Author: Robert Krzak

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Robert Krzak is author and CEO of www.geckohospita

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Head Hunter vs Recruitment Firm By Robert Krzak

  in Career | Published 2013-07-12 06:51:16 | 173 Reads | Unrated

Summary

The important thing every job seeker needs to ask is whether the company has a vested interest in their career, or are they just hoping to place any candidate in the job.

Full Content

Most managers will receive a call at least once in their careers from a headhunter. The temptation to take the bait without understanding your options can be a costly mistake in your career. It is important to understand who you are engaging before putting your career in their hands.

Recruitment firm/ Search Firm

These are professionals with a direct relationship with the employer. They do not always contact the Candidate, but work with managers who approach them. They normally place senior level Candid
ates in management positions.

Some search firms are retained by the company and receive payment whether a Candidate is paid, or not. Others receive a percentage of wages after a candidate is placed. This may be contingent the management candidate staying at the company for a minimum time limit.

These professionals are often industry specialists. This gives them insight into the types of people who are a ‘perfect fit’ for each job in their list. These professionals are the ones who can access jobs before they hit the job market. If you land a job, they receive their fee. The management candidate does not pay for their services.

They can help you improve your resume and offer some coaching, even if it is just to suggest removing hackneyed words like ‘proven track record’, ‘dynamic’, and ‘team player.’

Head Hunter/Recruiter

These people often have no experience and few connections. They may not have experience in their Candidate’s fields. They may not have a reputation with a company. Even if they place good candidates in a company, they may have no relationship or ‘in’ with the hiring manager. These professionals are unregulated. Anyone can become a recruiter. This means that many unscrupulous people become recruiters, and often give the entire industry a bad reputation. Part of the problem is that they are generalists.

There are several concerns that a candidate needs to consider before working with a freelance recruiter or a ‘general firm’. The first thing you need to do is ask your recruiter if they have a long term relationship with the company. Do they have a contract with the company, or are they just responding to a job ad? This is important because it has an effect on how a potential employer will view your resume.

How to Choose

The important thing every job seeker needs to ask is whether the company has a vested interest in their career, or are they just hoping to place any candidate in the job. If you are secure in your job and are looking for a new position then you do not want to risk having your current employer see your resume pass their desk in a pile of resumes.

If you work with multiple recruiters then let each firm know you are also working with another company to prevent both marketing your resume to the same employer.

There are a few questions that you can ask the company you work with:

1. How long have you been recruiting?

2. What is your specialty?

3. How many managers with my skill set have you placed in jobs in the past year?

4. Are there any fees?

5. Do you have Clients you will submit my resume to, or will you shop the job market boards?

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About the Author

Robert Krzak is author and CEO of www.geckohospitality.com a respected hotel and restaurant recruitment and recruiting firm. Google G+ geckohospitality@gmail.com

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