Who Needs A Headhunter?

Who Needs A Headhunter? (FREE)

This free topic explains the benefits of using recruiters in your job search process. There is a lot to
learn and techniques that can help you find recruiters and maximize the use of recruiters. This guide
explains it all so make sure you sign up today!

Who Needs A Headhunter? (FREE)


The simple question, "Who needs a headhunter?" is better phrased as "Who can benefit most from a
headhunter?" Plainly put, job seekers need all the help they can get to find the best position in the
least amount of time. However, not all job seekers can reap the same benefits from dealing with
recruiters.
Who can benefit from a headhunter?
Basically any professional who is committed to landing a job in his field may benefit from the help of a
recruiter. You may yield the most results if you have skills that are marketable and several years of
experience in one particular area.
Who needs a headhunter?
Anyone can strike out on his own to find employment but for those who are serious about securing
long-term success, recruiters can provide the help necessary to take them to career highpoints.
Factors that influence the dynamics of recruiter relationships can include location, field of
specialization, profession and your earning potential. While there are recruiters for many people,
understanding where you fit into this search firm society helps ensure you get the most from your
efforts.
• Location.
Certain locations are limited in the amount of work they may have available in certain fields.
Search firms know this and may be less helpful to those who work in less popular fields for the
region. For example, Memphis is a town of lawyers so executive search firms there have all
kinds of connections within the local legal industry. Paralegals, law clerks and attorneys may
benefit a great deal from these recruiter’s services. However, a talented dot.commer may
have more difficulty enlisting a headhunter’s help because there simply is not much of a

demand for his skills in that region.

• Type of work.
Some search firms specialize in specific types of work they look for suitable placements within.
Basically different types of recruiters take different professions more seriously depending on
their clientele. For example, contingency firms may work hard for candidates seeking entry-
level or blue-collar positions like receptionists and janitors. Retainer firms deal more with
white-collar and professional positions so they may not even give the time of day to someone
just out of college. Find out through networking which recruiters in your area could help you.
This way, no time is wasted dealing with people who don’t give much assistance to people in
your field.
• Pay.
Companies usually pay contingency firms a percentage of a new hire’s first year’s salary once
the candidate does well in his new job. These placement services may deal in more quantity of
applicants because typically the rate of pay for their job seekers can vary quite a bit. So one
week, they may earn a percentage of 20K and the next week they may earn a percentage of
90K but these firms help find positions for a people in a variety of salary ranges. Retainer firms
tend to earn high flat fees regardless of whether or not they find a suitable candidate for a
company. These headhunters tend to deal with professionals who earn salaries of 70K and
beyond (usually 90K and above in metropolitan areas). So these recruiters tend to concentrate
on finding people who can bring in this kind of dough. If your typical earnings are not within
this range, your efforts may be best suited in other directions.