ALT-3 Tips for Finding the right Headhunter
Headhunters: a term that I associate with many things, some of which include unpleasant very graphic visualizations that include a decapitated head. It is also a term given to those special independent human resource assistants in matching potential job seekers to employment opportunities that exist in corporations that have the money to spend for their services. They are a special breed of people, Headhunters, and so when seeking one, here are some tips for finding one that matches your needs.
1. Headhunters are networkers. Good headhunters know a lot of Human Resource Managers and have good relationships with them. They also have good track records in placement. The most logical tip for finding a good headhunter is by word of mouth. If you possibly know of someone who has used a particular headhunter and gives you rave reviews and is confident to recommend you, then chances are this headhunter in the least is worth your time to investigate.
2. Headhunters that take the time to entertain your telephone call and who don't make you feel like you are wasting theirs are a good thing. Although headhunters are also extremely busy people, finding out new leads for employment opportunities and trying to match skills to them, a headhunter that shows that they will take a moment out of their busy day to speak with a potential candidate who has a lot to offer shows that they are someone worth dedicating your time to.
3. Headhunters that exhibit faith in your capabilities and aren't willing to undercut you just for a placement. I once was in a position where I was using two placement agencies to find the perfect opportunity. Both were very highly recommended agencies and both had offices in prime retail locations with placement records second to none with a list of firms and corporate clients unparalleled to other agencies.
One agency was insistent after an interview that I take a positionthat I wasn't very excited about and insisted that it was the best offer I was going to receive for my qualifications since I had no prior "large-firm experience." The other agency, with full information that I was using both agencies, had also sent me on other interviews, wherein I had received two additional job offers in one day, of which both offers were well above and beyond the offer I received through the other agency. Neither was I pressured to make a decision, nor was I ever made to feel like I was limited in what my qualifications were. I was only given options and the confidence that I was worth something which meant a lot to me in negotiations.
Needless to say, I took one of the two offers and was extremely happy. The moral of the story is that in choosing a headhunter, go with the person that gives you confidence and the person who is confident in you. Also, diversify to obtain a second opinion. But when you do this make sure you know where your resume is being submitted to prevent double submissions.
4. Finally, a headhunter that has a good list of permanent placement opportunities. There has been a large shift in the labor market from permanent placement positions to that of temporary opportunities. This is due in large part to the cost of utilizing a headhunter and the commissions they make in placement.
A good headhunter with a large list of permanent placement opportunities is one who has a good established track record in placements, and one who corporations feel is still worth utilizing in an ever changing market. This is a headhunter worth considering since many others will only have temporary placements available.
