News & Advice

Why Should I Use a Headhunter?

“No thanks. I’m not interested.”
These are words that headhunters hear often.

The skepticism surrounding headhunters is based on several erroneous beliefs. Jason Singer, Technical Recruiter at Technology Search International (TSI) debunks some of these common misunderstandings:

Myth: I have to pay a headhunter regardless of whether or not they find me a job.
Fact: Using a headhunter is free. The company hiring you pays the recruiting fees.

Myth: Headhunters don’t add value. They only know about the same open positions as other recruiters, or those listed on the job boards and companies’ websites.
Fact: Headhunters can give you inside access to jobs that aren’t posted on company websites. They have relationships with hiring managers and know about companies’ openings and emerging trends.

Myth: Headhunters just send out my resume randomly, to lots of companies, without my knowledge or permission.
Fact: Great headhunters will always discuss the names of companies and only send your resume with your permission.

Myth: Recruiters don’t help me improve my resume or give me perspective about the industry or help with my career goals.
Fact: Good recruiters will help you put together a strong resume and prepare you for interviews. They will help you set expectations openly and provide quick turnaround time with feedback following an interview.

To maximize one’s efficiency in a job search, it is essential to understand the benefits of finding a first-class headhunter. The president of TSI, Alan Shapiro, advises to make sure recruiters are:

  1. Knowledgeable: Be able to describe the companies, people, and corporate cultures, while also discussing specific opportunities within the companies.
  2. Honest: Provide realistic feedback in order to improve one’s chances of being hired.
  3. Responsive: Answer your phone calls and emails quickly.
  4. Helpful: Prepare you for the interview process as well as help edit and format your resume.
  5. Personable: You want to know that there is life on the other end of the phone; if the person lacks the energy or enthusiasm about his job and his clients, what does that say about his/her ability to market a prospective candidate?
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