Comments - How to Choose a Headhunter - Great questions to test them... - RecruitingBlogs2024-03-29T12:25:24Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1629722&xn_auth=noHi Daren,
I certainly didn't…tag:recruitingblogs.com,2012-12-07:502551:Comment:16311312012-12-07T19:11:03.508ZMartin Ellishttps://recruitingblogs.com/profile/MartinEllis
<p>Hi Daren,</p>
<p>I certainly didn't write that LinkedIn is used to the exclusion of everything else. It's just another tool, but one not to be ignored. Nor do I think every search should take 6 weeks - in most cases that's the maximum. Trouble is, many headhunters (at least in the UK) won't commit to a date, and how does a client work with that?</p>
<p>I stick to my guns on the guarantee. If I've done my job properly, then there should be a good match. My guarantee has some sensible…</p>
<p>Hi Daren,</p>
<p>I certainly didn't write that LinkedIn is used to the exclusion of everything else. It's just another tool, but one not to be ignored. Nor do I think every search should take 6 weeks - in most cases that's the maximum. Trouble is, many headhunters (at least in the UK) won't commit to a date, and how does a client work with that?</p>
<p>I stick to my guns on the guarantee. If I've done my job properly, then there should be a good match. My guarantee has some sensible conditions to cover some of the points you raise.</p>
<p>I agree that for the US geography plays a much bigger role than in the UK. In comparison we are tiny, so we do have it much easier than you. I've worked in the US so understand that 3 time zones are a nightmare I don't have to think about. Thank goodness!</p>
<p>I can see your comments are heartfelt and sorry I don't agree with you on some of them. As ever, the devil is in the detail. My original blog assumed that stuff like salary was 'right' and I do appreciate it's never as simple as that.</p>
<p>Have a good weekend. I though I should write this before my first beer.</p>
<p></p>
<p></p> Hi Gordon. No! I'm the most i…tag:recruitingblogs.com,2012-12-07:502551:Comment:16309522012-12-07T15:06:31.930ZMartin Ellishttps://recruitingblogs.com/profile/MartinEllis
<p>Hi Gordon. No! I'm the most impatient!!! :-)</p>
<p></p>
<p>Hi Gordon. No! I'm the most impatient!!! :-)</p>
<p></p> Hey Martin,
SLA?? For a mome…tag:recruitingblogs.com,2012-12-07:502551:Comment:16307692012-12-07T10:50:47.167ZGordon Aldersonhttps://recruitingblogs.com/profile/Gordon245
<p>Hey Martin,</p>
<p>SLA?? For a moment there I thought you were a member of the Symbionese Liberation Army then my favourite Search Engine led me to Service Level Agreement - Phew!!</p>
<p>We are working hard here in Oz on a SaaS-based product that will inspire Hiring Managers as well as Final Decision Makers to be involved in a 15 minute process (no painful meetings – they work independently of each other) that delivers their precise combined, ranked and weighted profile of Attributes they…</p>
<p>Hey Martin,</p>
<p>SLA?? For a moment there I thought you were a member of the Symbionese Liberation Army then my favourite Search Engine led me to Service Level Agreement - Phew!!</p>
<p>We are working hard here in Oz on a SaaS-based product that will inspire Hiring Managers as well as Final Decision Makers to be involved in a 15 minute process (no painful meetings – they work independently of each other) that delivers their precise combined, ranked and weighted profile of Attributes they want us recruiters to find in exemplary candidates.</p>
<p>It has worked every time on a MS Excel platform for the better part of 15 years so, once we have bedded-in the SaaS version here in Oz I expect it will go on the "Cloud" (dreadful description of what it really is).</p>
<p>NOT problem solved but it sure helps us recruiters dig beneath the surface of our clients' minds before we start our assignments. In brief "Recruit with the End Defined".</p>
<p>With no less work by us professional recruiters (head hunters, retained, contingency, temps, casuals, internal, RPO or whatever) this leads to 100% client satisfaction.</p>
<p>Believe me, I'm the most impatient person on the planet for it to be in the market place.</p> @Gordon
The second question i…tag:recruitingblogs.com,2012-12-07:502551:Comment:16309062012-12-07T07:54:53.706ZMartin Ellishttps://recruitingblogs.com/profile/MartinEllis
<p>@Gordon</p>
<p><br/>The second question is a toughie, but I try to get to the 'final' decision maker right at the start of the search and get them on-side from the beginning. Getting to the right line management is the key here. My SLA insists on direct access. It doesn't always work, but it does help most of the time.</p>
<p>@Gordon</p>
<p><br/>The second question is a toughie, but I try to get to the 'final' decision maker right at the start of the search and get them on-side from the beginning. Getting to the right line management is the key here. My SLA insists on direct access. It doesn't always work, but it does help most of the time.</p> Martin,
Here's a couple more…tag:recruitingblogs.com,2012-12-07:502551:Comment:16305962012-12-07T01:49:10.619ZGordon Aldersonhttps://recruitingblogs.com/profile/Gordon245
<p>Martin,</p>
<p>Here's a couple more good questions for our clients:-</p>
<p>How quick, complete and fool-proof is your briefing method and technology?</p>
<p>How will you ensure that the decision that I make about the preferred candidate is not over-ruled by others in the organisation?</p>
<p>Martin,</p>
<p>Here's a couple more good questions for our clients:-</p>
<p>How quick, complete and fool-proof is your briefing method and technology?</p>
<p>How will you ensure that the decision that I make about the preferred candidate is not over-ruled by others in the organisation?</p> Martin
New data. Six weeks t…tag:recruitingblogs.com,2012-12-07:502551:Comment:16305932012-12-07T00:52:51.425Zbob wardhttps://recruitingblogs.com/profile/bobward
<p>Martin</p>
<p>New data. Six weeks to an interview between the client and a candidate(s) is what I consider the norm if not a little long. I advise clients that every effort is made to introduce clients within 30 days but no promise.</p>
<p>Martin</p>
<p>New data. Six weeks to an interview between the client and a candidate(s) is what I consider the norm if not a little long. I advise clients that every effort is made to introduce clients within 30 days but no promise.</p> @Bob
Thanks for your comments…tag:recruitingblogs.com,2012-12-06:502551:Comment:16305812012-12-06T22:48:18.371ZMartin Ellishttps://recruitingblogs.com/profile/MartinEllis
<p>@Bob</p>
<p>Thanks for your comments Bob. I've been headhunting for 6 years now. I started without a HR or recruitment background and only because I'd been frustrated by headhunters when I employed them. I thought I could do better than those I'd used who I found expensive and slow. My experience since is that searches higher up the food chain are shorter rather than longer - if only because the brief is usually so precise that it's easier to define and reach the fewer people who meet the…</p>
<p>@Bob</p>
<p>Thanks for your comments Bob. I've been headhunting for 6 years now. I started without a HR or recruitment background and only because I'd been frustrated by headhunters when I employed them. I thought I could do better than those I'd used who I found expensive and slow. My experience since is that searches higher up the food chain are shorter rather than longer - if only because the brief is usually so precise that it's easier to define and reach the fewer people who meet the brief. I have undertaken some very senior roles and not one has taken more than 6 weeks despite geography. Just for clarity, by six weeks I mean from the day of engagement to the clients first interview.</p>
<p></p>
<p>@Suzanne.</p>
<p>LinkedIn simply helps me build a network very quickly. I did headhunt pre-LinkedIn and it's much easier now, although the trick is getting people to engage with me having gotten used to many more approaches than they may have had previously. I agree LinkedIn is only one tool, but it's very powerful. You will also have noted I also mentioned using my eyes and ears. Listening may be more powerful than LinkedIn alone.</p>
<p><br/>You have both inspired me to write more blogs around your comments. Thank you.</p> Martin, I just now glanced at…tag:recruitingblogs.com,2012-12-06:502551:Comment:16305322012-12-06T17:02:06.017ZSuzanne Levisonhttps://recruitingblogs.com/profile/SuzanneLevison
<p>Martin, I just now glanced at your profile page..tools you cannot live without?..you mentioned LinkedIn first, then phone~Those of us experienced Executive Search Professionals have been recruiting long before LinkedIn was "born." We relied upon our contacts, via phone, in person meetings, and other industry periodicals to prospect. LinkedIn (to me) is an excellent tool, but still a tool of the trade.</p>
<p>Martin, I just now glanced at your profile page..tools you cannot live without?..you mentioned LinkedIn first, then phone~Those of us experienced Executive Search Professionals have been recruiting long before LinkedIn was "born." We relied upon our contacts, via phone, in person meetings, and other industry periodicals to prospect. LinkedIn (to me) is an excellent tool, but still a tool of the trade.</p> Some good points here.
I have…tag:recruitingblogs.com,2012-12-06:502551:Comment:16304382012-12-06T16:56:55.827ZSuzanne Levisonhttps://recruitingblogs.com/profile/SuzanneLevison
<p>Some good points here.</p>
<p>I have found senior Level searches may take longer than the time frame mentioned.</p>
<p>CV, Resume is ALWAYS (IMO) the preferred method of the client.</p>
<p>Guarantee periods vary~another nuance of a specific search project</p>
<p>I find it puzzling that a "short list" of candidates initially presented should cause angst~A great match of candidates evolves over the search process..yes, the search professional may present exact position responsibility matches…</p>
<p>Some good points here.</p>
<p>I have found senior Level searches may take longer than the time frame mentioned.</p>
<p>CV, Resume is ALWAYS (IMO) the preferred method of the client.</p>
<p>Guarantee periods vary~another nuance of a specific search project</p>
<p>I find it puzzling that a "short list" of candidates initially presented should cause angst~A great match of candidates evolves over the search process..yes, the search professional may present exact position responsibility matches initially, but there are so many other variables!</p> Some very good points. Your…tag:recruitingblogs.com,2012-12-06:502551:Comment:16305302012-12-06T16:54:30.934Zbob wardhttps://recruitingblogs.com/profile/bobward
<p>Some very good points. Your statement that no search should take more than six weeks could be misleading. For less skilled/experienced roles, perhaps I would agree. As you move up the food chain, searches usually take from 60 to 120 days. Some searches can last for months given location, attractiveness of the employer, and cooperation of the client. Just my perspective.</p>
<p>Some very good points. Your statement that no search should take more than six weeks could be misleading. For less skilled/experienced roles, perhaps I would agree. As you move up the food chain, searches usually take from 60 to 120 days. Some searches can last for months given location, attractiveness of the employer, and cooperation of the client. Just my perspective.</p>