These posts about headhunters crack me up. The headhunter's job is
nothing more than bringing an employee and an employer together, the
same what that a real estate agent' job is to bring a buyer and seller
together. The headhunter or REA's primary concern (besides putting food
on the table) is for the one who pays him, in most cases the
employer(seller), not the employee (buyer).
Now, I know that you can become "buddy buddy" with your headhunters, but
when it comes down to it they are NOT working for you. Unless you're
paying them.
Bradley V. Stone
bvstone@taylorcorp.com
http://prairie.lakes.com/~bvstone/
"Robble Robble" - The Hamburgler
----Original Message-----
From: HAVEAJOB [SMTP:HAVEAJOB@aol.com]
Sent: Monday, April 06, 1998 1:32 PM
To: MIDRANGE-L@midrange.com
Subject: Re: Careersn (was Certification)
In a message dated 04/06/1998 1:10:34 PM Central Daylight Time,
Ed.Doxtator@ssa.co.uk writes:
<< Headhunters are supposed to provide customer service as well.
If I'm not
keen on the jobs that these guys offer me, even if they've done
loads of
legwork, well... too bad. I'm under no obligation to take
their offers.
I have had headhunters blow up at me on the phone because they
would say
they found "the perfect job" for me and I'd turn them down. At
that point,
I usually just tell them that if that's going to be their
attitude, then
they can do the other thing-- they're providing a service for
me, and that
attitude just cost them A) a potential hire, and B) any chance
of me giving
their name as a reference.
Anyway, that's just me.
-Doc, putting the "ninny" in "ninnyhammer" for over 35 years...
>>
Ed - well said. I have yet to have a candidate ask me for a
reference on how
I work and do business, and very few companies have. I'm not
sure why but I
know I would if I were on the other side of the fence.
Similarly to your description above, I recently had a manager
get a bit rude
with me on the phone - I had to educate him that there are two
kinds of
companies that I work with....those who use my services and
those who provide
me with candidates. I normally don't go that far but he made me
do it...I
appreciate your candor.
In a previous post, I neglected to mention something that ran
through my mind
that never made it to my fingertips - the future potential.
Scott Cornell
used a personal example, so I will take it one step further.
For example -
extensive European travel is not generally a job benefit when
working for a
medical provider. I have seen opportunities for much more
extensive travel in
the manufacturing arena. It may be that a later step into
manufacturing could
be made first, before the actual step into a position that will
provide the
travel. Make sense? As in chess, candidates need to examine
the threads and
job moves not necessarily in the immediate future to achieve the
overall
objectives. Also, perhaps an alternative could be arranged.
Example:
suppose an extra week of vacation with additional salary or
signing bonus
could be negotiated...wouldn't this meet the overall objective?
Once again,
my apologies to Scott but it makes for straightforward examples.
Finally, to tie the thread back into certifications, these are
minor moves
that can provide impact down the road. Like IBM used to hang on
the
wall...."THINK".
Dave Brown
haveajob@aol.com
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