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.