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Getting a headhunter to call can be the 1st step to a better job
Did you receive at least two calls from a headhunter last year? If not, you have work to do. Headhunters, more formally known as
"seasonal-search" recruiters, are hired by a company to locate people with specific skills for a hard-to-fill job.
The $2 billion seasonal-search industry has more than doubled in size since 1960, according to Working Woman Magazine's "Managers
Shoptalk" (November 1986).
The migrant manager of the '80s has created this astronomical growth. Company hopping has become the norm because upward
opportunities are disappearing for ambitious climbers. In addition, loyalty has dwindled as mergers and takeovers have taken their
human toll on victims and survivors alike.
Because of this, it's becoming increasingly important to get on several recruiters' lists.
But how can you do that? It doesn't do much good to send them unsolicited resumes. They work primarily on a
referral basis. Here's how to get your phone to ring:
Find out who's who in headhunting. Look in the Directory of Seasonal Recruiters, published by Consultant News in Fitzwilliam, N.H., or look under Seasonal Search Consultants in the Yellow Pages.
Make the first move. Once you've targeted specific firms in your industry, call them with a question about your field. For example,
how mobile your industry has been in the last year, average salaries or how many top seasonal job seekers have been placed in your region of the
country. Welcome any inquiries about your background and encourage a lunch or a get-together.
Become visible. Headhunters often belong to professional organizations or trade associations. The directories of these groups
are seasonal-search bibles. Besides joining organizations like these, accept offers to give speeches both inside and outside your
company.
Be a good source. Even if you aren't interested in the position a headhunter offers, recommend other people who might be. Even if
you're happy in your current position, participating in the recruiting process makes sense. When you do decide to change jobs, your name
will already be listed in headhunters' databanks.
What if you're ready to switch jobs and you get a call?
Get as much information as you can about the position. The recruiter rarely reveals the name of the client initially, but should be able to
elaborate on the size, industry and location - unless that information would immediately identify the company.
Interview the interviewer for more details. A professional will admit he or she doesn't know the answer to every question but should
volunteer to find out for you. Be careful if you sense the recruiter is glossing over your questions, stretching his information or pressuring
you into an interview.
Ask for a phone number and call back the next day if you are still interested. Evaluate the way the phone call is received and
transferred. If it sounds like a fly-by-night operation, you might want to end it right there.
A visit to the recruiter's office is another way to evaluate the permanence of the recruiting firm.
A legitimate professional depends on repeat business, so it's critical to his success that you fit the position. Otherwise, the client may not
use him again.
Ask the headhunter to send you a written job specification. Professional firms prepare these descriptions when they contract
with a client. Ask the recruiter how he got your name. It shows that you are cautious, a quality good recruiters respect.
In the article, "What To do When a Headhunter Calls," in the Nation's Business Magazine (1984), author Matthew Beecher states, "Never
send the caller a copy of your resume. The humbugs tend to make numerous copies of a candidate's resume and send them out
unsolicited to many companies."
Most professionals would never use such a tactic. Instead, they will interview you, take detailed notes and prepare a brief resume
tailored to the needs of the client.
If there is mutual interest, the recruiter will probably identify the client. At this point, the recruiter should arm you with information
about the client, the position and the personalities you will soon meet.
Your recruiter should prepare you for the interview with the potential employer by providing the annual report, Securities and
Exchange Commission information (particularly 10-K forms) and proxy statements.
Study them carefully and prepare to answer questions about your accomplishments.
Joan Lloyd -
Speaker and speaking coach, trainer & management
consultant for companies of all sizes, from start-ups to the Fortune 500, as well as
trade & professional associations across the country. Reach her at (800) 348-1944, Email info@joanlloyd.com, or
www.JoanLloyd.com
Click below if you are interested in Joan Lloyd's job hunting, management and career development tools (books, booklets, tapes & special reports)
http://www.joanlloyd.com/store/default.asp
To subscribe to Joan Lloyd's free, online newsletter, with job hunting, career development and management strategies, click here:
www.JoanLloyd.com
For a list of Joan Lloyd's upcoming public workshops, send an email with the subject line "Upcoming Workshop Schedule" to
info@joanlloyd.com.
Contact Joan Lloyd & Associates (800) 348-1944 for:
* information about having Joan Lloyd present a keynote or training workshop for your organization.
* permission to reprint an article for distribution
* information about carrying Joan Lloyd's weekly column in your publication
or on your Internet or Intranet site.
© 2001, Joan Lloyd & Associates, Inc.
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