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Blog Post: 10 Reasons Why it Pays to Be a Good Employer: Being a good employer sounds like a…; Added by Devin Caldwell at 12:48pm on January 10, 2018

Blog Post: 3 Steps To Internally Recruiting Your Next CEO: Our executive recruiting firm…; Added by Scott Sargis at 6:01am on February 4, 2014

Blog Post: Ever been bullied in the workplace? How did you deal with it?: A survey I read not long ago said that 14 % of the UK’s workforce are bullied at work and 21% aware of bullying going on at their workplace. It reminded me of a…; Added by Alasdair Murray at 6:29am on March 5, 2010

Comment on: Blog Post 'Headhunters: Why You Should Accept Online Payments from Clients': nt' button until after a [contingency] search has been completed. Your scenario that someone 'looking through the Yellow Pages' would click on a payment button [ostensibly, to initiate a contingency search] is a recruiter's fantasy. I like your idea but it is borne from your lack of understanding of how our business executes. It is possible, though, that an established client would/could click on a payment button to pay for a [contingency] search that has been completed satisfactorily. 'Pay by check', 'Pay by credit card'; this could be done, yes. But not, as I said above, until the [contingency] search has been completed. Also, I suppose it is possible a client could 'pay by credit card'/click on a payment button when submitting partial payments toward a retained search fee. The first third of a retained search, along with the amount of an expense retainer check, could be paid by clicking on a payment button (LOL!) as part of initiating a retained search [along with having submitted a signed Retained Search Retainer Agreement], yes. The second third could be paid in the same manner and for that matter, so could the final third, as well. Now, you also describe something else that does not much exist- the idea that an executive search consultant is going to charge an industry candidate a fee for having gotten them hired. Wherever did you get such an idea? As Mr. DeBettignies, above, says, the entire practice of 'applicant paid fees' has long gone the way of the Do Do Bird. And that referred to the Employment Agency business, not the business of Executive Search. Your assertion here: "...In other words, individual job seekers can contact the headhunter and inquire about the services. Most headhunters are willing to try to match the new client with a job. In these instances, the recruiter is paid by the person seeking the job, not by the corporation. Again, the fee schedule can vary from one headhunter or agency to another..." ...is full of holes. Employment Agencies and most Executive Search Consultants ('Headhunters") are paid approximately 33.3% of the first year's salary of the person hired by a company. How many "job seekers" are there, do you think, who can afford to pay me a fee in the amount of between, say $15K to $25K to $40K or more? There aren't any and in fact, it is illegal to do so in some/all states anyway. Candidates who are industry 'stars' can be marketed by Agencies/Search firms and once they are hired, the hiring company will pay the agency/search firm a placement fee. That's how we get paid, not by having "...anyone seeking employment..." come to us for the specific purpose of paying us to get them hired. Also, as long we're this deep into your ignorance of our business, let's quickly examine your assertion that "They are also happy to take on the task of finding job placement opportunities for anyone seeking employment..." I don' thin' so, BaBa Louie. This is very much out of whack of what the Executive Search business is all about. We no more want 'just anyone' approaching us about jobs than we want malaria. The industry rule of thumb you need to understand is that we will only deal with those professionals for whom it is likely a company would pay a recruitment fee. To solicit payment for getting someone hired is not only no longer an approved business practice, it is embedded with danger. I'm not going to go into the pitfalls of such an arrangement here since you are so out of your depth in this conversation already. If you really need to know the specifics of this, contact me and perhaps I will run them past you. No offense but I hope you have since done the appropriate research necessary to make meaningful posts here about the Executive Search business. P.S. I wonder if I really need to say a company does not 'access our services' by clicking on a payment button. Hah, if only it were true... Thanks for the laugh, Debbie. Please don't be offended when I say this has been one of the most ignorant posts about our business than I've seen in several years. Maybe ever, in fact. Work on your 'content', Ms. Allen. At the least, get yourself a mentor who has time in our business so you can get up to speed. You are a walking accident waiting to happen. Paul…; Added by PAUL FOREL at 9:30pm on March 1, 2014

Blog Post: 5 Surprising Factors to predict Sales Staff turnover and Longevity: Sign up to our for our monthly email http://www.huntersm.com…; Added by John Hill at 7:17am on April 14, 2010

Blog Post: Better in person: four ways a virtual interview can hinder the recruitment process: It’s an increasingly more common phenomenon to engage in a virtual job…; Added by Tom Chapman at 8:50am on September 3, 2014

Blog Post: Demystify Data Scientists Salaries in 2020: Without the help of data scientists, it is highly challenging to churn out actionable insights from multi-varied data sources from organizations. The data science industry has drastically grown…; Added by Lucia Adams at 8:29am on March 16, 2020

Blog Post: Why Is It Important To Train Your Staff In 2020?