September 10, 2001

Neck on the Block? Look for a Headhunter

By Erika Welz Prafder

The worst time to search for a reputable plumber is when your toilet is clogged. So why is it that so many people wait until they've been pink-slipped before they find a good headhunter?

"Anyone who attempts to contact a search firm needs to do their research first. If you don't, you're an unknown entity and you could fall into a black hole." Said Smooch S. Reynolds, president and CEO of The Repovich Reynolds Group, a retained executive search firm and author of "Be Hunted! 12 Secrets to Getting on the Headhunter's Radar Screen." (Wiley, $16.95)

Make sure that prior to divulging your work history and salary level to a recruiter whose number you spotted in the classifieds you interview with your interviewer.

"Before you get into a dialogue about a specific position, get some background on the search firm. Find out how extensive the recruiter's knowledge is of the type of job search being conducted," advised Ms. Reynolds A red flag should go up if a recruiter can't fully articulate a job description.

With so many generalists around, candidates should find a search firm that specializes in their specific industry, job function or professional level. IF you can obtain an agency's client list, call on a few companies directly. Speak with someone from human resources about his experience in working with the firm.

Professional associations are additional sources for finding search firm with aboveboard ratings. Career centers and alumni organizations will often make recommendation for entry or low-level executives as well.

These days, with rampant corporate layoffs, it's in your interest to work with more than one recruiter. Win-win relationships are those which are nurtured over time.

"And if you change jobs or get promoted, keep us informed," said Ms. Reynolds.

Since your recruiter may be working on multiple searches at once, remember to be respectful of her work style and schedule. "One guy called me five times in one day. It's just an irritating and ridiculous expectation of a recruiter to drop what she's doing for you," said Ms. Reynolds. "When you submit a resume, give that person 10 days to two weeks to follow up."

The etiquette (or lack thereof) that you display towards your recruiter can damage his perception of your candidacy. "If a candidate doesn't get a job and behaves like a sore loser, his leadership qualities are thrown into question. He sends a message that he lacks the ability to look at himself objectively," said Ms Reynolds.

There are some people who are frequently targeted and called upon by recruiters. These people know how to market themselves. "They are always striving to exceed their boss' expectations," said Ms. Reynolds.

Moreover, they understand their competition and know their street value. "A lot of candidates are not as astute, and as a result, they are often pushed by a recruiter to accept an inappropriate compensation package."

To raise your "brand visibility" among recruiters and in the business world, the author suggests becoming an active member of an industry associated, speaking at industry- related events and writing articles in trade publications.

Erika Welz Prafder is president of Real World Internships/Careers Inc. (www.realworldcareers.com)