“Making a career move – to use a search firm or not?”

While I do not have what you might call ‘an unbiased point of view’ on this month’s topic, I do truly believe that a recruiting firm can add terrific value to the recruiting process, both for the firm and for the candidate. But then again, I would, wouldn’t I?

However, if you’ll give me just five minutes of your time to read the rest of this column, I will try to convince you that this is the absolute truth!

Before I present the evidence of the good we do, let’s talk about some of the negatives.

From hearsay or maybe from personal experience, you might not have the highest regard for ‘head-hunters’.

Indeed the industry is rife with stories of recruiting firms placing an accounting professional with one firm and as soon as the guarantee period is over, approaching them for opportunities with other clients. Any good recruiter will never try to recruit people away from their existing clients – it’s the golden rule in recruiting!

I have heard other stories like a candidate being sent to the wrong address for an interview with a client… the client had moved offices four years ago, but no one at the recruiting company had been out to see the firm for years and their database was way out of date.

Even though the move did not effect the firm’s phone numbers and email addresses – they remained the same - the fact that the recruiters had not bothered to visit their client for so long was really disturbing, never mind the wasted time of both candidate and client over an interview that would never actually happen (both the candidate and client dumped the recruiting firm after that event).

How about the one where the head-hunter gets a new assignment from his client and immediately responds ‘I have a great candidate for you – I’ll fax you their resume right away!’ only for the client to receive the faxed resume and read it with great interest, as it was the resume of one of his present star managers! The resume even listed the candidate’s current position and firm on the front page!

Finally, before we move on to the good stuff, I also hear many disturbing stories of ‘strong-arm’ tactics used by some recruiters to try to pressurize candidates into changing jobs – the recruiter’s desperation for a commission cheque being the obvious motivator.

So, with all these well-documented complaints, and more, of the recruiting profession, what would convince you that we’re anything but a bunch of crooks?

Well, I guess it all boils down to which recruiting firm you use.

There are still a number of recruiters who maintain high ethical standards, provide great customer service, and closely guard the client/candidate confidentiality.

These recruiting firms add value to the process for the candidate and the client, and will NOT try to fill your open positions on the one hand while also trying to recruit your staff away from you for other clients.

Many practitioners will probably have tried any or all of the following recruiting techniques before calling in a 'head-hunter':

· Referrals from existing staff
· Newspaper advertisements
· Professional Magazine and Newspaper Advertisements
· Workopolis and similar job site postings

and still haven't found the right candidate for their firm. So here are some pointers to look for when – either as a candidate or if you’re hiring – you’re looking to work with a search firm:

1. Market Specialization

No Learning Curve = Quick Results. Using a firm that ‘only does’ public accounting or ‘specializes’ in a specific industry will jump-start the process for you.

2. Quick Access to The Right People

Any good recruiter will be well connected to their specific marketplace, and know who to call for your recruiting needs or where you might best fit in and grow as a professional.

3. The Best Jobs Are Never Advertised

Because many switched-on firms now use head-hunters, many great career opportunities are not commonly known to be open. Firms like my own fill many, many jobs every year that are only accessible to our candidates.

4. Sound Market & Salary Advice

What is the right salary level for each position? What are you worth in the marketplace? How long will it take to find the right person? A specialist will know and bring value to the table in the area, for sure.

5. Building Long-Term Relationships

Any good recruiter will tell you that they are in this for the long haul, and want to build a long-term relationship with you. A great one will back this up by their actions.

6. No Square Pegs in Round Holes

Some candidates tell my team and myself about how they felt pressurized into making a move by the last head-hunter they used and that’s why they’re sat in front of one of my team right now.

Ask any recruiter if they’re salaried or commission only – guess which type of recruiter will be most likely be applying pressure on candidates to make a move, and to hell with the consequences?

7. Added-Value Tools

Does the recruiting firm provide a library of useful articles for free download by both candidates and clients? Do they provide an industry-specific salary survey to help individuals assess their compensation package and also help employers set the correct remuneration levels for their staff? Do they provide a free newsletter full of useful career tips?
Any truly great recruiting firm will.

8. The Guarantee Period

Does the recruiting firm back-up their service with a ‘blow your socks off’ guarantee? The industry standard is six months. Beware those who offer less, and go with the one who offers more.

9. Value For Money

As an employer, you’ll be footing the bill for a head-hunters service. Compare fees between firms and also against the cost of advertising, interviewing and managing the process yourself.

10. Hands-Off Clause

Any reputable search firm will be happy to put in writing that, once you become a client, they will not recruit your staff for other clients.

11. Reputation

It takes years to build credibility. What have you heard ‘on the street’ about the firm you’re thinking of using? What does their web site look and feel like? Do they work for any of your professional bodies (a great endorsement for them if they do)? Have they had any books or articles on their chosen speciality published?

Ask around for referrals from others who may have used search firms before. You might notice the same few names repeatedly occurring. They’re the firms to use.

© MFA Group Inc, 2007