These questions are asked of me all the time: Should I use a headhunter (also known, more benignly, as a search consultant)? If so, how do I find one?

Headhunting is a multi-billion dollar industry that each year acts as the missing link between a half million job seekers and employers. There are approximately 125,000 executive search firms in the United States according to the Fordyce Letter, the industry’s leading trade journal and information gold standard.

Executive recruiters have established themselves as a highly visible fixture in today’s employment landscape. But there’s a hitch: Headhunters don’t spend their time going through unsolicited résumés. If they did they would probably go out of business.

Generally speaking, headhunters define targeted employment niches and focus on that segment. Every industry and profession has spawned its specialists, from college administration to city management; from IT specialists to CPAs—covering every nook and cranny of the job market. A recruiting firm may have thousands of searches to complete, but it can’t fill them unless it identifies a sufficient number of well-qualified candidates. Ah, but here’s the rub: A search firm won’t help you unless it has an opening that is a perfect fit.

Headhunters are not in business to find you a job.
Unfortunately, while a number of recent articles and job-hunting manuals clearly explain what recruiters do, many candidates remain in the dark about the “headhunting” industry. They expect recruiters to find them new jobs; instead, their job is to locate the best candidate for a very specific position for a particular client that has solicited their help. Most headhunters conduct a detailed research to “discover” the right people. So when a résumé walks in the door unsolicited, it may be given scant attention.

They don’t answer my calls.
This is a complaint that I frequently hear about headhunters. Recruiters and candidates often have a classic love-hate relationship. When both parties cooperate to successfully complete a search, it's love. But when either side breaks ranks—a recruiter won't recommend a candidate or the candidate refuses an offer—animosity and mistrust develop. Not surprisingly, most of the hurt is on the side of the job seeker. Moral to the story: Don’t expect more than a headhunter can (or is willing to) give.

Which type of headhunter is right for you?
Not all headhunters operate the same way. There are retained firms and contingency firms. Retained firms are hired by employers and are paid to fill a particular job—and they get paid whether or not they fill the position. Only one retained firm is contracted for each job opening. Often, retained firms focus on higher-level jobs. Generally, retained firms only send from 3 to 5 candidates per position.

The contingency recruiter, on the other hand, usually does not have an exclusive relationship with the employer, and is only paid if the job search is successful. Often, if the employer uses a contingency firm, there will be more than one firm competing to fill a certain position. If you as a job hunter are sent to an interview by a contingency firm, you may find that you are competing with a larger number of applicants for a position.

Pick an expert in your field.
Consider using a firm that specializes in your area. Management Recruiters International in Salt Lake, for example, works with higher-level positions in a variety of industries.

In general, the best use of a headhunter is to bolster your job search and to get you into places where you don't have an established network of contacts. One suggestion to get your foot in the door, rather than mailing in your résumé unsolicited, is to call an expert in your field and ask if he/she is conducting any searches that might be right for you. The best way to claim a headhunter’s attention is to have a respected industry professional recommend you.

Tap your headhunter's market expertise.
A good recruiter who knows your market niche can provide very valuable career advice. He/she can tell you accurately what your options are and potentially what your next step might be. You will waste your time and the headhunter's if you go after the wrong type of executive recruiter. For instance, if you are a lower-level IT professional, don't bother contacting retained search firms. If you are looking for a six-figure management position, then these are the firms on which to concentrate.

The importance of “fit”
Headhunters suggest that the concept of “fit” is key to assessing your likelihood of moving forward in the job process continuum. “Fit” is assessed at two levels—one corresponding with your general compatibility to the organizational norms and culture, the other corresponding more closely with traits and characteristics of the person(s) with whom you will interview. Skill—a factor that is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. There is a highly idiosyncratic nature of the interview and selection process that may take the form of what headhunters call “hot buttons,” which include: ability to do the job, job initiative, leadership, compatibility, attitude, social skills, and integrity.

All too often the job seeker is focused on what he or she is looking for in a job (i.e. income, benefits, location, function, responsibilities, title, stature, drive time, industry, and corporate culture). On the other hand, hiring executives have an entirely different set of standards for what they are seeking in candidates. If you, as a job seeker, fail to recognize the difference, your being the candidate of choice will be history.

If the headhunter calls you, what then?
A headhunter will call you, once you have been identified as a potential candidate or a source of other qualified applicants. Pay attention, listen carefully, and do whatever you can to be helpful. Remember, you want to make an impression so that you may hear from this person again. Once you have been seen as helpful, your call is more likely to be returned in the future. Don’t forget that it’s the relationship that counts.

Does all of this seem too complex?

Then call me for one-on-one help: Julie Swaner, (801) 585-5036.

P.S. Don't forget: Current members of the Alumni Association receive one hour of free career coaching advice. Not a member? Click here.