most common misconception about recruiters aka headhunters
aka executive search consultants, aka, aka, aka, is that
“they” will find you a job. The actuality is
that headhunters find people for jobs, not jobs for people.
Our primary role
is to help our client companies find the talent that most
closely meets the requirements of the role and the culture
of the company. There are ways, however, to enlist the assistance
of headhunters and interest them in your personal career
most important single thing you can do is to listen to the
headhunters who ask for your help in the course of their
conducting a search. If you hear from the same recruiter
several times a year, it is obvious that recruiter is actively
involved in your industry or function. Retain
their contact information and offer them assistance even
though you are not actively looking at other opportunities
when they call. Refer the recruiter to
suitable contacts who may either have the appropriate background
or who may know others who do.
Do not presume to judge another person’s interest
level at any point. No matter how well you believe you know
people with whom you work or have worked, there are too
many life variables that can affect career decisions.
If your consistent response to a recruiter is “I don’t
know anyone,” they will stop calling and when you
require their assistance, they may feed you back your own
words: “I don’t know of anything.”
The time to prepare
for your next job search is while you are happy in your
current job. When a headhunter calls, ask for a little more
information about any given opportunity, explain briefly
why you are not interested and what might interest you down
the road, and then offer referrals.
Beware if you
never hear from the same recruiter more than once! It is
possible that individual has left the business—there
is an extraordinary turnover rate in the recruiting industry—but
if recruiters in general seldom or never call you a second
or third time, it is likely your interpersonal telephone
skills are poor. Ask the next recruiter who calls how you
might improve your chances of repeat calls.
most independent recruiters personally work only a handful
of searches at a time. The individual you speak with may
not be working a suitable search at the time of your contact.
If “your” recruiter is a member of a formal
recruiting network (such as Top Echelon—the largest
network of independent recruiters in the World) they may
invite you to submit your resume for sharing with their
recruiting associates and affiliates. This can significantly
increase your introduction to headhunters while protecting
your identity from unwanted exposure to the general public.
Do not expect “your” recruiter to present you
for positions where you do not meet most of the company’s
stated requirements and desired qualifications. While the
recruiter may agree you are a fast learner and could quickly
learn the industry/product/market/skills to do the job,
the company is paying only for the candidate(s) who currently
hold very similar roles to those they are trying to fill.
Submit your resume
to recruiters in their specified format. If posting at a
website, follow the directions carefully.
prefers a reverse chronological resume with a brief introductory
summary. For active searches, we require a Word document
resume to which we will add our logo and contact information
before submitting to our clients.
Eliminate fancy borders and blocked areas which are difficult
or impossible to move or reduce. Simple is best.
Do not cram so much information on a page that it will not
accommodate a header or footer, will not allow reasonable
margins, or that will fall outside the printable area. Much
better to add an extra page.
Most recruiters today are paperless and do not accept or
maintain mailed or faxed resumes.
to the briefing instructions a recruiter offers before an
interview. They may be able to point out the information
the client most needs to make a favorable decision.
you represent the recruiter as well as yourself. Their reputation
rests on your shoulders. Make them pleased to have you represent
them so they will represent YOU to other clients as appropriate.
Respond as quickly
as possible to your recruiter’s calls, emails, and
requests. Call immediately following a scheduled interview
with their client and let them know how you think the interview
went. Advise of any concerns, troublesome questions, or
important points you think may have been overlooked or missed
during the interview. Ask when they expect to hear from
the client; gauge your follow-up accordingly.
If interviews are scheduled over several days, it is unlikely
the recruiter will have meaningful feedback until all interviews
If you did not
make the cut, ask the recruiter what you might have done
to have improved your chances, and accept the answer as
constructive criticism to help you in your next interview.
Please do not
pass the company names of the recruiter’s clients
on to other job seekers. Instead, refer those people directly
to the recruiter for presentation to their client. BA seldom
conceals the name of our search client because we operate
from a position of trust. We are aware of only three times
when that trust has been violated, and the names of those
individuals are indelibly engraved in our minds as lacking
integrity—not a list on which one wants to be included.
If you accept
a job through another source and leave the job market, notify
those recruiters with whom you have been working so that
they will stop marketing you to their clients. It is also
important that they have your new contact information so
they can call you regarding future searches.
PO Box 1059 Van Alstyne TX 75495
Phone: (903) 482.1362