work on higher level executive openings, and receives a fee for
conducting a thorough search based on investigative market
research and networking.

No advertisements are placed nor is there a reliance on a
database as due diligence is stressed in finding a candidate.
Thus, unless you fit one of their assignments exactly, there's no
profit motive for retained executive search consultants to make
employers aware of your existence.

Both executive selection and executive search consultants are
retained recruiters in the sense that a corporate client uses
their consulting services for a fee.

A contingency recruiter, works primarily on middle management
and professional level openings, and by contrast, is paid only if
they successfully fill a position.

If you have highly marketable skills, they may float your
resume around to clients (or prospective clients) in the hope
that one will hire you and pay their fee.

The contingency recruiter looks for people in a similar way as
the executive selection recruiter.

If you are actively looking for a new position, sending a
generic resume to all the recruiting firms in Indonesia --
contingency or retained -- probably isn't worth the time.

Instead, you are better off conducting a focused and
strategic job campaign in which you target appropriate employers
and research the needs of their personnel or line managers who
are hiring people.

To make sure that you are thorough, try to build fruitful,
productive relationships with a few recruiters in your field
throughout your career (instead of only when you are looking for
a job).

To do so, consider the following guidelines:

Network. If recruiters never call you even though you are a
skilled executive, you are either not all that good or you are
not all that visible. To be noticed, you must be in the right
place at the right time. This means that you should be highly
regarded in your industry, and may occupy a conspicuous position.
Try to work more closely with colleagues and customers and become
more active in your company or industry association. You might
even develop relationships with journalists who cover your
industry, or write some articles yourself. Remember that
networking is not only about who you know but who knows you.

Know who's who in the recruiting industry. Research and
network to locate recruiters who are likely to take a special
interest in you. If you want to go international, get a hold of
The Global 200 Executive Recruiters: An Essential Guide to the
Best Recruiters in the United States, Europe, Asia, and Latin
America. It is an excellent source of information for job seekers
like you as well as corporate clients. The author is Dr Nancy
Garrison Jenn, who has written numerous books and articles on
executive search for The Economist Business Intelligence Unit and
was an executive search consultant herself. You can obtain more
details at www.amazon.com or order directly from Jossey Bass
Publishers in San Francisco.

Try to establish a kind of personal connection with a
recruiter. For example, try to find out who his clients are.
Then, in your resume or follow-up call, play up the value you
bring one of those employers. Even better, seek a referral by
asking trusted colleagues or human resources executives at former
employers to tell you which recruiters they work with. When you
make contact with a recruiter, try requesting three minutes of
advice on how best to market yourself rather than pushing for job
leads.

A one-page resume? Create a concise resume which highlights
what you have achieved. Recruiters are often looking for a
specific kind of experience. A good resume focuses on your
contribution and can be easily read in 10 seconds. Get the
attention of the reader. If he wants to know more, he will pick
up the telephone and ask. The purpose of the preliminary resume
is to generate interest and ultimately an interview.

Be accessible. When a recruiter contacts you, take the call.
Many candidates eliminate themselves from consideration for
promising opportunities by making it difficult for recruiters to
reach them. Don't play hard to get. Even if you are happy in your
current job, hearing a recruiter out will provide you with useful
job market information (e.g. qualities employers are looking for
or compensation ranges at other companies). If you are friendly
and helpful, you will be remembered. Besides, remember that an
executive search consultant has called you because his research
has indicated that you are a worthwhile candidate for
consideration. That's good feedback for you.

Caveat emptor. Be sure to investigate the recruiting firm or
the individual recruiter contacting you. You want to be
accessible, but you also want to be careful. Before spending too
much time talking with a recruiter, it's wise to make sure he is
legitimate. So early in the conversation, make an excuse to get
off the telephone. Before calling back, check a reference. When
you return the call, consider how the telephone is answered and
ask how long the firm has been in business. If you're still
hesitant, ask the recruiter to send supporting documents (e.g. a
profile of the firm and the recruiter's qualifications at least).

While it's important to be honest, you don't have to reveal
your entire background from the start.

And, follow-up professionally. If the first conversation goes
well, the recruiter will ask for your resume, and possibly for
references. Over a period of about 15 working days, the recruiter
will narrow his selection of candidates and present the shortlist
to his client. During that time, you may have additional
telephone interviews and your references may be checked.

The process may be lengthy, so be patient. Use this time to
research the client company so you can ask intelligent questions
and make good observations in interviews. And, feel free to
update the recruiter during this time. Even if you don't get a
job through an executive recruiter, if you handle yourself
professionally, you will have a friend in the recruitment
industry when you're through.

Happy job hunting !

The writer is managing partner of Amrop International, a
member firm of The Amrop Hever Group - Global Executive Search.