I have a new client who needs help; specifically my type of help. The type of client who is sophisticated, holds high expectations and demands results. Yet, this very same client doesn’t know how to hire. Certainly knows how to recognize a great looking resume, but struggles to determine fit.  The sophisticated, well educated executive, is gifted at what they do, but that doesn’t necessarily transfer into knowing how to recognize the right hire for their organization. Or recognize what they need versus what they think they want. This is where I come in.

What makes a good headhunter a great matchmaker? It’s certainly not just running ads, matching resumes and setting up interviews. No way we’re going to continuously receive retained searches and full fees for shuffling paper and people around. I look at it more as an education process. Finessing and enlightening as the search progresses.

Now, all recruiters live for a sense of urgency with our clients. It’s our bread and butter. But what comes with accepting a search that might have been open a tad too long or is a replacement for a bad hire, is the responsibility of showing the client (and often the candidates) the way to success. To slow down, catch their breathe, and realize they’re in good hands now and they shall soon receive a short list of qualified, culturally acceptable candidates. Any one of which can do the job – they just choose who fits best! We do this by holding to a standard, regardless of the urgency, going through our process and helping the client understand why we search the way we do and get results. That hiring right takes precedence over hiring fast and great candidates need to be sought out, then enticed and courted. It’s one part leg work and networking, one part credibility and one part timing. Throw in a great opportunity and comp package and you may possibly have an exceptional hire.

With a client’s blessing and commitment, a search can unfold into a really great relationship between all parties. With trust being a crucial element in any search relationship, the client and candidate can rely on their recruiter’s best judgment and integrity. None of this is easy, or happens over night. It requires, on the headhunter’s behalf, a deep understanding of their market place, respecting the pain of the client and making good on expectations. Earning credibility and giving value is our particular responsibility in a client/recruiter relationship, Showing them how our years of practice, and the relationships and knowledge built over those years can benefit them. And that’s what we actually do.



Views: 517

Comment by Matt Charney on August 11, 2014 at 9:54am

Great post, Cindy.

Comment by Linda Ferrante on August 11, 2014 at 9:59am

Great post!  Quite honestly, this is EXACTLY how we operate, but I couldn't have articulated it as well as you did!  Taking a deep breath and slowing down, is number one.  When you rush, you become sloppy, leading to poor hires.  Not everyone will agree with that, and I get that, but for us, fully vetting candidates and carefully selecting the one(s) to present takes time.  Clients to get that, get us. Companies who just want a body in a chair?  We pass on those positions. 

Comment by Cindy Cremona, CPC on August 11, 2014 at 10:02am

Thanks Matt and Linda. Nice way to start the day!

Comment by Ryan Leary on August 11, 2014 at 7:18pm

Great post Cindy. How would you set the balance between the recruiters need to source vs. consult?  You've address a lot of this question in the post. I personally believe it's not so much about the search and the size of your LinkedIn network. That's a bit off base to this post but, I often hear the argument of how great someone is as a sourcer online, but never equates that back to the consulting role we actually play. 

Comment by Cindy Cremona, CPC on August 12, 2014 at 12:01am

Ryan - maybe it's not so much the sourcing as it is the recruiting. Anyone can source. And the tools to source are readily available to everyone (Linked In, Twitter, etc.). But not everyone can recruit. And I mean really recruit. It's not one vs. the other either. Exceptional recruiting is an art form. It's like a dance or a date. It's one part psychologist, one part advisor, one part confessor. You lead, you infer, you influence, you create. It takes years of practice to hone, to gain credibility, to get really good. This is why there are lots of average in-house TA folks and lots of agency 'sourcers' grinding everyday to make their minimum quota and only a few rock stars that really know how to create and add value. In this business, if you want a real return on investment, you gotta put in the time.

Comment by Recruiting Animal on August 19, 2014 at 10:27am

Sorry, I don't get it. What recruiters do is sell their network and assessment expertise. Is that what you're saying or is there more?


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