Headhunting - Making It Work For You?

For those outside of the industry, it remains, to this day, somewhat cloak and dagger, with discretion and secrecy being two of the keys to success for the headhunter.

With the demand for high calibre people increasing at all levels, organisations are frequently turning to headhunters more frequently to tap into the executive talent pool. More often this talent pool is global, driven primarily by a relatively small local executive market and increasing demand from global corporations operating in Australia and New Zealand.

So just what can you do to ensure you will be considered as a key player in the talent pool? Unveiling the process and understanding how to make it work for you is the key to ensuring you are among the "headhunted"?

Firstly, you need to remember that the headhunter works for the client, not for the candidate. However many firms know the key players in the market, and keep a close eye on their careers.

Secondly, the search process is lengthy, taking an average of four months from briefing through to the placement. The fees paid by the client are large, averaging 30% of base salary plus commission of the successful candidate, and with the base of most headhunted executives upward of $150,000, be assured the loyalty of the headhunter is with the client.

Thirdly, understanding just how a headhunter finds you is crucial. Supported by researchers the headhunter will review the market, developing a list of target companies, and suitable executives within them who match the brief they have been given. Among their strategies, industry networks and peak industry bodies are often a key method of identifying suitable people, further reinforcing the importance of your own networks and profile. You need to be known and be well regarded by those in the industry.

This "long list" will be further refined, and it is at this point your first contact with the headhunter is likely. The objective of the initial discussion is to screen out individuals that don’t have the skills and cultural fit required. Typically only those who make it past this stage are provided with an insight into the role and the organisation, albeit very discretely. If you progress to shortlist stage the next steps in the process include client interviews, and if you are the preferred candidate, offer and package negotiations.

Regardless of the outcome it is important you see the headhunter as a resource to further your career. They place trust in your confidentiality as a potential candidate, and it is important you trust them sufficiently to discuss your skills and aspirations openly. Use them as a sounding board to gain as much objective feedback about the role, the company and your own marketability as possible. If you are a high calibre candidate it is likely you will be approached on numerous occasions. Remember the headhunter called you - consider your options and use the process to your advantage!

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