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Fill the Position, Not an Empty Seat
Contingency recruiters are paid only when a candidate accepts the job; therefore, they are extremely biased towards finding and placing a person quickly. The term "head hunter" comes from this hunt to "place" a head in the job. And because most contingency searches are not exclusive, it becomes a "numbers game" where quantity of resumes, not quality, becomes the objective. Additionally, the chance of a candidate being contacted by more than one recruiter is high. What better way for a company to show how it undervalues the position!
Because retained executive recruiters are paid in advance, they must guarantee that the hired candidate is a fit. Therefore, we have a financial, professional, and ethical interest in making sure the fit is perfect the first time. But you can still call us headhunters!
“In general, executive search firms use a variety of resources to bring the right candidates to the table, including original industry and functional research, their own proprietary databases, company information and online tools to identify the target market. We find that most top search firms engage in a great deal of behind-the-scenes research to produce candidates that fit a particular role.”
“Only those candidates who most closely fit the client's requirements and have an interest in the opportunity are presented to the client, who will further determine the candidate's qualifications and cultural fit within the organization. We spend at least two hours with each candidate so we can completely understand the individual’s cumulative experience and motivation for seeking a change. We then provide the client with detailed profiles on each candidate's background.”
“Only those candidates who most closely fit the client's requirements and have an interest in the opportunity are presented to the client, who will further determine the candidate's qualifications and cultural fit within the organization. We spend at least two hours with each candidate so we can completely understand the individual’s cumulative experience and motivation for seeking a change. We then provide the client with detailed profiles on each candidate's background.”
Excerpts from Shulman Associates bylined article “When to Use an Executive Search Firm and How to Get the Most Out of the Relationship,” in Employment Relations Today, Spring 2007.
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All Contents © Copyright 2007 (except where noted) Shulman Associates, San Francisco, CA. All Rights Reserved.
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All Contents © Copyright 2007 (except where noted) Shulman Associates, San Francisco, CA. All Rights Reserved.
Web Design: Ockfen & Assoc, Tacoma WA