Behind many successful men — and women — these days may not just be a spouse or significant other, but a recruiter, referred to in industry slang as a head hunter or flesh peddler.
Though there’s a common perception that these professionals only help secure jobs for top-brass executives of the likes of C. Michael Armstrong, who was recently brought in to head AT&T, that’s not the case.
The search firms that find such high-powered leaders may garner the greatest visibility, in large measure because of the size of the companies for which they work, the high salaries and generous perks those hirees snare and the large percentages the search firms themselves take for orchestrating the match-making.
Typically, search firms collect 30 percent of a hiree’s first-year salary, including any expected commission and bonus, but not benefits, says Wayne Outlaw, a career consultant who’s head of The Outlaw Group in Charleston, S.C., and author of “Smart Staffing: How to Hire, Reward and Keep the Best Employees for Your Growing Company” (Dearborn Financial, $19.95).
But there are also hundreds of search firms that work with professionals at much lower levels–those in the $30,000 to $150,000 or so pay range, who’ve been out a few years, developed an expertise and are interested in moving on and up, perhaps for a greater challenge and/or more money.
“This is what we call the core area of a business and it really represents the bulk of the job-hunting market. It’s made up of the doers who buy into the strategies that the top-level visionaries set into motion. They make things happen,” says Randy Severinsen, president of Sevcor International Inc., a search firm in Itasca.
There also are recruiters who specialize in jobs below the $35,000 mark, typically administrative, clerical and customer service positions.
The tough part can be attracting the right search firm’s attention and getting one of its recruiters to read your resume, take your phone call and put you in its data bank. But the good news is that the number of qualified people, particularly in the middle category, is shrinking, so if you’re among that group you could be in great demand.
Networking remains the best strategy to find the right recruiter. At least three-quarters of jobs are landed this way, says Marsha Smagley, head of Myerson Smagley, career consultants in Highland Park.
Smagley advises talking to colleagues at other companies who may be at a higher job level than you and whom you think would keep a potential search confidential.
“Ask whom they respect and would use or have used for a job search. Talking to someone at your own company for help is risky,” she adds.
Chicago recruiter Amy Burack also suggests asking friends for recommendations, particularly those who know of recruiting firms that place people in jobs in your niche, because many firms specialize. Burack places people at ad agencies.
If you’re fortunate to secure a name, be a bit aggressive about gaining entry. Ask the person providing the recruiter’s name to make a phone call or drop a written line on your behalf–a personal hook helps.
Before you walk in the door, be sure you’ve done your homework. Research the recruiting company. Find out beforehand whether the recruiter is certified, fills jobs and works with companies that you’d be interested in and has a track recording of keeping searches confidential. Also, be able to articulate what salary increase you have in mind and why you’re eager to change, Smagley says.
And don’t be shy about asking for some advice once you have the recruiter’s ear. Most are willing, as long as you don’t expect the person to become a career consultant, says Burack: “I’m definitely happy to provide feedback when we’re together.”
In most cases, however, you need to steel yourself for never hearing back from a recruiting firm.
Many are inundated with resumes and file away the ones that meet certain qualifications without responding by phone or letter.
“We’re only as good at any given moment as the clients who’ve retained us for an assignment,” says Dale Winston, chairman and CEO of Battalia Winston International, one of the country’s largest recruiters, which is based in New York and has a Chicago office.
“We cherish the resumes we get and if we have a job that might match, we’ll call within two to three days of receiving the resume. We keep names on file that we think we might have a match for, sometime.”
You can call or write a number of associations to get names of firms in your area or those that specialize in your type of work: the Illinois Association of Personnel Services, 1020 Milwaukee Ave., Suite 335, Deerfield, Ill. 60015, 847-541-8104 (of which Severinsen will be president); or the National Association of Personnel Services, 3133 Mount Vernon Ave., Alexandria, Va. 22305, 703-684-0180.
SOME CRITICAL DO’S AND DON’TS:
– To safeguard confidentiality and retain control, ask any recruiter you work with not to send your resume or tell a company about you without your prior consent, Smagley says. Tell them to be sure not to send your resume to your current employer by accident. It has happened.
– You can work with more than one recruiter, but be honest if a recruiter asks if you’re doing so. Some companies give more than one contingency firm the chance to find a candidate. “The firms can end up tripping over each other and both may end up presenting you as a candidate,” says Severinsen. Retainer firms generally get an exclusive for any job search.
– Be sure to ask a contingency firm that a real — and not phantom — job exists. “Generally, this doesn’t happen since most recruiters don’t want to waste their time or yours,” Severinsen says.
– Don’t discount search firms outside your geographic area, even if you’re not interested in relocating. Many firms like Battalia Winston International have offices in several locations and are retained to fill jobs all over the country.
– Check back periodically with a headhunter you’ve met or talked with if you become interested in switching and haven’t heard from the person in a while. Just don’t hound them.
– Read some of the good job hunting books.
