Jeff Altman, Big Game Hunter
Advantages of connectors
When I started working as a recruiter years ago, I barely knew. I look for square holes for square nails, not basic filters. I would ask questions that reflect the mental list – did you do this? Have you done this? How did you do this? How did you do this?
As time, energy and in-depth work, I worked in my career and became a world-class job, I slowed down and asked better questions about getting to know a person and why it makes them effective in the case of what they do at work, institutional clients and how they evaluate the role they are trying to fill. Slowing down has made me less trade, more cautious, and more concerned about my work.
Here are a few things to note when talking to headhunters, which will allow you to decide whether you should trust their advice.
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Top headhunters show behavior that is consistent with the qualities they represent seek. If you pay attention, you will notice that they seem honest when they seek your help. Keep talking to them, not because they are honest. The more you listen to them, the more likely you will be to understand whether they are really honest.
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They are easy to handle because they are polite, respectful, direct and concise. They are not sneaky.
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They don’t waste time pretending to know something they don’t know or playing games with you.
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They don’t exaggerate when talking about themselves or clients. They make you feel important.
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They don’t seem to be desperate.
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They won’t talk quickly (unless they contain extreme caffeine). They listen to your opinions and what they don’t say, and then dig deeper to learn more.
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They will try their best to solve the problem and don’t have makeup when they are uncertain. They are honest with what they don’t know and get answers for you.
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They show respect for you and are knowledgeable about their clients, the positions they are trying to fill (or if you try to hire someone).
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Good headhunters show integrity through reliability and honesty.
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They deliver on their promises by returning to your phone, text messages and emails. They are thorough. The questions they asked made this very obvious.
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Headhunter not only asks for your resume, but will talk to you extensively to learn more about you, your work, your influence, and your influence. They will actually be curious about your work, your qualifications, professional interests and goals.
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If you ask for it, they will provide advice and the process will be transparent to manage your expectations. Yes, there may be delays, but they will guide you through what you expect in your search, whether it’s phone, video or face-to-face, how you should prepare for each interview and provide a schedule for each step.
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Do they seem to know the market well about your job (or the kind of person you are hiring)? Thorough responses show that if you are hiring, it will help you find the depth of your job or employees.
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Especially, high-quality hunters will manage your expectations. If you seem to fit, they will try to schedule an interview quickly, at least reminding you of any delays. They will also let you know if you are not the right thing for their customers to want. They won’t apologize for their decision not to introduce you. They will talk about “missing” in your background. If you want to hire someone, they will give you competitive intelligence on how your ideas about the role make it possible or harder.
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Based on the conversation you have with them, can they write a good executive summary for my clients based on the conversation? If you are hiring someone, can they create a job description that focuses on the skills, background, and personality traits needed to succeed in that position? Headhunters are not very good (the conversation is not very good from their perspective, they don’t have a full call to tell you), and if the initial call is short, even if your initial screening conversation with a good headhunter doesn’t lead to the position you’re interviewing, they are the ones you want to connect with for a long time.
Your contradiction with your work may mean other
Although headhunters like this seem uncommon, there are a lot of really good hunters out there. Remember that sometimes headhunters don’t provide reasons why the results have nothing to do with them. It has something to do with you and your unwillingness to be open to them and reveal your personality.
Job seekers often want mom or dad’s headhunter team to offer them new jobs without spending much effort. They don’t take the time to investigate the people who will represent them and waste too much time requirements that are not worth their efforts. Then, they complain to anyone who would (pretend) listen. The same is true for organizations that recycle job descriptions and do not make available to leaders of search companies they hire.
Do these attributes sound like anyone you’ve talked to or worked with?
One of the saddest days for some of my clients was when I told them I was transitioning from search to coaching.
“But why,” one shouted. “Aren’t we enough to pay you?”
“Yes, but now I will be a force forever,” I said in the best superhero voice.
We laughed and then he hired me to coach him in the job search.
ⓒBig Game Hunter, Inc, Asheville, North Carolina. 2023
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About Jeff Altman, Big Game Hunter
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Recruiters know you don’t know: They’re not watching all these screening videos
He is the host of “Base-free Broadcasting Radio”, the first podcast in iTunes for job search, with more than 2,900 episodes in more than 1,300 years of dramas.
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