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posted by on May 12, 2009

As a head hunter, you may have a problem is the period of recruiting. You find a client, sign the contract, get the candidate to interview. It looks good becasue everything goes well.

But unfortunately the client will finally call you to say sorry that the candidate is not qualified because whatever reason. Now you get upset but you can do nothing.

People will say: hey, it's normal. Yes it is, but we know how much effort we've ever made. The executive search becomes one of the most difficult job during the economy downturn. Is the only word we can say is OK? Hopefully this world will be change.

Anyway, life goes on, keep the passion on.

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8 comments

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  • 1 point 4 months ago

    I have been in recruiting approx 20 years and have always had too much work...specialize in recruitingexecutive, technical, and professionals in engineering, IT, sales and marketing etc.  The past 3 months have been extremely quiet...I have used this time to plant seeds, network, and help as many people as I can.  Am thinking of changing careers and going into sales and marketing or contracts as my skillset is transferable. Your thoughts?

     

     

  • 1 point 4 months ago

    Good Idea!

    the 3 months relaxing sounds like you are getting retired...

    BTW, which city are you in?

  • 1 point 6 months ago

    Executive recruiting is a process of constant recalibration. We start with concentric circles and gradually refine criteria in order to narrow the circle to its minimum - the hired candidate.  During the process it is not uncommon to start with criteria that can only be refined with real experience based on interaction. Clients often describe a need and adjust that need based on executives interviewed.  It's important that you, as a consultant guide your client and prospects toward a more definitive outcome.  This requires a consultative approach to extract key information from both clients and candidates before, during and after each stage. My .02.

  • 1 point 6 months ago

    That makes me have to adjust myself of my emotion and strategy during the search. The executive searh is  the part of service industry, and I am offering not only my candidates but also my service to the client. The "flexiblity" is going to be the top priority.

  • 1 point 6 months ago

    What are some of the suggestions to say at the end of this very long process?

  • 1 point 6 months ago

    I think there are some. Coz I don't think the problem happen only due to one party. For the head hunters, we have to understand both client and candidate.

  • 1 point 6 months ago

    You can do something! You can seek feedback on the candidates that the client didn't like and further fine-tune your search for additional candidates based on that feedback. I feel clients change their minds on what they feel is initially the "perfect" candidate as they continue to meet with various candidates.

    Seek feedback on candidates from you clients and then get out there and find someone else who better fits the job description, the company, etc. Sure, we think the candidate  sent was a good fit or else we wouldn't have presented him/ her. We also have probably spent more time with that candidate than the client has. But they are the client and know best what their organization is seeking. We are wasting their time and money if we get upset over it. As executive recruiters, we are looking for the best fit for our client, not the quickest.

  • 1 point 6 months ago

    Yes Elizabeth, I have to be more sensitive with the client needs, to make a better process.