Читай и обсуждай. Бизнес-курс английского языка. Учебное пособие

How Do Headhunters Work?1

By Louise Fletcher

Most job seekers fundamentally misunderstand the role of professional headhunters (also known as recruiters) and as a result, they miss out on countless job opportunities.

In this article, I am going to explain exactly how headhunters work and how you can find them, because they are a vital part of the job search for anyone at the manager level and above.

That’s because 1… are paid by companies to fill vacant positions they do not want to advertise and therefore, in many cases, you’ll never have access to those jobs unless you find the right headhunters.

How do headhunters work? The process always starts with the employer. A manager or HR professional writes a description of the type of candidate being sought. They usually include both hard and soft skills and generally describe the type of personality who will fit into their organization.

The headhunter then sets about finding 2… . I underlined the phrase “exact match” because it’s probably the most important thing you need to understand about headhunters. They have been hired to streamline the hiring process, not complicate it. Therefore, they are interested only in candidates who exactly match the criteria they have been given.

Rejection isn’t personal. If you do not match those criteria, you won’t get a call no matter how wonderful your background is. It’s not personal – it’s just that the headhunter needs to find exactly what he or she was asked to find in order to a) make money and b) get repeat business.

The company HR person could fill this job herself but she has hired a headhunter because she doesn’t have time. What she expects from that headhunter is that the only resumes she sees will be of 3… who meet the criteria she set out in her job specification. She does not want to see creative options. She doesn’t want to hear the headhunter say: “I know this guy doesn’t have the experience you asked for, but he seems interesting.” She wants to see a small group of perfectly qualified candidates.

1 http://www.blueskyresumes.com/blog/how-do-headhunters-work/

91

Therefore, you probably won’t hear back from most of the headhuntersyoucontact.Don’ttakethispersonally.It’snotareflection on your skills or your 4…. It simply means that you are not a fit for the positions they are currently working on.

The second important thing to understand about headhunters is that they work for the company, not for you. 5… vary but they generally make 20–30 % of your annual salary if they find you a job. This means that the headhunter’s loyalty is to the company. They have no interest in helping you — they are solely focused on the needs of their client.

Third, because their fees are based entirely on making successful placements, they don’t have the luxury of spending time on things that don’t have a strong chance of paying off. Each headhunter is working on only a limited number of searches at any one time, and most will not pay attention to your resume if you are not an exact match with positions they are seeking to fill.

All this means that you need to view headhunters as useful connections rather than as people who are there to help you find your next job.

When headhunters can help, and when they can’t. Because they are so focused on finding an exact match, headhunters are generally no help to those looking to make a career change.

And if you are new to the 6…, headhunters are also not the best resource for you. Most employers don’t use them to fill junior positions; therefore, you’ll be wasting time contacting them.

But if you know what you want to do, and are well qualified to do it, headhunters will be a crucial part of your search strategy.

Should you work with just one headhunter? No! This is possibly the most common misperception that hurts job seekers, but working with just one headhunter is about as useful as sending out only one resume throughout your whole job search and hoping you get that one job.

You must understand that each headhunter will be filling only a few 7… at any one time, and most of those vacancies won’t be suitable for you. This means that you need to be in touch with as many headhunters as you can find because you never know which one has the perfect job for you. And you need to stay in touch over time,

92

because they may not have the perfect job now, but it could land on their desk three months from now.

The importance of targeting . Most headhunters specialize and they will ignore your resume if you are not a match for the type of search they frequently conduct.

Therefore, you should research them carefully and send your resumeonlytothosewhousually8…forpositionsthatwouldsuityou.

I can’t stress this enough. Nothing annoys headhunters more than being spammed by people who haven’t taken the time to understand what they do. If a headhunter hires only entertainment executives in New York and LA, and you are a construction project manager in Alaska, you will not endear yourself by cluttering up her email.

This means that you have to focus on headhunters who frequently 9… that match your experience, and you have to send them an absolutely great resume and cover letter that show exactly why you are a good match for their clients. By focusing on quality instead of quantity, you will dramatically increase your chances of a favorable outcome.

The power of working with headhunters . Provided you target headhunters correctly and find as many suitable firms as possible, they will greatly improve your chances of finding your next job. In addition, building 10… with headhunters can bring dividends for years to come as they will stay in touch over the years and let you know about suitable vacancies as your career develops. Simply put, if you work at the manager level or above, you can’t afford not to work with them.

Task 2. Translate into Russian.

1.Recruitment can refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles.

2.Prior to the recruitment stage, a person specification should be finalized to provide the recruiters with the project’s requirements and objectives.

93

3.Sourcingistheuseofoneormorestrategiestoattractoridentify candidates to fill job vacancies.

4. It may involve internal and/or external recruitment advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet.

5.Thisinitialresearchforcandidatesproducescontactinformation forpotentialcandidates,whomtherecruitercanthendiscreetlycontact and screen.

6.Assessments are also available to measure physical ability.

7.Recruiters and agencies may use applicant tracking systems to filter candidates, along with software tools for psychometric testing and performance-based assessment.

8. Many companies, including multinational organizations and thosethatrecruitfromarangeofnationalities,arealsooftenconcerned about whether candidates fits the prevailing company culture.

9. An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and insomeorganizationsifthesuggestedcandidateishired,theemployee receives a cash bonus.

10. Social recruiting is the use of social media for recruiting including sites like Facebook, Twitter, and LinkedIn.

11. It is a rapidly growing sourcing technique, especially with middle-aged people.

12.Mobile social recruiting is rapidly expanding. 13. CareerBuilder ran a survey of the Fortune 500 companies

and discovered that 39 % of people in the United States uses tablet computers.

14. Hiring disabled workers produce more advantages than disadvantages.

15.Disabled workers are more likely to stay with the company and make their a work a career than most due to the fact that they appreciate having a job and are more stable because they can work at high levels.

94

Task 3. Translate into English.

1. Хедхантинг — это одно из направлений поиска и подбора. 2. Главные бухгалтеры, юристы, руководители предприятий

наиболее часто становятся объектом внимания хедхантеров.

3. В России, например, востребованы специалисты высшего звена, которые имеют большой практический опыт управления и профессиональную подготовку.

4. Потребность в услугах хедхантинговых агентств значительно возросла на протяжении последних 10 лет.

5.В первую очередь хедхантер анализирует рынок и составляет список организаций, в которых может быть найден подходящий кандидат.

6.Когда круг потенциальных кандидатов определен, избранным делается предложение о дальнейшем росте, т. е. смене места работы.

7.При звонке хедхантер представляет потенциальному кандидату себя и свою компанию, обозначает цели своего звонка.

8. В ходе дальнейшей беседы постарается заинтересовать кандидата настолько, чтобы тот согласился на интервью.

9. Интервью может состояться в агентстве или же на нейтральной территории, если специалист опасается «светиться», нанося визит в хедхантинговую компанию.

10. По окончании поиска и отбора клиенту представляются данные о кандидатах.

11. Окончательное решение относительно представленных кандидатов остается, естественно, за клиентом.

12. Подобрав подходящих кандидатов, хедхантер представляет их заказчику и организует встречи с теми, кто произвел наилучшее впечатление.

13. На собеседованиях всесторонне исследуется личность кандидата, его деловые возможности и мотивация, проверяются рекомендации.

14. Заработок тех людей, на которых охотятся хедхантеры, начинается от $5000.

15. Работа со специалистами высшего звена требует опыта в бизнесе и другого уровня личности консультанта, чем это принято в рекрутинге.

95

Skills Focus

Task 1. Study the following chart1 and describe the recruitment process.

Task 2. Study the following CV and create your CV.

RHIAN MITCHELL

22GreenCloserhianmitchell@hotmail.co.ukPutney07871835679 SW15 7GH http://uk.linkedin.com/in/rhianmitchell

PROFILE

Qualified solicitor with 5 years’ experience dealing with a range of complex cases. Specialised in criminal law. Currently studying the

1 http://www.naukrihub.com/recruitment/head-hunting.html

96

Masters in PublicAdministration and now seeking a public policy role where I can use my previous experience to influence UK government policy.

EDUCATION

The London School of Economics & Political Science 2013–2015

•Master’s in PublicAdministration (Expected distinction)

•2 year programme developing professional level policy making

skills

•Specialised in social policy focussing on understanding social disadvantage and gender and European welfare states.

•Second year courses covered advanced analysis of public and social welfare

•10,000 word dissertation covered a comparative analysis of European welfare states

•‘Capstone’projectworkingwithSercotodeliverrecommendations for the extension of HMP Thameside to ensure inmate welfare and transition to meaningful employment on release

BPP 2007–2008

•Legal Practice Course (Pass)

•Professional skills course (Pass)

The University of Warwick 2004–2007

• LLB (Law) (First Class)

WORK HISTORY Kingsley Napley 2010–2013 CriminalAssociate/Solicitor

• Promoted from Solicitor toAssociate in 2012

Bindmans LLP 2008–2010 Trainee Solicitor

• Rotated around various practice areas to complete my training period. Specialised in criminal cases from 2010.

RELEVANT SKILLS

Analytical Skills

97

Academic:

•Analysed data relating to the ‘Healthy prison tests’ as part of Serco capstone project.

•Dissertationinvolvesextensiveliteraturereviewofover30white papers, bills and journal articles

Employment:

•Reviewed case histories for all cases I worked on at Bindmans and Kingsley Napley.

•Successfully researched history of civil claims of compensation for prisoners subject to unlawful acts. This included several cases of discrimination.ResearchusedinmajorcaseDavisvHMPWandsworth resulting in a successful £20,000 compensation claim.

Project Management / Delivering Results Academic:

• Delivered research report and set of 15 recommendations ahead of scheduled deadline to assist Serco with £34m extension of HMP Thameside as part of LSE capstone

Employment:

•Engaged in end to end autonomous case management at both Kingsley Napley and Bindmans.

•Collaborated with a team of 3 other solicitors at Bindmans to represent a group of prisoners with applications at the European Court of Human Rights arising from their ban on voting in the general election.

Problem Solving Academic:

• Overcame the loss of a team member during capstone project by suggesting a new division of the team’s tasks. Resulted in project delivered ahead of schedule.

Employment:

• Solved issues with numerous client’s cases at Bindmans and Kingsley Napley.

98

• Supervised a team of 5 paralegals at Kingsley Napley acting in a high profile judicial review (Peters v HMPAshfield). A complex case requiring careful decision making at each stage.

Working in a Fast Paced Environment

Employment:

•As a solicitor at Kingsley Napley often ran over 50 matters at any one time thus developing strong time management skills.

•Notable case — Roberts v HMP Whitemoor at Kingsley Napley where I was acting for the client to challenge unlawful prison policies. The case involved frequent court appearances and required quick thinking to ensure all parties had the correct documentation.

Communication & Influence Academic:

• Liaised with Serco clients as part of LSE capstone project. Presented recommendations to senior managers resulting in a prize for best MPAproject.

Employment:

•Advised clients in a professional but sensitive and confidential manner

•Guided journalist facing legal action as part of the 2011 phone hacking scandal. Parties settled shortly before trial.

SKILLS

•Proficient at all Microsoft Office programs – Access, Word, Excel, PowerPoint and Outlook.

•Experienced user of SPSS and stata for data analysis

•Competent user of document review programs (FirstAdvantage, Ringtail)

•Full United Kingdom driving licence.

REFERENCESAVAILABLE ON REQUEST

99

Task 3. Study the following glossary1.

to see a great job ad in the newspaper to get a new job

to look for

to have experience in

to have good (writing) skills to be good at

to move to mother tongue to be based in to interview

to advertise the job or position to apply for the job

to complete a standard application form to recruit outside the company

to recruit new staff

to ask for recommendations

to submit to a series of paper-and-pencil tests role-playing exercises

decision-making exercises

to put candidates through a long series of interviews by psychologists and trained interviewers

to be creative and entrepreneurial to lead and coach

to function under pressure to fit the corporate culture

to be flexible and capable of learning

Task 4. Using active vocabulary speak on the following situation.

You are looking for a job. Tell your friend about the advertisement you’vereadinthenewspaper.Youshoulddiscussthefollowingissues:

1 http://www.lse.ac.uk/intranet/CareersAndVacancies/careersService/CVCover Apps/CVs/CVExamplesPDF/Skills%20based%20career%20changer.pdf

100