Choosing a Headhunter (Search/ Placement Company)

How long has company been in business? How long have you worked for this company?

How many people did the company place last year? How many did you place?

Rare recruiter places 4 people a month consistently. Much less 48 or more in year. Even recruiting companies that work in teams rarely exceed above.

Our 48 year experience? Our recruiters rarely placed more than 3 people monthly. We are interested in long-term relationships. We have worked with many clients 20-30+ years.

Recruiter give you large number of placements? Be suspicious.

What does your company specialize in? What jobs do you specialize in?

There are generalist headhunters. Like Robert Half, with offices in most major cities. Recruiters work different industries, or different job specialties.

Other recruiters specialize in 1-3industries.

Before working with any recruiter. Make sure they are well represented in your industry/job specialty.

Who pays you? When do you get paid?

Only acceptable answer to who pays: Employers

When do they get paid? Majority of headhunters get paid after they have filled a position. After the candidate has started the new job.

Retained search firms? Employers still pay the fee. Typically 1/3 of the fee is paid in advance and is non-refundable.

Which is best? Placement or search? Like any industry there are some highly ethical, established headhunting companies in both categories. How do you choose? Go with people you feel comfortable with.

Do you guarantee your placements? If so, how long.

Majority of headhunters don’t offer guarantees. You want headhunters that offer guarantees. (Replace candidate free should placement fall apart.) Look for minimum 3 month guarantee.

Why do you care? Headhunters that offer guarantees: Are extra diligent on candidates they submit.

Standard argument against guarantees? Employer does hiring. Headhunter has no control once hire is made. Our counter? Long term business relationships: are based on trust, compassion and advantageous relationships.

How many candidates (resumes) does your company submit on average?

You are looking for fairly small number.  That indicates the recruiter is really working with employer. Large number indicates recruiter is sending anyone remotely qualified. Not who you want to work with.     
                         

What do you like best about your company?

This answer this tells you about their company. Listen carefully. Do you want to work with this company?

When recruiter reaches “out of the blue”. How did you hear of me? Why did you call today?

Excellent answer: You were referred to me. (Always ask specifically who made referral. You want to call and thank them for thinking of you.)

Better answer yet: Former boss referred you.

Headhunters have many techniques to identify candidates. How they heard about you identifies how strong a candidate you are.

“We found you through LinkedIn. Or another job board. You know your resume has to sell how you will benefit their client. Key is to stand out. July 17 blog addresses Optimal Career Advancement https://insights.securemploy.com/p/optimal-career-advancement

Please send me job description.

Why do you want a job description?

To learn employers jargon. (Key words they use. Include some of those works in your resume. Their website “About” section is another source of words frequently used.)

More you sound, like you think and talk their language, stronger your candidacy.

Note of caution: Headhunters are busy. They will be surprised by your questions. They are used to candidates just listening and then saying “yes I’m interested or no thanks.”

Listening to how they respond tells you great deal about recruiter. If they are annoyed. Probably not recruiter you want to work with. Recruiters respectfully answering? Display empathy. Are more apt to actually hear your goals.

Currently many employers and headhunters have lost the personal touch. They want to do everything electronically. Avoid them at all costs.

You want a sense and feel for the company. Do they have empathy? Listen to people? Involve their staffs in decision making? AI and other tools can talk about this, but can’t actually do it.